ipl-logo

Organizational Behavior: The Explanations Of Performance

1226 Words5 Pages

The explanations of performance are very varied. Some people consider that performance is the effectiveness and efficiency of the work; others believe that the performance is established through methods, acts, and working outcomes. Some consider that performance is the outcome of staffs’ work, and it has the benefits of participating in the success of business goals. It is normally applied for the assessment of human resources in the business management. In this context, Bartol, & Locke, (2010) explained that performance is the level of success. In general, organisational behaviour research shows that performance is a global behaviour involving three aspects: effectiveness, efficiency and productivity. Efficiency is the measure of customer …show more content…

In some cases, teamwork performance is defined directly from the behaviour of workers (Ricky, 2011). Definitions of performance are many, but include some commonalities. The concept is sometimes defined as the adoption of a particular course in order to fulfil favourable conditions for the functioning of the organisation, particularly with respect to compliance of working conditions and environmental and organisational policies and procedures. In this context, teamwork performance is also designed as behaviour to meet the expectations of the organisation and to comply with regulations or demand of the role (Radoff, 2007). It is therefore of intra-role performance, that is to say that people fulfil the roles prescribed for them. However, performance is not intra-role. Some authors (Rukhmani, Ramesh, & Jayakrishnan, 2010) indicate that work performance is divided as follows: the performance of the task and contextual performance. The performance of the task is that of workers in the activities within the prescribed work. It is therefore of intra-role performance. The performance of tasks and work content are closely related. Similarly, task performance is closely related to individual ability, to master the task and knowledge. Contextual performance rather refers to the behaviour of workers who go beyond their mandate and contribute to …show more content…

Moyes, (2007) has meanwhile explained three main factors influencing the performance of the team: the elements of the team itself, the team support by managers and by other sectors of the organisation, the internal process of the constitution of the team. Mani, (2010) indicates that the main factors affecting the performance of the team are the team structure and process team. The factors of the team structure include the diversity of the composition of the team, the size of the team and the combination of the roles in the team. The factors of team processes include team environment, team learning and self-management, team motivation and assessment of team performance. In terms of organisational environment, Stringer, and Didham, (2011) noted that previous research on the performance of the team generally neglect the relationship between the organisational system and the performance of the team. The relationship between the team and the organisation mean that big changes organisational system may result in changes to the team based on this system. People do not need to intervene directly in the team to change its performance. The interference of the organisational system can affect team performance. In this regard, Rukhmani, Ramesh, & Jayakrishnan,

Show More
Related
630 Words | 3 Pages

According to Kearny (2014) “performance is work activity plus result” (p. 1). In this particular situation, that means that what activity will help to produce the desired outcome. For example, the activity for process transactions from customer, the result is to ensure that customer is satisfied with the service and continues to return. To ensure that the result of a happy customer is achieved on a regular basis, there will various activities that must be achieved to ensure this outcome.

Read More
3677 Words | 15 Pages

Other 90% which are unseen includes all factors which lead teams to these results. NSW all including intensive training, hard weather conditions, physical and mentally caused tasks and stress, Hell Week- is that is unseen process which make brilliant warriors and is extremely important. It also includes a team work and efforts on that, ability to assess the team as the weakest member is and work together to change that, team leaders’ relationships and behavior with team members like leaders eat food the last one to show care and trust. All these factors influences Nave SEAL and describes organization culture.

Read More
569 Words | 3 Pages

The Ideal Team Player is critical to have to in the everyday life a business or organization. As the book, The Ideal Team Player, explains how important it is to restore a cultural commitment to teamwork. With out team work in a business or organization, little progress would be made to help everyone grow in the work force. Also explained in the book it teaches the reader how to find the right team player to bring into the organization, in efforts to become as efficiently successful as possible. Its described that sometimes our culture tends to work against teamwork.

Read More
733 Words | 3 Pages

The International Journal of Human Resource Management, 24(2), 276-292. Van Dooren, W., & De Caluwé, J. (2012). Performance measurement dynamism: exploring the interaction with performance information use. Public Performance & Management Review, 36(1), 59-83. New International Version.

Read More
208 Words | 1 Pages

Measure Performance Measuring performance helps an organization to know the different areas which helps to assess factors where the business is strong or weak to better improve it. That is why it is highly important for businesses to measure what it is doing to implement its health and safety plan to assess how effectively it is controlling risks, and how well it is developing a positive safety and health culture. This is particularly true in an organisation where there is a low probability of accidents, but where major hazards are present.

