Elements of a High Performance Organization
December 7, 2009
• This document seeks to examine and analyze the different elements of a High Performance Organization and a Learning Organization. This will be accomplished by exploring how Information Technology plays a central role within a hospital, private security firm, and police department to turn them into a High Performance Organization and a Learning Organization. The role Information Technology plays as a strategic capacity in these organizations will be shown by suggestions of Information Technology usage to turn the organizations into High Performance Organizations and Learning Organizations. These are all very different professional settings and yet they all have a level of performance that must be met to achieve their goals or shared visions successfully. In all of the following organizations employers all encourage members to accomplish their personal goals therefore, having a greater self satisfaction and reflecting that in their job performance. • To have a successful performance in an organization takes an assortment of management skills as well as acquiring a sound technology base to use as a platform. “Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding good performance. The revisions made in 1995 to the Government wide performance appraisal and awards regulations support sound management principles. Great care was taken to ensure that the requirements those regulations establish would complement and not conflict with the kinds of activities and actions practiced in effective organizations as a matter of course.” (UOPM, 2009)
Performance is part of a strategy to measure how well an employee does one’s job; it is beneficial to make sure that all employees are on the happy scale of things. In many organizations matrix studies are done to see in which the employee falls on the scale of happiness. Performance indicators determine the drive and success of the company. Technology is a major driving force to an effective performance in an organization. The elements in which an organization shows high performance-characteristics:
• Their leaders are clear, fair, and talent-oriented. They are more likely to promote the best people for the job, make sure performance expectations are clear, and convince employees that their behaviors affect the success of the organization.
• Their employees are more likely to think the organization is a good place to work. They also emphasize a readiness to meet new challenges and are committed to innovation.
• They are superior in terms of clarifying performance measures, training people to do their jobs, and enabling employees to work well together.
• They are more likely to adhere to high ethical standards throughout the organization
Technology is important in today’s society; due to the overwhelming growth of technology based-products that is used to enhance one’s success in an organization. In organizations, technology can make or, break the company. Technology offers stability to an organization in the, “high-performance businesses regard IT as a source of both operational excellence and competitive advantage. They look beyond using IT as a tool for controlling costs, and understand that IT is the link for capturing the business value of information. However, the strategic use of IT demands far more than just a strategy and leading-edge systems....
References: Beene. T, Thomas.R (2004) In Search Of Performance Anatomy. Retrieved on December 6, 2009 from Accenture at
Kerns, C. (2009) Putting Performance and Happiness Together in the Workplace. Retrieved on December 6, 2009 from GBR Pepperdine University at http://gbrpepperdine.edu/081/performance.html
Schermerhorn, J. R., Jr., Hunt, J. G., and Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons
U.S. Office of Personnel (2009). Ensuring the Federal Government has an Effective Civilian Workforce. Retrieved on December 6, 2009 from http://www.opm.gov/perform/overview.asp
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