Performance Management Managing People and Organizations

Question: Discuss about the Performance Management for Managing People and Organizations. Answer: Introduction: Ngai Tahu Holdings is a Company which has been recorded for its outstanding history of commerce and trade which it has been into for 100 years. Its business history dates back to hundred years where colonisation did not happen and it was at this time where Ngai Tahu has embraced international commerce with its constant and uninterrupted involvement in New Zealands fisheries and agriculture industries (Ngai Tahu Holdings nd). With constant and persistent efforts in procuring an access to outstanding capital funds, Ngai Tahu has ventured into various industries like property and real estate, seafood and tourism industries. The business has ventured into various platforms like the modern commercial activities where the brand could allocate its annual revenues into newer business segments (Ngai Tahu Holdings nd). The Company had been known for its strong decision makers who have also ventured into newer aspects of business where they have reinvested two thirds of their income and have maintained a stricter distribution policy in providing support to the tribal members of the community by helping them in providing adequate education grants and scholarships (Ngai Tahu Holdings nd). Ngai Tahu has been growing stronger with its investment policies where they have also proved yet again in 1998 when they have received a Settlement Claim of $170 million. It has involved its assets which it has earned from fisheries and aqua culture worth $70 - $ 71 million. Ngai Tahu has become a stronger company with its great reinvestment policies and the brand grew extensively. Ngai Tahu, as a Company has been striving in order to ramp up their commercial operations and also to support their tribals while standing as a greater support to their economy. The brand has been contributing about $ 200 million consecutively to the South Island Economy with its vast job creation, sales, reinvesting their profits and income to support and improve their local communities. Ngai Tahu is a committed Organization which has also been an intergenerational investor which has been motivated by its strong decision making team and its values. Values of Ngai Tahu Ngai Tahu Holdings Corporation has been an ardent embracer of the values of its Parent Company, Te Runanga Group and it has been committed to ensure that it holds up its values and becomes an embedded member of its Organization. This has also been proven in the method by which the Company conducts its business by embracing various communities and cultures (Ngai Tahu Holdings nd). These ardent factors contribute to manage and minimise the occurrence of any of the contingency factors within the Company. Vision Ngai Tahu Holdings creates an environment of respect to its Customers and its Employees in accordance with its Companys policies. Mission Ngai Tahu Holdings Group are committed to holding up the values of its Group in all situations and in all its business holdings. Strategy Ngai Tahu Holdings has adapted and implemented a strong strategy where it has created an environment of respect and has motivated all its business groups to be more proactive, imaginative and creative where the leaders can create newer grounds constantly. Mike Sang has been the CEO of Ngai Tahu Holdings since 2013 and has been contributing to the overall development of the departments like Communication and Procurement, Finance, Business Information and Services including the Administration (Ngai Tahu nd). Ngai Tahu Holdings has been striving to bring more coordination within the employees by engaging them actively in different segments like forming community groups for the employee families where they can all come together as a group and experience being more socially secured and well connected with each other (Ngai Tahu nd). The groups were organized depending on the type of families which it constituted and various barbecue parties were held on a timely basis in order to motivate the employees to contribute to a better community and a work environment. A specific People and Development Manager has been allocated for the task in order to come up with various initiatives and planning activities within various communities. Imagining myself to be a Management Consultant of Ngai Tahu, I have a responsibility in- built in my job responsibility that I should contribute to improve the Organizational performance in a positive way. Improving Organizational Performance is a critical factor in the Corporate Environment of the present times. Development of organizational performance is to be aligned with the improvement of personal skills, knowledge related to the job and the related skills (Covey 2004; Jones et al 2000). As a Consultant, I feel that the Management should make an effort to understand the individual differences and the behavioural types of various employees. By making these efforts, the Organization would be able to prepare its employees to get adapted to the Organizational objectives and implement them (Mohammed Al Khouri 2010). There have been various surveys which were conducted to analyse the employee satisfaction and a recent survey which has been conducted in 2005 has reported significant results like Almost 45 50% of the Employees lack motivation to continue their learning and improving Results reveal that almost 3 4 people in a group would not prefer to work collectively Among the entry level applicants for a job, 15 20% of them have self discipline towards their jobs 30% - 70% standard is something which has been reported where 70% of all issues happen because of the lack of proper change initiatives. Most of these issues happen because of the inability of the Management to lead their teams, lack of cooperation, lack of self motivation to take up any initiatives and inefficiency to drive change within the Organization (Mohammed Al Khouri 2010). Todays knowledge driven Organizations are pinning down on leadership where the leaders analyse and assess the feelings of their employees in order to manage their employees and their relationships effectively (eDison, 2005). By implementing these practices, the employees will be motivated and they would be in a better position to contribute to