Organizational Change, Learning and Performance management
Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen & Kilman, 2001). Organization learning and change manage the performance of the employees in the organization.
Performance management system supports the continuous improvement of knowledge, skills and performance of the employees. This system is required for the overall development of the individual employees, the dyads, teams and the entire organization. It helps in increasing the productivity and efficiency of the employees. It evaluates the performance of the employees and helps them in developing their future potential (Fisher, Schoenfeldt & Shaw, 2004).
Organizational change is the alteration of work environment in an organization (Mabey, Salaman & Storey, 1998). It implies a new equilibrium between different components of the organization such as technology, structural arrangement, job design and people. It is a continuous process between the employer and the employee to improve the performance and avoid poor performance (Roberts, 1994). It maintains the equilibrium between various external and internal forces to achieve organizational goals.
Organizational learning management is a system, which is used for tracking, allotting and reporting the training needs of all the employees (Dick, 2009). Recently, the role of organizational learning has increased. It is a powerful tool that ...
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...cies, personal maladjustments, alleged violation of collective bargaining, etc. (Lingham, 2008).
By executing new innovative technologies and strategies, management has become able to resolve the conflicts and issues of employees. It helps to maintain healthy relations between the employer and employee. It also keeps a control on the biased actions of the management (Allen & Kilman, 2001). It also helps to know the attitudes and feelings of the employees towards the management policies and actions.
In addition, change and learning also assist the management to manage workforce diversity and inter-culture behavior of the employees, political and legal business practices, etc. Organizational Change and learning also help the organization to implement innovative technologies and training and educational programs to enhance the skills and capabilities of the employees.
Organizations that endorse learning permit staff to make mistakes and the learning process is learning from those mistakes. Learning organizations and their employees experiment coming up with the best solution and learn from the experience. Employees learn when informed by the distribution of any new knowledge within the organization and incorporating that knowledge into their daily activities. The writer will analyze an article that discusses learning organizations; summarize the conclusion and/or recommendation of the author, summarize the writer’s conclusion; and how the article applies to the writer’s organization.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
Each organization has a process unique to their work environment. Organizations try different strategies or systems to teach employees or acquire knowledge from them in order to promote continous improvement through changes and re-learning. Although, typically there are few key elements that are common between organizations, known as the 5 learning areas.
Not only the type of the work employees are required to do changes, place, method, and environment of the work is also subject to transformation. With high turnover being common characteristic among modern organizations, people have to work in teams each time composed of different people.
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
The learning organization is the opposite of the traditional organization. It believes that there is always a better way to do things, it listens to those who work within the company, utilizes a systems approach, is orientated towards people and ideas, prevents problems, quality and customer-service is essential, and accountability to the team is essential (Anderson, 2003). The lear...
The business environment consists of individual factors that keep changing throughout the time. The environment itself is dynamic and uncertain, and thus organizational change are not avoidable. An approach need to be practiced to overcome this problem, Organizational development or OD seems to have the solution to this problem. Organizational development is designed to elaborate on the knowledge and potency of people to overcome the challenge of accomplishing successful performance and organizational change. In reality, however Change management practitioners and scholars have begun to have doubts and question of the overall effectiveness of organizational development as the best strategic approach for firms to adopt to manage organizational
Force of change is a positive factor that an organization must put in place in order to drive and develop the entire organization’s environment. In this process of change more of resistance factors will try to hinder the change. The organization in this case experiences a repulsive force which absolutely adheres to reserve the existing ways of handling of issues. In the process the firm faces the competitive challenges from other organization and in meanwhile diseconomies of scale. Organizational change process is the progression of a given institution, far from its present state and towards some desired prospects to propagate its performance effectiveness. The organization’s work strategy persistently changes for better. Afterwards, the members’ organization must acclimatize to organization’s forces of change in a bid to conserve its relevancy and effectiveness. Lewin’s force field theory of change serves as a convenient model in understanding the change process. The role of the organization leader is both intense and diverse. For the organization to propel in its management processes, the organization leader must adhere to his increasing responsibilities of change. The leader must be the primary catalyst to speed up the mechanism used to assure the members of positivity effect of change and the expected period of its existence.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
Change is a constant and ingoing process in an organization. Change can be defined as one of the many characteristics of organization development. The change efforts are based on the analysis of particular problems and their purpose is to attain specific goals. Change is not an easy thing to implement and anticipate. It is a difficult and a challenging process; therefore the management has to take certain steps in order to prepare them for antedating the change in business environment. The senior management can prepare themselves for a change through studying and researching about change, by having a sound awareness about the change process and by understanding the necessity of change and by being mentally tough about the change process. All in all, a constant change is ...
At the core of every successful organization lies that specific organization’s application of the basic principles of organization development. In the book written by Carter (2004) entitled Best Practices in Leadership Development and Organization Change, the concept of organization development was defined as an organization-wide effort and conceptual initiative intended to increase an organization’s viability and effectiveness. In most cases, organization development is described as a change initiative and educational strategy aimed at changing the values, beliefs, attitudes, as well as the structure of an organization for the betterment and improvement of the overall firm’s performance. On the other hand, some organizational analysts argue that while organization development may include a long list of change efforts initiative and implemented by a firm, this does not necessarily mean that such changes in the organization may bring about positive impact or consequences on the firm’s performance (Carter, 2004).
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Learning is defined as a measurable and the act or the process of acquiring a relatively permanent change in a behavioural tendency through knowledge, skills and experience. People learn in their lifetime. The learning process continues throughout our life and it is the first step in becoming an outstanding performer. In today’s rapidly developing world, if you do not keep learning, you are not standing still, you are falling behind. This is not only applied to individual, but also for the organizations. But here comes the questions: Is individual and the organization can learn? In order to answer this question, we need to imply the use of the theories and ideas and also discuss how the culture, group and emotion of the individuals or organization will affect the learning organization.
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.