Question:
Discuss about the Organizational Performance for Skills, Knowledge and Experience.
In the rapidly changing workplace globally, organizational performance is more associated with the individual performance, skills, knowledge, and experience even though problem faced is the common indicator when creating a performance plan (Adedeji 2014). Numerous literature reviews indicate that personal performance has an effect on the overall organizational performance and therefore aspects such as beliefs and values motivate the individual behaviors. The paper examines the organization performance, of Kerio Secondary School by looking on different class attendance and teachers’ contributions to the success of the school, board meetings that discuss different school issues and advises offered from the professional motivator and speaker to both students and teachers. The paper primarily examines teamwork as the primary skills for the board observation report.
Teamwork is an essential aspect for effective performance of every organization. As a professional motivator and board observer, I have been able to inspire students and teachers through a mutual connection so as they can follow and achieve their dreams. Teachers expected to improve on the skills that are more effective to have a higher quality result since teachers too require emotional rewards. Many successful organizations are as a result of favorable leadership on the development of product and provision of service, effective marketing, and financial management (Al Ahmar et al. 2014). And to effectively carry out the activities, the manager should understand well the common organizational dimensions, culture, and the life cycle can only work together when there is teamwork within the organization. The organization is definable as group of people working to attain a common objective and performance is definable as a complex series of actions that bring together the skills and knowledge to achieve a good result in an organization (De Waal & Van de Hejden 2014). Organizational performance is definable as a continuous process that analyses of an organizational achievement on the market, financial and shareholder as compared to the set goals and objectives. The organizational performance is achievable through the review and evaluation of the areas that need the training to propagate improvement (Ertac 2011). There are two different theories associated with the production which is the goal setting and the expectancy theory. The goal-setting theory suggests posing that established individual’s goals help in motivating them as they make follow up to make them realistic while the expectancy theory of performance is more hypothetical in that individuals can make adjustments on their behaviors towards the anticipated satisfaction that eventually lead them to attain the set goals (Schoeneborn 2011).
The performance measurements have different benefits that include the quality increase, cost decrease, capability increase, skills increase, identity and motivation increase (De Waal & Van der Heijden 2015). Skills increases are clearly observable when students and teachers can set goals, persist, and maintain a positive outlook to achieve the academic objectives, for example, the set marks and mean grades. After the motivational talk, individuals tend to realize their true identity band gains morale to perform the duties assigned to them, through reading and various activities thereby improving on their knowledge (Mozza 2013). All of these require proper management plan that is strategic. Strategic planning is definable as the process of developing and maintaining consistency between the goals and the available resources to achieve the end goal. According to Roosa (2016), explains the strategic planning in four aspects which are the strategic formulation, environmental scanning, goals, and budget all articulated together since the aspects affect both students and teacher’s performance that can be reflected the top performance of the school. The effective strategic plan has different attributes such as scorecards (Zanotti 2012).
It is observable that many institutions are having positive performance as the result of the basis rewarding, effective staffing and development decisions (Poropat 2011). These aspects are fundamental to the organizations as they are the most reflective indicators of the current and future performance. Therefore the relationship of these elements refers to as the performance theory. The theory develops and relates six foundational concepts that are the level of knowledge, level of identity, skills level, personal factors, context, and fixed factors (Lindbo 2013). The theory states that people have the capability of making extraordinary accomplishments that are related to different contexts such traditional contexts, non-traditional context, organizational learning. In the traditional context, the performance theory examines the learning in classrooms, workshops and other venues that are related to the traditionally associated with learning (Siddiqui 2014). In the non-traditional contexts, the performance theory explains that traditional conceptualization as learning environments such as academic advising, departments, academic committees, and self-development. In the organizational learning, the performance theory examines the achievement of the organization.
