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THE FOCAL POINT OF ORGANIZATIONAL GROWTH: THE ENHANCEMENT OF ITS EMPLOYEES’ PERFORMANCES
INTRODUCTION
The business landscape is characterized by the growth and expansion of some companies, while others face collapse or stagnation. While it may be tempting to attribute these outcomes solely to insufficient resources, the success of managing a business relies heavily on managerial knowledge, skills, and abilities. Walter Bigelow Wriston once stated, "I believe that the only game in town is the personnel game. My theory is that, if you have the right person in the right place, you don't have to do anything else. If you have the wrong person in the job, there is no managerial system known to man that can save you" (Wriston, cited in Foulkes and Livernash, 1982, p.43).
Once an organization has successfully recruited and selected employees with the necessary knowledge, skills, and abilities (KSAs) and provided them with proper induction, it becomes crucial to effectively manage their performance. Performance management is an indispensable aspect of human resource management in any organization, aimed at improving employee performance. It revolves around evaluating employees' performance in relation to the organization's set standards and objectives. This article explores various factors that contribute to enhancing employees' performance within an organization and the subsequent facilitation of organizational growth.
WHAT IS PERFORMANCE MANAGEMENT OF EMPLOYEES?
Performance management, as defined by Armstrong and Baron, encompasses a process that plays a vital role in effectively managing employees and teams to achieve high levels of organizational performance. It is a systematic approach aimed at improving overall organizational performance by enhancing the performance of individual employees and teams. By understanding and managing performance within a framework of planned goals, standards, and competency requirements, performance management serves as a means to attain better results and drive continuous improvement within the organization.
FACTORS OF EMPLOYEES PERFORMANCE.
To foster the growth of any organization, the central focus must revolve around enhancing employee performance. This objective can be accomplished through various means, including:
TRAINING/DEVELOPMENT
Training and development play a critical role in enhancing employees' performance within every organization. This process involves equipping employees with new knowledge, skills, and abilities (KSAs) that enable them to carry out their job responsibilities more effectively and efficiently. Various methods can be employed to achieve this, including on-the-job training, formal classroom training, mentoring, coaching, and more.
For example, organizations may implement technical training programs to ensure employees can effectively handle job duties that require specialized technical skills. Industries such as manufacturing often require employees to operate complex machinery, which they may not be familiar with initially. By providing targeted training and development opportunities, organizations can enhance employees' performance, enabling them to meet and exceed the organization's expectations.
GOAL SETTING
Goal setting is a powerful tool that can drive behavior and significantly enhance employees' performance. When individuals have specific and challenging goals to work towards, they are motivated to excel and achieve those targets. It is important for organizations to set goals that are both challenging and attainable, as moderate or impossible goals can have a negative impact on employee performance.
Scholars have identified four key mechanisms that establish a strong link between goals and performance outcomes. Firstly, goals serve as a means of directing attention toward priorities. By providing a clear direction, goals help employees focus on essential tasks and align their efforts accordingly. Secondly, goals stimulate effort by creating a sense of urgency and motivation to achieve desired outcomes. Employees tend to exert extra effort and energy when they have specific goals to pursue.
Furthermore, goals encourage the utilization of employees' knowledge, skills, and abilities (KSAs). Challenging goals push employees to leverage their capabilities effectively, enhancing their chances of success. This allows them to apply their full range of skills and knowledge to achieve desired results. Lastly, challenging goals inspire individuals to stretch their capabilities and venture beyond their comfort zones. When faced with ambitious goals, employees are motivated to tap into their untapped potential and expand their skill set.
An effective approach to goal setting is the utilization of SMART Goals (Specific, Measurable, Achievable, Relevant, and Time-bound). By setting goals that are specific, measurable, attainable, relevant, and time-bound, organizations can provide clarity, direction, and motivation for employees to strive for excellence and achieve their targets.
Overall, goal setting plays a vital role in improving employee performance by directing attention, stimulating effort, leveraging KSAs, and challenging individuals to reach their full potential.
MOTIVATION
Motivation is an imperative factor that plays a significant role in enhancing employee performance within an organization. By increasing employee effort, motivation fuels their drive to achieve goals and excel in their work. Motivated employees often go beyond the minimum requirements of their job, leading to heightened productivity and the delivery of high-quality work. It is important to note that while extrinsic motivators, such as monetary rewards, have their place, the intrinsic aspect of motivation, which stems from inner satisfaction and fulfillment, should not be overlooked.
