In order to maximize performance, organisations need to identify strengths and areas for improvement. They need to have a vision, set goals, develop plans, and create implementation strategies that build on the performance of the employees. An organisations performance depends on the team’s performance which in turn is dependant the individual’s capacity, willingness, and opportunity to work.
An organisation can directly influence the performance of employees via the support it provides. Constraints such as lack of time and budget, inadequate tools, equipment, supplies, unclear instructions or procedures, all place situational constraints on an individual’s performance no matter how willing or motivated they are. Organisational commitment and motivation can be gained from employees who perceive organisational support in their workplace.
Motivated employees will positively contribute to the achievement of organisational goals. Motivating employees is often studied through either Content or Process Theories in order to understand the what, why, and how employees choose one action over another. Managers need to ensure that they empower employees to achieve a balance of organisational and personal goals.
Managers also need to ensure they are creating a performance organisation that builds both employee competency and empowerment. The organisation and its managers should strive to create a learning environment which builds knowledge at both the individual and organisational levels and has integrity of communications, supportive behaviour, and alignment of goals. Further on from this they should aim for a teaching organisation: a learning organisation that takes action to share knowledge with others in the organisation.
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