The previous Board meeting held on December 12, 2012 addressed ways on how to promote the motivational agenda of the teachers who had filed various pleas for example the inadequate motivational program. The teachers observed that their contributions were not adequately recognized therefore led to the convening of the board meeting on February 10, 2013. The meeting passed on the hypothetical plan to rejuvenate the strength of the teachers through creating a fund that will oversee the rewarding of the teachers that enable their respective subjects to be the best as well as students who will be the best performers. The plan was also to see the that all the teachers have an eating plan to since most of them were coming from far away from the school. The board together with the teachers came into agreement that with the plans, the teachers view of the workplace would change as most of them were likely to feel satisfied. The great ran satisfaction would ultimately lead to the achievement of the goal; which is pushing the school performance to a higher level than the current situation. The goal theory plan indicated that within the next few five years, the school’s low grade would read 8.9 from the current 5.4. The teachers are to use a subscale to help them gauge the student’s performance after a consecutive period of two weeks on various aspects. These aspects include; does the student does the homework within the given time and on her/his own, how much does the student prepare before the lessons and is the student able to take the first initiative to overcome the challenges and many others.
On my fourth day in Kerio Secondary School board meeting that was held on April 9, 2014, as from 8.00 AM to 5.00PM as a board observer. I received a warm reception a sign to show that all the members were happy with my presence in the meeting that aimed at rewarding the best performance of the school on both the students and the teachers. I was given a chance to say a word of hello to them and highlight my objective as a new member in those meeting. I attended the meeting with a sole objective of identifying the weak points of all the stakeholders of the school that have led to the performance inconsistency in the national rating.
As it was my first day in that meeting, I had to be attentive in the proceedings to have a better reflection on the performance mitigations. The meeting commenced by the recognition of the best performers the meeting proceeded to the public speeches and comments that started by the students followed by teachers board members and then finalized by visitors. Students praised efforts made by both parents and teachers in ensuring that they are at par with other neighboring schools who were to be more stable academically even though there was no much difference in the management structuring. Teachers raised different issues that affected their teaching programs such as high rate of absenteeism, inadequate of reading materials, a high number of students compared to the available teachers and low motivational activities. The board members responded to the issues raised by teachers by commending the energy placed and encouraging them not to lose hope in the fight for the schools’ vision. Board chairmen, Mr. Kelly Rally, assured teachers of his support on achieving the dreams starting by pursuing the agenda of engaging the teacher’s organization body to add the required teachers to fill in the vacancies. Mr. Kelly insisted to the parents on the positive contribution towards encouraging and motivating the teachers through various ways such as stating a feeding program and provision of more reading materials. During my time to address the audience, I appreciated all the students and teachers that were identified as the best performers by giving them the little tokens as a sign of appreciation. I too addressed various issues that were raised by teachers and students about the school’s performance. One student raised a concern on the relation of sleep and the performance rate. I tried to make students and teachers understand the need of having enough time to sleep since inadequacy of it affect the student attention and concentration, motivation and the academic performance.
I told the board members that it was under their jurisdiction to oversee that the school was appropriately managed through addressing various issues even without calling the general meetings. Issues like the absenteeism are amicably addressed since many are; as a result factors such genuine reasons of sickness, lack of school fees, and others like students engaging in non-academic activities such as attending musical discos as identified by a parent. During the meeting, I was able to learn a lot of things ranging from the sufferings that teachers posted on infants schools undergo to realize the dreams of the students. Having tackled different issues on the meeting, I improved on my both motivational and communication skills as an upcoming educational speaker.
From the weekly learning journal, I learned that not all the stakeholders of the school uphold the values of the schools due to varied factors that have led the fluctuation on the performance. A great number of students are just in the school for the sake of being present. Otherwise, they would be in different places had they been given a chance. This is because most of them have lost their future visions, therefore resulting in the high rate of absenteeism and lateness. I realized through different classes that most of the students tend to sleep during the lessons, and from my investigation, I concluded that most of the classes were very hot during the afternoon hours. These factors affect their performance making them gauge themselves as losers thus do not put extra efforts. I realized that some teachers feel unappreciated by the school fraternity as the efforts they have made to advance the school to the higher level. The effect of their effort not realizable has dropped their engagement rate with the students that have transferred to the school inconsistency. Finally, the board members do not immediately address the non-academic issues raised by teachers that have resulted to different growth misunderstandings.
