3 Reasons Why Culture is So Important within Organisations

Culture comes up a lot in business and organisations, especially in the academic side around the subject. Despite this though, many people are ok with just accepting a business culture and going along with it, believing that once a culture has come into play, it can’t be changed. Culture is one of the main reasons that companies fail. Even with a great idea, a culture can cripple an organisation from the inside out. In today’s article, I would like to discuss the 5 reasons why culture is so important. Having the Right People It can take years to acquire a team of the right people. Yet that team could ultimately be the failure of the business, because it doesn’t fit together, the culture doesn’t work. Let’s use a football team as an example. Real Madrid and Barcelona of late are the perfect examples. Real Madrid have always been seen as having best players in the world, they spend millions and millions getting these players so that they can compete, but then Barcelona beat them, because they still have great players, but they have built a team… It is exactly the same in businesses around the world. The best companies don’t necessarily always have the best employees, but they have employees who fit with the rest of the group and work well together. Projecting a Brand Image People often don’t think of this, but a culture within an organisation can be a deciding factor of what kind of brand image is projected to people outside of the company. Take Google for example, a few years ago they were gaining a...

How to Set SMART Goals to Improve Performance Management

Goals Definition: Goals are short-term objectives which are set at the start of a project to help analyse where the project needs to go and in what kind of time frame. SMART Goals Definition: SMART Goals are a way of making goals which cater to the project and make more sense when looked at in the future; S – Specific – The area for the goal to be set, must be specific so that a goal can be clearly defined and then completed. M – Measurable – A way to measure the progress of the goal, to know when the goal has been accomplished. A – Attainable – The goal has to be realistic, there is no point if it can’t be completed. R – Relevant – The goal must be aligned with the rest of the goals within a project and with the organisation as a whole, is it worthwhile? T – Time-Related – When should the goal be reached? Performance Management Definition: Performance Management 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. Key Learning Points What is the Definition of a Goal? How would you Define a SMART Goal? Write your own SMART...

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....

Performance Management Using Technology

Performance Management Definition: To keep an organisation working as effectively and as efficiently as possible, performance management is used. It is a process where expectation and objectives are set by both the employee and employer, and every certain amount of time, these are looked at and analysed to see where improvements could be made. Technology Definition: The application of scientific methods to make practical methods to do tasks. As with most things in modern times, technology is being more useful in the area of Performance Management as it allows people to complete online forms, questionnaires and such to allow managers to get a quick idea of how people are performing, whether targets are being met and where improvements can be made. Technology allows this to all be done much quicker, as employees can quickly go on organisations Intranet, fill in a form and then get on with their work. This is instead of having to fill in a pen and paper questionnaire/form which are often neglected and take more time. This means that performance management can be carried out more regularly, providing more information for managers. Images from Flickr...