the overall growth of the Organization. Analysis If positive environment is a critical factor for improving the organizational performance, it is also critical for the Management to assess their present environment and build one in case of need. To conduct such an analysis the Management would have to consider their individuals as people who have distinct personalities and they should also be in a position to commend their areas of improvement (Luthans, 2011). The employees who are the individuals working in the Organizations have distinct personalities as mentioned earlier and they have various personality types and states of mind which are critical for assessing their individual behaviour. The similarities and the differences between people can be associated with each other with the help of a study conducted by Mc Gregor (1960) where he has used 2 theories to describe the distinct personalities and to associate them with the potential attitudes which a person would have in a situation. The Management should assess their Managers at various levels and analyse the type of leadership style which they possess (Hussein, Ishak and Noordin, 2007). By analysing these leadership styles, the Management would come to an understanding whether their departmental Managers are accommodative, authoritarian or whether they have a regressive attitude of leadership (Hagmann et al. 2009). Positive styles of leadership can prove to be accommodative and can be satisfying for the employees where they have the chance to work and showcase their talent to their Management. In the table below, we would be able to assess the natural perceptions of the Management and the individual preferences of the employees in a team. Theory X Management Theory Y Employees Employees have a tendency to escape work and they show a negative attitude towards work Employees if told in an effective way would perform as per the Organizational Standards Employees work only under the supervision of the Managers Managers should create a work environment where the Employees would be able to express their ideas clearly and would be able to perform in an effective way Employees should be supervised well with stricter policies to control the work environment Management should delegate authority to its employees in order to promote growth as a motivating factor for the Employees to be retained in the Organization (Jones eta l 1999) Recommendations Adapting and implementing Positive Leadership styles Positive leadership styles would motivate the employees to a greater extent and they would provide them with higher levels of job satisfaction (Newstrom Davis 2002). Positive factors of motivation - Opportunities for growth Skill enhancement programs Negative factors of motivation Threats and Penalties Apart from the above analysis, there are various motivation theories which can be considered like Maslows Hierarchy of Needs Theory and Herzbergs two factor theory. These theories can be categorised as the content theories which act as a true source of motivation for the employees in order to perform well in the Organization. (Fig: Herzbergs Two Factor Theory) In an Organizational perspective, Herzbergs Two Factor Theory is the most appropriate theory which can analyse the employees needs within two segments like the Motivator Factors and the Hygiene Factors. Both these segments would enhance the levels of satisfaction of the Employees which can contribute to the overall organizational growth (Herzberg, 1987). The second segment which is the Hygiene related segment does not essentially include the cleanliness aspect of the Organization however it includes the working conditions, the organizational policies made and the organizational culture which has been established by the Organizational Management (Herzberg, 1987). As per the Herzbergs Two Factor Theory, the Management of an Organization should conduct an analysis on their existing policies and work towards the provision of a better work environment which could enhance the employees ability by motivating him to take up additional responsibilities at work, strive for growth by offering to provide various solutions to the existing issues which the organization might be facing. The Management can also work towards improving the quality of the relationships of the employees at work with their team members as well as their Managers. This overall would help in providing additional growth in the work place environments (Yang, Watkin and Marsick, 2004). By considering the theoretical analysis as a base, the employee performance can be improved in different stages like Communicating the Organizational Objectives and making people accountable All the individual employees of an Organization should be well aware of the Organizational objectives and strategies for which it has been striving in business. By implementing this factor, the Organization makes sure that all the employees are made aware of the fact that her contribution adds a greater value to redefine and set higher standards for the Organization (Hamlett, nd). Ongoing projects should be tracked with a greater effort where a constant monitoring process has to be in place along with the weekly and monthly reviews in order to keep a track of any of the ongoing issues in the projects. These issues can be solved by holding regular brain storming sessions within the team and the best solutions can be shared across the departments in the Organization (Kagan, 2004). By implementing this process, the team members and the concerned employees are made accountable for any of the responsibilities they take up and would be made to complete their designated tasks as per the project timelines (Hamlett, nd). The more ownership the employees are given, they would feel more accountable and empowered in order to take any individual decisions in order to complete their tasks on hand. Monitor and conduct an employee appraisal in a written way twice a year The company appraisals are done once a year and they are done in a specific format which probably might not highlight all the areas in which the Employee has worked on. This happens in almost all the companies however appraisal happens in different ways where expression happens mostly from the Managers end and not from the Employees end (Somerville and McConnell-Imbriotis, 2004). The