The link between strategic planning and employee motivation
Discuss about the Organizational Behavior and Management for Performance.
With the changes in economic, mangers have been using the strategic planning to align the interest of its employees with the organizational development. The effective goal setting is one of the strategies to motivate employees. I have learned that the work motivation and task performance is linked by the managers with the organizational goals and objectives. Managers need to identify the potential factors to establish the nexus between the organizational development and employee’s growth. I found that the nexus created will not only motivate employees to put their best efforts in the organization development but also strengthen their task performance (Kiruja, & Mukuru, 2018).
My learning is related to the organizational performance at large. Employees are the key pillars of the organization that endeavors towards achieving the set objectives and goals. Every employee should be motivated to undertake their work program so that they could deliver the best for the betterment of organization. In addition to this, creation of core competency and competitive advantage of company in market is highly dependent upon the employee’s work functions in the process (Mone, & London, 2018). If they are kept motivated with their work then it will result to following benefits to organization such as low employee turnover, increased busienss outcomes and increased busienss output. My assumption or hypothesis is related to the fact that employees will be more eager to put their extra efforts if managers link their growth with the organizational development. Now in the end, it is inferred that employees are the key pillars whose best efforts are required for the sustainable future of organization.
Every act of individual should be connected with the particular object. I have evaluated that if people fails to link their personal objective with the organization objectives then they will fail to give best efforts in the good interest of organization at large. I learned that every employee needs motivation and if it is not given then they will be more inclined towards leaving the organization (Kruglanski, Shah, Fishbach, A., & Friedman, 2018).
This learning will be useful to develop an action plan for my future course and jobs. I could use this theory to push myself to establish my own goal with the ultimate objective of the organization in which I will be engaged. This will keep me motivated and bring best out of me in my work. This has taught me good way to plan my future undertaking work.
The impact of employee motivation on task performance and organizational development
Communication is the major part in the busienss success. The communication skills used by the managers would be to use convincing communication skills to connect with its employees and team mates on regular basis not only to get the things done effectively but as well to ensure peace and harmonization at work. Effective communication skills of the managers at all level assists in resolving the barriers with the given time frame. I have learned that most of the issues and less effective work program of the process system of organization emerged due to the lack of communication skills of the managers. If managers do not use effective communication skills in the process system then it will negatively increase the conflicts, process system issues and complexity of the process. I have learned that communication skills are developed by the consistent practice. Mangers could use these skills to mitigate several complex issues and hindrance in the busienss process. The main barriers arise when the company is lacking with the technologies and the complexity of the process is high (Austin, & Pinkleton, 2015).
The main learning in this case is related to development of the communication skills and its imperative role is to convey the required information with each other’s. I have learned that many interpersonal issues, complexity and transparency in the values and code of conduct dependent upon communication set up program. I analyzed that managers needs to be outspoken and good listeners as well. This two sided process will assist him to manage the employee conflict in easy manner. I have found that managers are the person who influences employees to get the work done. If he lacks with the communication skills then it will negatively impact the organizational work performance and employees at large. My assumption or hypothesis is related to the fact that managers might up end up with nothing if it fails to use his communication skills for the managing the business process issues. Now in the end, it is inferred that communication skills is the base for solving several issues (Paulin, & Suneson, 2015).
Communication skill is required to convey the imperative information with the employees. It is analyzed that communication is the base while connecting with each other. It is the most required intent if a person wants to get the work done from others. I have evaluated that if I wants to develop myself then I will first have to undertake proper communication skills to mitigate these issues. It will not only strengthen shared message but also assist in mitigating the issues and conflicts with others.
The role of communication skills in business success
This learning will be useful to develop effective interpersonal skills for my own career. The communication skill will assist me to share imperative information with others and influence others in positive manner. I could use these communication skills when I will be managers to convey imperative information with my team.
Organisational Culture and performance (discuss the relationship between organisational culture and performance, how leader can reinforce and change organisational culture)
Organization culture is accompanied with the values, belief, policies and code of conducts designed or set for its employees. The organizational culture is one of the major factors which impact the performance of employees, employee turnover and overall output of the organization. For instance, if organizational culture is not employees oriented then it might result to demotivation among employees and they may tend to deliver the results less than what is expected from them. The main purpose of organization culture is to set the procedural work and keep employees motivated and enthusiastic towards achieving the targets and goals. I have analyzed that if company wants to grow effectively then the organizational culture of organization should be employee oriented and efforts should be made to achieve the certain goals and objectives (O’Reilly Caldwell, Chatman, & Doerr, 2014).
The main learning from setting up organizational culture and its impact on the employee performance shows that every steps of the organization may positively and negatively impact the employees. If mangers want to create core competency in market then he needs to maintain effective organizational culture to keep its employees motivated. The organizational culture is highly based on the values, belief, policies and code of conducts designed or set for its employees which is determined with a view to strengthen the performance of employees (Naranjo-Valencia, Jiménez-Jiménez, & Sanz-Valle,. (2016). I have found that employee oriented organizational culture is one of the best motivational factors which establish the linkage between the employee’s growth with the organizational development. In addition to this, I have also learned that negative organizational culture may result to higher employee turnover.
The organizational culture provides the areas and set of process limits of employees. I have learned that if the internal factors of the individual do not support its endeavor which he is making then it will ultimately result to demotivation and less effective outcome. The organizational culture should be employee supportive and must motive employees to endeavor towards the creative and innovative work program (Katzenbach, & Smith, (2015).
This learning will assist me to identify how my internal and external factors may impact my own actions. I have learned that in the busienss success, proper organizational culture and employee oriented work program is very much required to set up strong employee oriented program.
References
Austin, E. W., & Pinkleton, B. E. (2015). Strategic public relations management: Planning and managing effective communication campaigns. Routledge.
Katzenbach, J. R., & Smith, D. K. (2015). The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press.
Kiruja, E. K., & Mukuru, E. (2018). Effect of motivation on employee performance in public middle level Technical Training Institutions in Kenya. IJAME.48(1), 30-41
Kruglanski, A. W., Shah, J. Y., Fishbach, A., & Friedman, R. (2018). A theory of goal systems. In The Motivated Mind (pp. 215-258). Routledge.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Naranjo-Valencia, J. C., Jiménez-Jiménez, D., & Sanz-Valle, R. (2016). Studying the links between organizational culture, innovation, and performance in Spanish companies. Revista Latinoamericana de Psicología, 48(1), 30-41.
O’Reilly III, C. A., Caldwell, D. F., Chatman, J. A., & Doerr, B. (2014). The promise and problems of organizational culture: CEO personality, culture, and firm performance. Group & Organization Management, 39(6), 595-625.
Paulin, D., & Suneson, K. (2015). Knowledge transfer, knowledge sharing and knowledge barriers–three blurry terms in KM. Leading Issues in Knowledge Management, , 2, 73-94.
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