The extent to which an organizations employees understand the environment of the organization and perform their job.
Answers
Answer:
Adopting lean principles and lean thinking has led to numerous changes in organizational structure to improve the efficiency of internal processes, with a goal of eliminating waste and defining customer value.
These changes have been supported and enabled by transformations in information and communications technology, especially the Internet and mobile computing and communication devices.
Key organizational changes include:
Reduced hierarchical structure—Hierarchies are cumbersome and cannot respond quickly to changing market demands, such as pressures for reduced cycle time and continuous innovation. Hierarchies are being replaced by cross unit organizational groupings with fewer layers and more decentralized decision making.
Blurred boundaries—As organizations become more laterally structured, boundaries begin to breakdown as different parts of the organization need to work more effectively together. Boundaries between departments as well as between job categories (manager, professional, technical) become looser and there is a greater need for task and knowledge sharing.
Teams as basic building blocks—The move toward a team-based organizational structure results from pressures to make rapid decisions, to reduce inefficiencies, and to continually improve work processes.
New management perspective—Workers are no longer managed to comply with rules and orders, but rather to be committed to organizational goals and mission. The blurring of boundaries also affects organizational roles. As employees gain more decision authority and latitude, managers become more social supporters and coaches rather than commanders.
Continuous change—Organizations are expected to continue the cycles of reflection and reorganization. However, changes may be both large and small and are likely to be interspersed with periods of stability. Kling and Zmuidzinas identify three types of change—"metamorphosis" (far reaching, fundamental change), "migration" (shifts toward a new form), and "elaboration" (changes that enhance some aspect of work).
Explanation:
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Explanation:
Business owners need employees that are able to get the job done, because employee performance is critical to the overall success of the company. Business leaders need to understand the key benefits of employee performance so that they can develop consistent and objective methods for evaluating employees. Doing so helps determine strengths, weaknesses and potential managerial gaps in the business organization. Although performance evaluations are never fun, they help business leaders determine performance levels for each employee.
Successful Employees Achieve Goals
One of the most important factors in employee performance is to achieve goals. Successful employees meet deadlines, make sales and build the brand via positive customer interactions. When employees do not perform effectively, consumers feel that the company is apathetic to their needs, and will seek help elsewhere. Employees who perform effectively get things done properly the first time. Imagine if the person who created customer reports was always late in completing them. The client services department would always be waiting, looking unprofessional, and perhaps incompetent.
Create a Positive Work Environment
When people are doing their jobs effectively, morale in the office gets a boost. Employees who aren't motivated to get the job done as indicated, can bring down an entire department. It is important to foster a positive, energetic work environment. Cultivate a positive work environment by rewarding high-performing employees with incentives and group recognition during meetings. High-performing offices also attract quality talent in recruiting, because the office feels alive and that it's working toward goals.
Measure Employee Growth
Using employee evaluations on a consistent basis helps employees see their growth, so that they can feel good about making progress over time. It also helps them set new goals, keeping the energy in the office high. Rewarding high-performing employees often motivates these employees to exceed their efforts from what it was during the previous period. It's one thing to have effective employees doing a great job; it's better to cultivate that strength so that it grows into something bigger and that benefits the entire department or company. Watching employees grow shows the potential they have for advancement and leadership.
Establish Team Trends
When your employees are not performing well, it negatively affects productivity and ultimately, the bottom line. Don't make the mistake of thinking that poor performance indicates a poor employee. Look for common trends in which groups of employees are succeeding and where there are deficiencies. Smart managers evaluate the deficiencies to see if it is a talent issue or a management and development issue. This can affect team training strategies, as well as future recruiting strategies.
Ultimately, good employees are productive, which creates great working environments and increases overall productivity. Evaluations help you establish where you can help employees grow so that they can do even better.
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References
Entrepreneur: Why it is Important for Companies to have Periodic Employee Performance Review?
Society for Human Resource Management: Managing Employee Performance
Forbes: What Solid Research Actually Says About Performance Appraisals
Resources
Texas State Human Resources Association
U.S. Small Business Administration
Society for Human Resource Management
Texas Workforce: Businesses and Employers
American Society For Training & Development
About the Author
With more than 15 years of small business ownership including owning a State Farm agency in Southern California, Kimberlee understands the needs of business owners first hand. When not writing, Kimberlee enjoys chasing waterfalls with her son in Hawaii.
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