Due to the rapid change in every aspect of the world, board observer professionalism is not excludable too. To the students who have the dream of becoming a board observer shortly, I would advise them to adopt various aspects that would help them be successful in their work with different kind of students. The aspects include commitment, ability to empower, effective communication, passion, and patience. Additionally, they have to learn on how to understand technology and ways they can manage their online reputations using the social media platforms such as Facebook, Twitter and many others. Technology is growing very fast and knows which tools are right for the teacher and the students. The new era of digitalization, a social network is prone to almost every profession and the students too. They have to wisely use the platforms such as LinkedIn as a tool to connect with the colleagues and avoid those that are common to the students such as snapshot. The reasons are the capability to avoid close socialization with the students that would lead to losing their respect to the students eventually affecting on how they disseminate the in formations to the students (Azzali & Abdel 2015). The teachers that are or will be using the social media should learn on how and when to unplug from the platforms and just relax the brain from the burnout by letting the students kick their heels up and unwind. It is very critical for all students that will be taking the line of teaching to learn the skills of empowering as it is a skill that helps many people to think critically, be innovative, and be creative, passionate, and flexible.
In conclusion, organization performance is useful when all stakeholders take the chance to evaluate self-performance and adjust accordingly to attain given objectives. When individual learn the aspects of growth, they tend to empower the common organization results, and all these should follow a systematic way that is more to adaptive than control. The adaptive system is likely to yield positive behavior change unlike the control system that on many occasions result into negative behaviors. In conclusion, organizational performance directly depends on every individual performance and achievements that are guided by both the goal setting theory and hypothetical theory. However, these aspects can only work if there is teamwork between the stakeholders involved in the process.
List of References
Adedeji, E. 2014. A Tool for Measuring Organization Performance using Ratio Analysis. Advances in Social Sciences Research Journal, 1(8), pp.89-97.
Al Ahmar, G., Rofiq, A. and Zain Hadiwodjojo, D. 2014. The Impact of Knowledge Management, Learning Organization, and Educations Organization on Organization Performance: A Case in Brawijaya University. Asia Pacific Management and Business Application, 3(1), pp.28-47.
Azzali, S. and Abdel Sabour, E. 2015. How to improve sustainability inside higher educational institutions: A strategic plan for Qatar University. QScience Proceedings, 2015(2), p.17.
De Waal, A. and Van der Heijden, B. 2015. The Role of Performance Management in Creating and Maintaining a High-Performance Organization. Journal of Organization Design, 4(1), p.1.
Ertac, S. 2011. Does self-relevance affect information processing? Experimental evidence on the response to performance and non-performance feedback. Journal of Economic Behavior & Organization, 80(3), pp.532-545.
Lindbo, D. 2013. Updating Our Strategic Plan. CSA News, 58(7), p.21.
Mazza, L. 2013. If Strategic “Planning Is Everything, Maybe It’s Nothing”. disP – The Planning Review, 49(3), pp.40-42.
Poropat, A. 2010. The validity of Performance Environment Perception Scales: Environmental predictors of citizenship performance. Journal of Management & Organization, 16(01), pp.180-190.
Roosa, S. 2016. From the Editor: Strategic Planning. Strategic Planning for Energy and the Environment, 36(2), pp.5-7.
Schoeneborn, D. 2011. Book Review: Building Theories of Organization: The Constitutive Role of CommunicationPutnamLinda L.NicoteraAnne M. (eds.) Building Theories of Organization: The Constitutive Role of CommunicationNew York: Routledge, 2009. 222 pp. ISBN: 978 0 8058 4710 9. 27.99 GBP. Organization Studies, 32(9), pp.1295-1297.
Siddiqui, M. 2014. Success of an Organization is a result of Employees Performance. Advances in Social Sciences Research Journal, 1(4), pp.179-201.
Zanotti, F. 2012. Designing a strategic plan through an emerging knowledge generation process. The Learning Organization, 19(4), pp.311-323.
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