Recommendations for Enhancing Organizational Performance

Recommendations for Enhancing Organizational Performance
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Recommendations for Enhancing Organizational Performance
Every organization’s goal is to attain a competitive advantage over their rivals and to be able to achieve this while investing the optimal minimum when it comes to resources. This often prompts organizations to look inside for the solutions to their problems. Looking inside mainly entails tweaking some aspects or areas of an organization which subsequently lead to improvement in productivity and efficiency. In your organization, I have noted several areas which may need more than tweaking, but this should not be a concern to you because working from the inside out is the best way to beat your competitors. Many of them will be left guessing how your performance is high without any major investments or additional adverts or even new markets. However, it is important to note that improving an organization’s as well as the teams involved and individuals in the company is a lot of work and you will be required to consider several options which will be discussed further. Different avenues can be used to boost performance, but not all will guarantee you imminent change or improvements. However, below are three avenues which you can use to help boost your employees’ and organization’s overall performance.
Motivation
Measuring performance is indeed essential, and every organization needs to know how their employees are performing periodically. Dobre (2013) notes that “measuring performance is critical to an organization’s management, as it highlights the evolution and achievement of the organization.” She continues to state that “motivation and performance of the employees are essential tools for the success of any organization in the long run.” However, trying to compete in a highly competitive market with a demotivated workforce is a recipe for failure.
Every employee and every team in an organization has their needs, and while few might come out and say them, it is indeed essential that managers understand the little and often maligned factors that motivate employees. Dobre (2013) opines that the above requires a manager who is “able to understand, predict and control employee behavior.” She also notes that such managers must know what employees want or aspire towards from their jobs. This she says is the key to knowing what motivates employees. Money and promotions are often preferred and thought of as the main motivators. However, some employees are after other things, and if these are not discovered and given an opportunity to grow, then their performance will continue to wane. An employee could be after growing their career, and a wage increase may not necessarily be what they need to make them perform better. Dobre adds that “a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction.” Managers need to, therefore, be vigil and ensure they can discover some of the issues that motivate the employees. Assumptions have no place here ...