Performance Management

Performance Management Definition: Helps to contribute to the effectiveness of the management of individuals and teams in an organisation, as to to help with the performance of the organisation. To achieve this it needs to be made that everyone shares the same understanding of objectives and targets. The ‘Big Idea’ (Purcell, 2003) From some research which was carried out at the University of Bath, Purcell et al found that organisations who shared a common goal, as in all of the individuals shared the same beliefs, then the company would do better. This was known as the ‘Big Idea’. This could be anything, from believing that customers were the most important aspect, to believing that quality was the key, for example Toyota set out with the intention of providing cars which were not only high quality, but were good value for money, and over the course of their life, they have generally kept to that ‘Big Idea’. This section of Performance Management can be linked quite nicely into Diversity, as that section of an organisation also looks into the affect people have on the effectiveness of a business. You can have a very diverse workforce, but this may mean that people do not think alike and therefore common goals, and the ‘Big Idea’ are not built upon. AMO (Purcell, 2007) AMO A – Ability M – Motivation O – Opportunity This theory described by Purcell shows us that people have the ability to learn and will want to work in organisation where their abilities are seen, built upon and used in a way which benefits both them and the organisation....

Four Principles of Culture Activity

Culture Definition: Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out. Four Principles of Culture Activity Definition: There are four main features which help a company look to see which type of culture it should have in its organisation. These are; Steady State – This included most of the company, including the finance department, human resource department and offices. This is where the job is a routine and can be planned out, unlike say the management and marketing departments who will always have to be following change and reacting to keep up with competitors. Innovation – This includes things which change the company, so it can involve anything which cause disturbance within an organisation, such as planning, changes of budgets, research and development and even the marketing of a business. Crisis – This is mainly the management, where they have to be aware of change and quickly react to crises, whether that is a big competitive move, or a natural disaster. Policy – The way the organisation is run, the standards it has to go by and the rules it makes. Working out principle activity an organisation is allows us to see which type of culture would be the most efficient for an organisation. As ever though, it may not be the case in all situations. It needs to be remembered that flexibility in culture will help a lot, so an organisation can have different cultures in different areas, giving all of the employees what they need...

Person Culture

Culture Definition: Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out. Person Culture Definition: The final culture is one that is often used, but is one which employees would probably like to see more. It is a culture which is only there to help the individuals who work there. An example of this type of culture is architects or social groups. It is a cluster, there to help the individuals to profit from themselves. As this type of organisation is run by the individuals, it has no real power to get rid of someone in the organisation; power is shared between the people who set up the business, a partnership. As said, these isn’t often found in business, but are a good example people many people would prefer to work in this type of culture as it gives security and a way to work without to many pressures of power from above. Key Learning Points How would you define the Person Culture? What are the main points of the Person Culture? Other Culture Types Task Culture Power Culture Role...

Role Culture

Culture Definition: Cultures in organisation is defined by how the organisation is run, how the personalities within the organisation interact with each other and also how the structure of the company is set out. Role Culture Definition: This can be seen as a Greek Temple, there is the top, the leaders, but so that these people succeed they need the people below. The god represented for this culture is Apollo, the Greek god of reason. This is because this culture works by leaders and employees being logical and being rational. Each department in this type of culture can be seen as a pillar for the temple. The pillars need to be, and often are, strong. All of these sections in an organisation are controlled by having appropriate job descriptions, procedures for communication and rules to help arguments not get out of line. This culture is very much along the lines of making everyone work together so that together the strength will grow and so will the organisation. There is a main set of leaders in this type of culture, with them relying on the ‘pillars’ doing their jobs well and allowing the people at the top to concentrate on what they need to do. As this culture depends on a job being done to the standard of that job description, the actual person in the job doesn’t matter as much. As long as the job is being done to a good enough standard then the person doing it will be safe. As performances above what is needed tend not to be essential, then people may become unmotivated in this culture, as they...