Read More
451 Words | 2 Pages

If you would have asked me this question five ago I would have a completely different answer, but since I have been working in the position where I can see how the clinic is ran. Finance is key when it comes to the bottom line. That is why a Healthcare Administrator is so important when it comes to running a clinic. They are the middle man between the welfare of the patient and the operation of the clinic. A clinic cannot run on good faith and excellent service, it makes money to pay employees and buy new medical equipment.

Read More
711 Words | 3 Pages

First, performance is what employees are paid to do on their job. Any duties, tasks, or responsibilities required of the position and the employees behavior is also a component of performance. Now many managers assume that the results of employee behavior is described as performance but that is not the case. So in this scenario, performance is what the baker does when she reports to make donuts and what the cashier does when she provides customer service to customers by communicating effectively and performing her cashier duties. Most companies have a unique set of core values that they believe contribute to business success through distinguishing them from competitors and helping create a brand image in the eyes of customers, clients, employees,

Read More
623 Words | 3 Pages

Plato’s The Apology depicts the trial of Socrates’ only trial of his life. He is brought before the jury on the charges of corrupting the youth and not worshiping the city gods. Socrates argues not to be proven innocent, but instead he argues for the truth. In the end he is found guilty and the jury sentences him to death, but this does not worry Socrates because he lives a life free of worrying about death. Through Socrates Plato presents many aspects he believes are vital to living a good life and becoming truly wise.

Read More
737 Words | 3 Pages

When employees see how their work contributes to the organizational sphere, and are more committed and inspired in their work. Effective performance management also helps to cultivate organizational skills and the specific functions of each employee, and the need for high performance and success of the organization. Bottom line is that performance management is a continuous exercise

Read More
1469 Words | 6 Pages

Increased Work Efficiency / Productivity A team that has good culture of teamwork and mutual motivation will make the members more productive and smarter. Such a team where seamless and effective relationships exist, members are poised to learn from one another, develop skills and leverage on such internally gained skills to expedite work processes thereby increasing overall efficiency, reducing downtimes and knowledge gaps. Collaboration among such team members will make members to perform at their best by working on what they do best.

Read More
706 Words | 3 Pages

Each individual in the company holds a special talent which coalesce into the success of the company. Therefore, each worker set his own goal in a team he finds himself. The team meets biweekly to access the feedback for their development. Furthermore, the management staff points out the dos and dons of each team on the “sixth sense” scale (Dudeja, n.d.). One spectacular thing underlying the coaching process is that everyone is

Read More
1347 Words | 6 Pages

When the team’s performance expectations are met, there should be rewards and recognitions so as to encourage them to continue their great performance. Nonetheless, since performance is link to remunerations, team members might feel competitive and hence resort to unethical ways in order to achieve their targets. Alternatively, attending leadership training to improve leadership skills and to upgrade the current skills can be done. With that, the manager will have the knowledge on how to communicate, guide and motivate his team to achieve their goals.

Read More
1384 Words | 6 Pages

Resources: Good Training Facilities – If a team has good training facilities their training would be better quality, improving their skills. Money – If a team has money behind them their work would also be a better

Read More
414 Words | 2 Pages

The framework design for use in any type of business should include: A performance measurement matrix, performance measurement questionnaire, a performance pyramid system, and a balanced scorecard (Chalmeta, Palomera, & Mattila, 2012). However, a good job description can clearly explain the company’s expectations for the job performed which should include the company’s goals. Therefore, documentation must continuously be updated to reflect the current and future situations. The goals should be different from the previous times of implementing the performance management system with the focus being on fair results. However, It is critical to build a performance management process and system to reflect the culture of the organization.

Read More
1783 Words | 8 Pages

Introduction Team leadership encompasses many things. It may seem like a simple and small task, but in a real sense, it is complex and comes with responsibilities, and commonly, it determines the success of any team or a group. However, the value of teamwork should not be overemphasized considering that all organizations need individuals and personnel who are willing to share ideas, listen to others and contribute to the problem solving of any given group or a company. Team leaders should have the ability, authority, and power to analyze data and information with a team of people with a common aim and objective as well as issues. The leader should understand the dynamic patterns, the connections and relations between paramount factors in these objectives, aims and issues that help in the analysis process.

Read More

More about Organizational Behavior: The Explanations Of Performance

Related Topics

Open Document