They key goals included customer satisfaction, simplification of communication between the taxpayer and agency, increased compliance rates and maximization of revenue. Elliott Hibbs, director of the Arizona Department of Revenue, is excited about the results his department has managed to achieve by creating a high performance organization where value matters. He explained: "Previous administrations had done great work increasing customer service levels and satisfaction. But an unintended consequence of that emphasis was that voluntary compliance rates had dipped, with a negative effect on overall tax revenue. The more comprehensive approach to public-sector value, as applied to my department, is the most exciting thing I've seen in my 20 years of service in terms of balancing accountability and agency performance to deliver value to citizens." (Jupp & Younger, 2004)
Jupp & Younger (2004) have identified some important characteristics of a high performance organization in public sector. They maintain that HPOs in public sector are:
relentlessly outcome- and value-focused," "highly efficient," "exceptionally aware of changes in their environments, and able to translate insight into action," "highly focused on their core capabilities, and adopt outsourcing strategies to improve efficiencies in non-core activities," "committed to the growth and development of their employees" and "government are headed by courageous leaders."
These characteristics need to be adopted or developed by organizations in the public sectors wishing to achieve better results and greater customer satisfaction...
Organize a regular meeting. A regular meeting is strategic way to monitor the progress of the team. Through meetings, any existing problems can be discussed for an immediate resolution. In this way, if there are dependencies of tasks, the other tasks can be prevented from being affected by the problem. Create some rules that can guide the workflow of a team. Following some work rules within a team won't do any harm. The
Sustain High Performance Public Organizations Highly Interdependent Work Why? Because We LUV You. Different types of work and the organization of types of work have been studied by those interested in business leadership and organization development for decades. When a categorically new business emerges on the scene, or when a mature business invents a strikingly effective new approach to business, the textbooks and Harvard Business Cases get dusted off and circulated
Mindful Management in Government Organization Government organizations and agencies are expected to clearly state their vision, mission, values and to approximate where they intend to be or in other words what goals and objectives that they intend to accomplish both in the long- and short-term. Mindful management is investigated in this brief study to determine the efficacy of its use in managing the governmental organization. Reliability Themes in Mindful Management The work of
Performance Management A comparison case studies practices organisations United Kingdom. You choose specifically focus performance management (PM) high performance working (HPW). Research choose organisations high performance work (HPW) practices. Performance management is a process-centric, holistic approach to company's decision making process that is intended to improve the company's capability and to manage its performance at all levels by combining stakeholders, customers, managers, and suppliers. Many companies rely on performance management to improve
The other major advantage of the use of a pilot group for conducting evaluations and 360 degree feedback survey is it enables pilot participants to act as champions who promote the process in the rest of the organization. Using Rater Groups: When conducting evaluations and 360 degree feedback assessments, using small but relevant rater groups is one of the best methods. The consideration of the number of people to participate in
Performance Management Systems: Balanced Scorecard vs. 360-Degree Feedback Performance Management is an essential part of yielding the best possible results from a company's personnel. And as many preferred systems for performance management demonstrate, the results are only possible with effective instruments and metrics for planning objectives, evaluating performances, ways of garnering feedback and providing proper incentives for achievement. To this end, the discussion hereafter considers The Balance Scorecard and 360-Degree Feedback
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now