In life each man has a desire. And his desire make him work and walk toward his desire which what is called his goals. An objective is a desired result where effort are focused on match the goal. For each organization there has to be a focus on or an objective where all the action and behaviours are straight or indirectly gratifying the goal. An organization goal is an public goals which is the overall purposes of the business all together. Each organization has a primary goal that initiatives and missions are aimed to fulfill it.
In an organization every individual has its own missions to attain a general goal for a team which he is a member of. An effective of each individual to attain his/ her goal is lead to a success of attaining the team goal. And for every single team to be successful to achieve its goal is also lead to achieve the organization goal. Which means unity of each individual goal achieve a team goal. As well as the unity of every team goal achieve the organization goal.
In Siemens each employee or team member's aim for are related to the mark of the complete business. Siemens claims that 'our business success will depend on the performance of every individual, our groups and the full total organization'. To accomplish a higher performance team, each team member has to work toward a distributed goal and also discuss the duty of reaching the team focus on. Therefore the team will promote the duty of the result attained by the team all together and in that way the team performance will improve over time.
Each company has a main target and have some other goals related to the main target. The primary target can't be achieved by a single responsibility, there should be team work and shared responsibility. High performance of each team member lead to successful of the team all together if the prospective of every team member working toward a distributed main concentrate on. And the target of each team has to work toward the main target of the organization.
Analyze the impact of using performance related pay on organizational success over the long-term and briefly discuss the alternatives to the scientific management methodology. Assess which methodology is applied by Siemens and analyze its success using illustrations from the truth.
PRP is a performance related pay which is rewarding employee extra payment for his good performance. In that way it promotes all employee to execute better and are hard as they can by paying them on who well they perform their work. PRP is used in most of the organizations in USA and almost two third of UK companies are employing PRP on some of their employee rely upon his positions. Most of the organization are producing PRP to get people work harder to be paid for it.
The problem with this plan is that it is going to make staff to work harder for a goal that bring him reward rather than working to for the organizational goal. PRP make staff work efficiently rather than working effectively by working to get faster final result.
Using PRP has negative effect on the organization over an extended term. It offers six reason PRP fail almost all of the time. First, paying more to the staff is not really a motivator on itself and paying less is a de-motivator. Second reason is the fact not receiving the incentive is undistinguished with punishment therefore the effect of not receiving the reward is equivalent to punishment for the employee. Third reason is the fact that rewarding a single member of a team work for his performance makes him or her being selfish on reaching the target. Each member is only going to look for his individual target and can never think of the team goal and it produce jealousy between associates. Fourth, there could be other influences in the machine that affecting the performance adversely like resources, poor environment or facilities. Depending on PRP will forget about of these obstacles and not finding the solution for increasing the performance. Fifth reason is the fact, employee will only follow the prize criteria which may have been place by an organization in order to gain the reward and they will not look for new ways to improve the performance of an organization all together. An extrinsic motivation such as a PRP is undermine intrinsic motivation like identification or self applied interest of success. Which can make the employee feel that if indeed they have to bribe him then he must be doing something he would not want to do.
There are several ways to encourage the employee carrying out better by carrying out intrinsic motivator to him alternatively than extrinsic motivator. PRP is an extrinsic motivator which undermine intrinsic motivator. To develop intrinsic motivator the business has to create a good environment for the employee to work. The environment could be tangible like the place of work or intangible like how friendly will be the team member. The other motivator is the sense of accomplishment if the staff have done right thing that made the team be successful on achieving the target. Most of all is employee's identification for his good work that have been done.
Siemens believe that full engagement of the employees in the workplace will make them encourage themselves and provides them commitment and business citizenship. Siemens have confidence in cooperate responsibility alternatively than individual responsibility. All employees will reveal the same goal to create business strategy. And part of Siemens business strategy of men and women management is something called people brilliance. People excellence is creating a powerful culture by give them responsibility and trust.
how to get comitment
Siemens state that " individuals develop such motivation when they feel that their effort are valued and that they are doing something worthwhile". Element of Siemens proposal process is to make employees feel part of an effective team plus they believed that there are several way to help make the employee feel valued and employed. Personal letter, special mention, advertising or even pat on the back are some of the actions that make the staff feel respected.
In bottom line, PRP may be beneficial to make employees and people work harder to access the prospective but it has effects on the organization negatively in a long term. PRP is an extrinsic motivator which is making the worker work for an incentive alternatively for his own delight or self-esteem. Siemens apply and incorporate both extrinsic and intrinsic motivator to stimulate their workers and make sure they are feel they may be area of the company citizenship and make sure they are working toward whatever enhance the company's performance.
Assess the role of organizational composition on effectiveness and performance examining how adopting the incorrect structure can result in failure. Justify your projects based on principles covered in T205B strategy file 04, section III framework, and section IV Development.
Structure is part of the world where everything on earth are participating and taking part in the framework. A systematic explanation of structure is an assemble of interconnected parts that does something which is of interest to somebody. In an organizational view of structure it is map of your communication framework where it can be an official map, informal composition or personal viewpoints.