Companies are going for a major shift in their appraisal approach where the employees are being asked to prepare their self evaluation reports which consists of what went well and what could have been better in terms of their work delivery. This method has been accepted as an approach with greater transparency and with greater effort to understand and evaluate the employees. Apart from this, the Companies should engage in collecting feedback from its employees throughout the year or on a timely basis which will provide an opportunity to the Management to change their ways of working in the work place environments (Wiley, 2000). Setting up of a consistent system of rewards All the employees irrespective of their level and designation would like to have an appreciation in the form of writing and a reward in some cases. This is a way in which a Company acknowledges the employee and rewards him on a timely basis. As a secondary stage to the reward system, the Companies can also have a system in place to monitor and coach its employees to help them achieve their highest potential (Nichols, 2004). This comes across as a system where the employees would feel that their companies care for their growth. Leading by example It is the Management who has to set standards in this regard because the employees join an organization in different levels and in different stages of their career. There might be cases where an employee joins a company as a fresher and there might be cases where the employees join a company after achieving some years of experience (Mahmoud Gomes 2010).The Management should listen to their employees, identify their skills, motivate them to achieve greater heights in career and should also monitor them closely to help them achieve greater results. Rules should not be distinct for the Managers and the employees in terms of establishing greater levels of trust for the overall growth of the Organization. Conclusion Understanding and appreciation are the critical factors which can drive an Organizations growth potential. These are the factors which can also motivate the employees for a better performance (Cohen, 2008). All the aspects including the theories mentioned would play a major role in creating standards for employees performance and also to enhance their personal behaviours (Covey, 2004). In order to achieve a significant balance, the Organizations should take control of the organizational brain aspects of it where they could differentiate and utilise the employees who are right minded in the problem solving aspects and can use the left minded employees to solve any of the organizational issues in terms of some projects. References eDison. (2005). Emotional Intelligence [Online]. UK: eDison Personal Development LTD. Retrieved on August 31st 2016 from https://www.edisonuk.com/emotional_intelligence.htm. Luthans, F. (2011). Organizational Behaviour: An Evidence Based Approach Identification on Performance Behaviours. Retrieved on August 31st 2016 from https://bdpad.files.wordpress.com/2015/05/fred-luthans-organizational-behavior-_-an-evidence-based-approach-twelfth-edition-mcgraw-hill_irwin-2010.pdf Cohen, E. (2008). Left-Brain Staff Management Strategies for Right-Brain Firms, STEP Magazine. Retrieved on August 31st 2016 from https://www.stepinsidedesign.com/STEPMagazine/Article/28887. Covey, S.R. (2004). The 8th Habit: From Effectiveness to Greatness. UK: Simon Schuster. Hagmann, J., Peter, H., Chuma, E., Ngwenya, H.J., Kibwika, P. and Krebs, K. (2009). Systemic competence development - An approach to develop the facilitation capacity to manage systemic change and performance enhancement. Retrieved on August 31st 2016 from www.picoteam.org. Hamlett, C. (nd). How to Improve Employee Organizational Performance. Retrieved on August 31st 2016 from https://smallbusiness.chron.com/improve-employee-organizational-performance-11830.html Heller, R. (2006). Right and left-brain management styles. Retrieved on August 31st 2016 from https://www.management-issues.com/2006/12/22/opinion/right-and-left-brainmanagement-styles.asp. Herzberg, F. (1987). One More Time: How Do You Motivate Employees?, USA: Harvard Business School Press. Hussein, N., Ishak, N. A., and Noordin, F. (2007). Leadership styles in moving towards learning organizations: a pilot test of Malaysias manufacturing organizations. Conference Proceedings of the Sixth Asia Academy of Human Resource Development. Beijing, China Kagan, M. (2004). Do Something That Scares You Everyday [Online]. Retrieved on August 31st 2016 from https://www.extraordinary-jobs.com/V2I42.htm. Mahmoud M. Yasin, Carlos F. Gomes. (2010). Performance management in service operational settings: a selective literature examination. Benchmarking: An International Journal 17:2, 214-231. [Abstract] [Full Text] [PDF] Marsick, V. J., and Watkin, K. E. (2003). Demonstrating the value of an organization's learning culture: the Dimensions of the Learning Organization Questionnaire. Advances in Developing Human Resources, 5, no. 2: 132-151. Mohammed, A Al Khouri, S.M. (2020). Improving Organizational Performance. Retrieved on August 31st 2016 from file:///C:/Users/Madhavi/Downloads/Improving%20Organisational%20Performance.pdf Ngaitahu. (nd). Our Stories. Retrieved on August 31st 2016 from https://ngaitahu.iwi.nz/our_stories/building-community/ Ngaitahu. (nd). Group Profile. Retrieved on August 31st 2016 from https://www.ngaitahuholdings.co.nz/group-profile/management/ Newstrom, J. W., Davis, K. (2002). Organizational Behaviour Human Behavior at Work. (11th ed.). New York: McGraw-Hill Higher Education. Nichols, J. C. (2004). Unique characteristics, leadership styles, and management of historical black colleges and universities. Innovative Higher Education, 28, no. 3: 219-229. Somerville, M., and McConnell-Imbriotis, A. (2004). Applying the learning organization concept in a resource squeezed service organization. Journal of Workplace Learning, 16, no. 4: 237- 248. Wiley, J. (2000). The high-performance organizational climate: How workers describe top performing units. The Handbook of Organizational Culture Climate (pp.177-191). Sage Publications Yang, B., Watkin, K. E., and Marsick, V. J. (2004). The construct of the learning organization: dimensions, measurement, and validation. Human Resource Development Quarterly, 15, no. 1: 31-55.