Strong organizational culture would establish better performance in an organization as a result. In the performance management and organizational culture, it reveals that a strong organizational culture can raise up the performance of employees. That is benefit for the overall performance of a firm. Employee commitment is necessary in organizational culture. It increases the awareness and obligation of employees.
Team building Team building is an advanced process that gradually helps a work team to develop and organize a unit. Team building generally helps to gain trust and strengthen the working relationship each others. Team building is so important in the workplace area because it facilitates better communication, motivates employees, promotes creativity, develops problem solving skills and breaks the barriers and finally able to achieve the desired goals. Team building in the work environment that empowers better communication, better relationship and lastly expands productivity. The different sorts of exercises are used to improve social relations and characterizing group features in collective activities.
Samantaray (1971) researches on teacher effectiveness have established the fact that teachers attitude and teachers effectiveness are positively related. Examples of these attitudes include wanting to teach and “doing it from the heart” enjoying the work, being dedicated to the job and to the children. Positive attitudes towards teaching and one’s own performance can in my view significantly contribute to classroom success; there is also the positive interpersonal relationship which is necessary to foster a connection between the teacher and students. Participating in student activities, enjoy being with them, caring for them, being interested in them and trusting them displays a positive attitude. Hence the fact that research has shown that “Success in the classroom is mapped to positive behaviours.” Samantaray (1971).
Besides, he adds, transformational leadership enhances employee job satisfaction as the transformational leader interacts with subordinates to motivate them to achieve maximum output in their work responsibilities (Jalal, Khawaja, Kamariah, Fosa, Muhd & Ahmad, 2012). It suffices to say therefore that in the current hypercompetitive and globalized world, to sustainably achieve organizational effectiveness and relevance, leaders must adopt effective leadership styles that are responsive to the dynamic operating environment. A leadership style is the behavior a leader exhibits while guiding organizational members in appropriate directions (Certo & Certo, 2006). Leaders improve their style over a period of time due to
When the organization addresses employees’ problems and fulfills their needs, they will manifest desirable behaviors such as solidarity, morality, and innovativeness. Maslow’s theory of human needs also affirms that motivated and empowered individuals employ their capabilities and talents towards the accomplishment of organizational goals such as productivity and quality (Kinicki & Fugate, 2016). At the same time, the organization should empower employees and give them greater freedom over their work because they deal directly with organizational facilities and equipment, are usually the first persons to detect problems, and are more competent in resolving them and making improvement suggestions (Stevenson, 2015). Employee empowerment will boost employee commitment to the organization and dissuade them from joining its competitors. Empowered workers exhibit extra role and corporate citizenship behaviors, which will help the organization achieve its mission and its objectives (Robbins & Judge, 2013).Moreover, employee empowerment will rebuild the psychological contract between the organization’s management and its employees, which will motivate and encourage them to increase efficiency and
Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and behaviour of the individuals in their duties and jobs. With a proper management on human capital development, they are able to create a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after the organization improve the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough and progress.
When organizations apply such personnel practices as training systems, internal career ladders, job security, results-oriented performance, employee participation/voice, and widely defined jobs performance-based compensation, they are much greater to reach their goals and objectives. Strategic human resource management practices can further improve employee productivity and the skill of agencies to reach their mission. Using the combination of personnel practices into the strategic planning process for the organization to achieve its targets and objectives. Modernizations in technology contributes to gain productivity that are integrated into both private and public organizations. In prospect productivity gains must concentrate on how people use these technologies.
It is intimately connected with all personnel/managerial activities in an organization. It is also an integral part of the whole management programme. Training is a vital necessity; because, apart from the advantages discussed above, it enables them to develop themselves and grow within the organization, improve upon their ‘worth ', earning capacity, and job security. It helps the employees to understand the management correctly, and develop a sense of involvement in the organizational affairs. The management is benefited in the sense that higher standards of quality are achieved, satisfactory organizational structure is built up, authority delegated down the line and the employees are motivated.
Organisations which have implemented TQM as mindsets in employees have better rates of success, than those organisations that use TQM in various processes. The organisational culture should be groomed so as to inculcate TQM principles and methodologies in all facets of the operations and administration. TQM should become a way of life for each and every employee. This culture transforms the employees in the organisation to be customer focus oriented with team work and an attitude of continuous improvement. Teamwork and team spirit as brought out earlier are important pillar stones for TQM
Dynamic people can build dynamic organisations. Effective employees can contribute to the effectiveness of the organisation. Competent and motivated people can make things happen and enable an organisation / institution to achieve its goals. Therefore, organisations should continuously ensure that the dynamism, competency, motivation and effectiveness of the employees remain at high levels. Human resource development is thus a continuous process to ensure the development of employee’s competencies, dynamism,