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ASHE-ERIC Higher Education Report

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The movement of an organization’s performance measurement can have its own set of difficulties. Many organizations have relied on a performance appraisal system that has become antiquated and ineffective. An effective performance management system can provide an organization with several advantages that will increase the productivity of the workforce. The performance management system, when properly implemented, can make administrative actions fair and appropriate, reduce employee misconduct, facilitate organizational change, and increase motivation, commitment, and employee retention (Aguinis, 2013). When examining the advantages of the philosophy of a performance management system, the factors listed above have to be strongly considered. First, an employer must evaluate …show more content…

In the ASHE-ERIC Higher Education Report (2001), the facilitation of organizational change, in higher educational institutions, can be facilitated by the highest level of educators to the students. This concept is equally applicable throughout all aspects of society. The facilitation of organizational change is influenced by an effective performance management system. During the course of the management of performance, the manager instills values of the organization when coaching the workforce. The employee has the opportunity to provide feedback to the manager regarding the flow of organizational change and its effects on the workforce. Aguinis (2013) provides an example of an organization changing the focus of its productivity to customer service and the quality of its product. The organization, through performance management, provides the necessary training and guidance to achieve this goal. In order for the performance management system to be effective with facilitating organization change it must provide the workforce with the proper training and

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DISCUSSING ORGANIZATIONAL CHANGE Lisa Thai HRMT-440 Colorado Technical University 4/18/2018 Business organizations in the industry are always experiencing changes in the business environment. This forces them to change their operations hence in order to coup with the changing business environment (Fletcher, 2004). The technology keeps on advancing hence the need for business enterprises to adopt the use of it in order to boosts its performance in the industry. Organizations that perform well in the industry starts to grow in size hence expanding their operations in the industry. The increase in size of a firm requires it to makes certain changes in its operations in order to incorporate the growth in its operations.

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With organizational change, the first step in the process is to have the managers and governing body put into place and manage a policy or procedure that measures the current level of performance. This then generates ideas for how the organization can modify behavior. The primary goals of organizational improvement are to increase organizational effectiveness and efficiency to improve the ability of the organization to deliver goods and or services (en.wikipedia.org, 2018). Engstrom is in dire need of an organizational improvement. For this change to work, Engstrom needs to implement the following solutions in a proactive

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1. Thesis “It’s Christopher Martin’s view that society should in fact provide higher education freely to all. He reviews some purported differences between higher education and other goods that are commonly held to merit free provision for all, arguing that these are only apparent differences.” (615, Martin) 2. Support for Thesis “Governments across the world are citing increased global competitiveness and a slow economy as reasons for reducing funding to higher education.”

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The purpose of this final project What Kind of Change Leadership Will You Provide? Integrated Principles and Theories of Organizational Change Understanding institutional culture

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Although there is some resistance, most officers adapt easily and are open to new ideas. The key to any change effort is to explain the reason for the change to the rank and file, give them an opportunity to question the change, and provide opportunities for them to become involved. Information is power and the more information provided to the organization reduces the apprehension among its members. For any change effort, it is imperative to get all leaders from the organization, formal and informal, involved in the process. Change must come from the top, but formal leaders can only carry the message so far.

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The new leader has brought new ideas to the organization that will redesign the organization’s culture. When change occurs a plan should be implemented to ensure the change is communicated correctly and accepted well by the employees. Ultimately, when this change occurs the culture is affected. Culture changes are often difficult for the leaders cascading information downwards, because their decision making and processes for their individual department are affected (Darga, 2012). This change then causes the leaders to react and remain proactive to keep their department relevant and ensure that all task and duties are still aligned with the company’s goal during the transitional period.

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Performance measurement systems are quantifiable tools used to evaluate the desired goals and objectives of a public organization and private business. Across the board, performance measurement information identifies the efficiency, effectiveness, and progress within groups of individuals based on goals, past events, and behaviors of that organization. Data compiled from these process provide insight and implementing a plan to improving the management, financial status and individual performances for intended groups and organizations. Author Robert Behn describes and breaks down the importance of performance measurement identifying critical components specific to public managers in his published article, Why Measure? Different Purposes Require

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In addition, the company’s performance and competitive advantage is highly dependent on its culture. Culture also acts a control mechanism of employee behavior. Change involves change management and change leadership. Change management refers to structures and tools that keep the efforts of change under control. Change leadership concentrates on the driving forces, processes and visions that fuel change in large scale(Elsmore, 2001).

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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As mentioned earlier, communication and information provision help reduce employee’s resistance to change and hence create an organizational culture that values change. According to Gill (2002), communication is the ‘blood’ of organizations and ‘oxygen’ of change implementation. Poor communication between leaders and the individual staff, on the other hand, could impede change programs (Huczynski and Buchanan, 2001, cited in Burnes, 2003). Frahm and Brown (2005) identify three communication channels, namely strategic information provision by top management, operational information provision by direct supervisors and conversations between peers (cited in Peus et al., 2009). During strategic information provision, top executives explain why changes are necessary and define their expectations from these changes projects, whereas during operational information provision, direct supervisors clarify roles and responsibilities during change processes and new requirements, if any, after the change and answer questions.

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This developmental purpose, is very important to the organization needs as this is developmental, as in developing their employees. Employees who are performing well or not so well a great performance management system will really help keep in order as to who needs what to performance at their

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Next, it will outline a plan with two methods of providing feedback to employees. Finally, this paper will examine three key legal and ethical issues that could affect the performance management system. Job Description

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But with proper planning, working with applicable or fitted spectrum learning levels and team work among the employees with one goal, the Organizational Development can be effectively implemented through the defined, achievable and measurable goals and objectives of the business. Since change is inevitable and constant, good leadership within the organization should also consider. The proper training needs can be assess, work advancement opportunities, developed skills and knowledge can be given by the management after accurately assessing its employees from top to bottom, as well as its operational system as a whole.

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The training set up by performance management empowers staff to understand their strengths and weaknesses, know what job responsibilities they are fit for, and find a company-specific position such as a cleaner, cashier or referee who serves Starbucks in a different role.  Reward management  The assessment reports will allow Starbucks to reward employees for their performance, so that employees feel that they are valued by Starbucks paid the time and effort is worth it. After giving the reward, employees have a sense of belonging to Starbucks and therefore work more earnestly and the morale of the employees is improved.

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The management of performance in a broader sense is central to a number of them, especially the holistic management approaches which aim to support employees to maximise their contribution to the organisation’s overall performance, including innovation. For example, Belgium’s New Ways of Working enables more flexibility and thereby more effective and efficient working, while Switzerland’s multiple career paths for lawyers allows a different understanding of performance for different types of people. Sweden’s values management gives employees a clearer understanding of what performance should entail and recognises that in the public sector, performance can sometimes mean balancing contradictions and conflict between values, which can itself be a source of innovation. Box 3.7. Ability, motivation and opportunity for innovation: The role of performance management · Performance management can help to build ability to innovate by helping to identify training and development needs and aligning career development with innovation-oriented objectives.

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