However a certain amount of literature has indicated that a certain level of motivation is necessary in order to achieve certain desired results from the workforce.
Link between organizational strategy and the management of reward & performance
The Telstra management is strongly motivated towards the attainment of the various levels of superb performance by their employees towards their customers. There are however certain areas that are not consistent with the norm at the company. The organization strategy at Telstra is geared towards the attainment of unparalleled customer satisfaction .The reality on the ground however is that this is achieved via a series of moves such as the implementation of the Performance Improvement and Conduct Management (PICM), a system that has been described as being non-committal on the level of trust and recognition that employees should be accorded by virtue of their age and efforts to the company. It is integral to point out that the business or rather the corporate strategy of the Telstra is in the employee as well as their power to do whatever is necessary so as to satisfy the customers. This is achieved through a philosophy that puts the customer in front and the fact that each job affects the customer to a large extent. Telstra undertakes all efforts to ensure that everything is done so that all the customers are satisfied and also to ensure that the company is way ahead of all its competitors. The other competitive strategy that the company employs is derived from restructuring. The company should therefore embark in a campaign that motivates the workforce as well as gives them a chance to be heard before any disciplinary actions are prescribed. This can be achieved linking their organization strategy which in essence is customer oriented with the aspects of performance monitoring and reward systems.
Various aspects of organizational strategy such as human resource management (HRM) practices and the performance of certain organizations have been shown to bear some form of association. The link however is not fully explored due to the general lack of interpretation as well as empirical support as pointed out by Minbaeva (2005).A study by Hau-Siu Chow et al. (2007) indicated that there is a strong link between business strategy, organization culture as well as the workforce outcome for an organization to truly prosper in its endeavors, it is imperative that there is harmony in the way events and functions of the organization are orchestrated. This therefore means that the management must strive to come up with elaborate policies tat guide the way the performance and reward schemes are handled.
Recommendations
The recommendations that must be taken into account by the Telstra management are
1. The reward schemes must be harmonized to reflect the level of performance by each employee
2. The performance of the employees must be gauged by both customer satisfaction and the level of observable efforts by the employees per their departments. The department...
Performance/Reward System: An organization can achieve a competitive edge only and only with the help of its employees. Therefore, it is necessary that right employees are selected then trained and developed and a performance-based reward system. The question then comes to the performance measurement system. In a furniture retail store where I work they stick to the old practice of a meeting of top managers and supervisor who sit down annually
Although this is time-consuming and costly, it generally has high employee involvement and creditability, the strongest impact on behavior and performance and a positive influence on communication and goal sharing. Yet others believe that technology can be used as a tool to eliminate biases (Dutton, 2001). Software-based performance appraisals focus on results and actions rather than personality traits. Thus, they can provide more objective facts that can be used
Role and Improving Management Performance: Nurse Shift Leader Management plays a key role towards improving performance in an organization. In the 21st century organizational setting, management is fundamental in ensuring that there is a high performance in an organization. Organizations are investing in developing the right management systems, people so that they boost the employee performance, and foster the realization of departmental objectives. This has become a critical thing in
Human Resources Management: Health Services Management Performance management is a critical aspect of any health care system. And this is true in the area of management of the organizations' human resources performance management as well. The objective of this work is to critically examine the importance of human resources performance management health care system. This work will endeavor to apply critical analysis and make comments and suggestions on improvement of the
While the supervisor still maintains the role of performance appraiser and evaluator, the more modern role also allows the supervisor to solicit input directly from the subordinate (Daft, 2005; Russell-Whalling, 2008). In that regard, some of the most important information relates to the subordinate's perspective of the possible factors that may contribute to less-than-optimal performance (Russell-Whalling, 2008). Furthermore, the modern approach to personnel and performance management also recognizes that the
Performance Management Systems The Paradox of Performance Management Systems And Their Effect on Corporate Performance Performance Management Systems including annual performance reviews are only as effective as the contextual relevance and insight of a manager or leader into how to create greater alignment of personal and professional goals of an employee. The continued evolution of performance management systems provide a useful index of how management and leadership theories have progressed beyond obvious measures
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