Effective motivation strategies go beyond solely relying on external rewards. Human resources managers must also consider the intrinsic mode of motivation, which taps into employees' inner feelings and aspirations. Recognizing and fostering employees' intrinsic motivation involves creating an environment that values personal growth, autonomy, meaningful work, and a sense of purpose. When individuals are intrinsically motivated, their passion and dedication drive them to surpass expectations and contribute their best to the organization's success.
By understanding the multifaceted nature of motivation, organizations can cultivate a work culture that nurtures both extrinsic and intrinsic motivation. This approach not only encourages employees to strive for excellence but also fosters their overall job satisfaction and well-being. When employees find fulfillment and purpose in their work, they are more likely to be engaged, productive, and proactive, ultimately leading to improved performance and organizational success.
WORKING ENVIRONMENT
An enabling work environment is a key driver of enhanced employee performance within any organization. It serves as a vital factor in shaping employees' overall experience, job satisfaction, and productivity. Several aspects contribute to a conducive work environment, including the availability of advanced technology and tools that facilitate and optimize employees' performance. Furthermore, effective communication between managers and employees significantly influences employees' performance outcomes.
When management communicates effectively and respectfully with their employees, it fosters a supportive and collaborative work atmosphere. This type of environment cultivates trust, open dialogue, and mutual understanding, which in turn boosts employees' morale and confidence. When employees feel valued and acknowledged, they are more likely to exhibit higher levels of engagement and commitment to their work. Effective communication channels also ensure that expectations, feedback, and information flow seamlessly, enabling employees to align their efforts with organizational goals and objectives.
Moreover, the provision of appropriate technology and tools is instrumental in optimizing employee performance. Access to modern equipment, software, and resources empowers employees to carry out their tasks efficiently and effectively. It streamlines processes, reduces barriers, and enhances productivity. By investing in technology and tools that align with employees' needs, organizations create an environment that supports their continuous growth and development.
MODE OF MANAGING.
The leadership style adopted by managers significantly impacts employees' performance within an organization. When leaders embrace a strict and micromanaging approach, known as the hard model of management, it often hinders employee productivity. This style neglects the welfare and individual needs of employees, leading to a lack of motivation and subpar performance and it also kills self-initiatives from employees.
In contrast, managers who adopt a softer leadership style prioritize effective communication, exhibit strong leadership qualities, and foster a sense of belonging among employees. By emphasizing collaboration, trust, and empowerment, this approach encourages workers to contribute their best efforts and feel valued as integral members of the organization. The employees are able to freely communicate their ideas and opinions on how things should be done hence improving productivity.
It is important to recognize that the leadership style employed has direct consequences on employee performance. Therefore, Human Resources Managers should consider a balanced approach, combining elements of both the hard and soft models. By striking a harmonious balance, managers can ensure that organizational objectives are met while also nurturing a supportive and engaging work environment. This holistic approach considers the needs of employees, acknowledges their contributions, and promotes their professional growth and development. Ultimately, the integration of both styles of management can lead to optimal employee performance and organizational success.
IN CONCLUSION
In conclusion, the success of managing a business goes beyond the availability of resources. It heavily relies on the knowledge, skills, and abilities of managers and employees. As Walter Bigelow Wriston aptly stated, having the right people in the right positions is crucial for organizational success. Once an organization has recruited and selected employees with the necessary qualifications, effective performance management becomes vital. Performance management involves evaluating employees' performance against set standards and objectives, aiming to improve their overall performance.
Scholars have explored various factors that contribute to enhancing employee performance within an organization. Training and development programs equip employees with the necessary knowledge and skills to perform their job duties effectively. Goal setting provides employees with specific and challenging targets that motivate them to excel. Motivation plays a crucial role in increasing employee effort and driving them to go above and beyond their job requirements. Creating a conducive working environment that includes the right technology, tools, and effective communication channels is essential for enhancing employee satisfaction and productivity.
Additionally, the leadership style adopted by managers has a significant impact on employee performance. Strict and micromanaging approaches tend to hinder productivity, while a softer leadership style that emphasizes communication and empowerment fosters a sense of belonging and motivates employees to perform at their best. It is recommended that Human Resources
Managers adopt a balanced approach, combining elements of both the hard and soft models of management. This approach considers the needs of employees while ensuring organizational objectives are met.
By considering these factors and implementing effective strategies, organizations can enhance employee performance, leading to overall organizational growth and success. Ultimately, managing employee performance is a continuous process that requires attention, support, and a holistic approach to drive excellence within the organization.
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