When the organization grows up some new activities must be taken or possibly some existing duties are breaking up generating or complicated organizational operations where more particular jobs are emerged. Therefore to improve the performance and the performance of the organization there needs to be groups and groups where people in each group are doing related process and discuss the targets. The organization should be framework in way that the obligations needs to be divided into several departments for each and every department to manage their groups or team skillfully.
There are several effects that can make the framework fail to perform effectively with the resources the organization have. A failure of a structure means the price rises, performance falls and imagination is inhibited. Top down approach is a re-engineering a problem rather than a mess where it is an objective oriented to the framework. The condition with this composition is the fact that first, the advisor may not be familiar with a little political differences between your employees and the implementation might be diverted as a result of politics pressure. Secondly, people as a passive component can not work well. They can work better if they work to take action they would like to do or within an organization intelligence. In this process only the technicians are getting this independence and all the other participants are have a tendency to be passive element.
The second strategy is a bottom level up procedure where it tend to solve the clutter rather than problems. But he problem with this process is that it can be easily become costly in a participant time. And by concentrating on bottom up approach it also lead never to addressing the top down procedure concerns and troubles.
In conclusion, the grown company has to adopt the right framework to manage their recourses effectively and not over used the layered structure that raise the cost of the administration.
Discuss the role of organizational culture in shaping organizational performance and examine the role of Siemens organizational culture on performance. Word Count number 350 Words. (15 % Marks).
The business culture is the glue that position the social together that give the organization its own recognizable personality and unity. It is the commonalties and the distributed emotions and values in between associates and employees toward the business and the associates of the business. Culture can be vary into different admiration which is hard to be classified into a simple way.
The performance of the business participants and employees has a good relationship with the organization culture where the culture performs as a glue to connect participants and employees to the organization emotionally. It really is defining the partnership within participants in the organization structure and the communication between them. And emotional culture can make people feel the business as it increases over time and perform the work as it ought to be and be creative to improve the performance.
In Siemens culture these are emphasizing teamwork for a teamwork culture. This sort of company culture make the associates interact as family and talk about the fail and success of the team all together. CEO of Siemens stat that "'Many times in my own life I have seen how one individual can make a large difference, particularly when employed in a great team. The quality of our people and of our teams is our most valuable resource, particularly in the current changing world where knowledge moves round the globe with lightning swiftness and is common". Therefore Siemens target for the employees is to be part of the business and feel a part of the success. Employees also need to know who they can match the business.
The size of the organization can define the perfect culture for the organization to be always a success business. Communication within the business members and sense the citizenship of the business can make the perfect culture for the employees to execute as better as he or she can. Siemens emphasized the teamwork culture where each person in the team have the important of himself and use the team for a distributed target and talk about the success of a team as a family.
Discuss the importance of investing in people for organizational success. Word Count 350 phrase. (10% grades)
Investing in people is a standard design which made by business and can meet up with the business objectives. It is an enterprise improvement tool which is administrated by UK commission for employment and skills and it was reinforced by development and skills, office for business. You can find about 40000 company working on shareholders in people where there are definitely more the 7 million employees in these firm. It is helping to achieve organization target. And it is participating in an important role for enhancing the efficiency of the business.
Focusing on growing and harnessing employee's skills can help obtaining the real final result and make continues improvement for different kind of business. The standard design is split into three key rules that are plan, do review. To plan is to boost strategies to improve performance. And to do is to take action for improving performance. Finally to review is to evaluate the impact of the performance of the business. When the organization is distinctively built and has it is own power there has to be challenges and priorities. It meant to be focusing on the framework to fulfill the business priorities. Traders in people can improve financial performance, drive technology, explore other business priorities or support worker engagement. Trading on people is to perform a study to come out with framework of the greatest practice to make changes to reveal the changing needs of the business. it is to develop business ways of improve performance and there are several strategies. First strategy is business strategy for improving performance of your clearly defined goals. Second strategy is learning and development strategy to achieve organization's targets. Thirdly, people management technique for managing people to promote the grade of work by develop the business people. Finally, leadership and management strategy by getting the functionality for the management to lead develop and manage people effectively. And by firmly taking actions to enhance the performance there are several steps to execute if. First works well management where managers are leading managing and growing people effectively. Secondly, recognition and prize where people contributions are appreciated and recognized. Thirdly engagement and empowerment where employees are encouraged to take ownership and responsibilities when you are a decision-making. Finally is to learn and expanding effectively. And by looking at and analyzing the impact on the performance of the organization there are two steps. The foremost is to performance measurement to evaluate whether investing in people increase the performance. Secondly, continuous improvement for the employees to boost performance.
In conclusion, investing in people is a way to improve the performance of the organization for the visitors to concentrate on the business objectives. Which is participating in an important role to increase the efficiency of the business enterprise. And that took place by plan do and review performance of the employees.
