Professional Documents
Culture Documents
Systems
There are numerous, major methods and movements to regularly increase the
performance of organizations. Each includes regular recurring activities to establish
organizational goals, monitor progress toward the goals, and make adjustments to achieve
those goals more effectively and efficiently. Typically, these become integrated into the
overall recurring management systems in the organization (as opposed to being used
primarily in one-time projects for change -- see Organizational Change and Development
to Improve Performance later on below).
The following descriptions are general and brief. Follow the link to get more information
about each of the approaches.
NOTE: There certainly are other approaches than those listed below for a planned,
comprehensive approach to increasing organizational performance. It may very well be
that the vast majority of approaches used in organizations are highly customized to the
nature of the organizations, and therefore not publicized or formalized in management
literature.
NOTE: There are various other approaches that, if used comprehensively with strong
focus on achieving organizational results, can be used to increase organizational
performance, e.g., Statistical Process Control, Quality Circles, best practices, etc.
Organizational Assessments
When seeking to improve the performance of an organization, it's very helpful to
regularly conduct assessments of the current performance of the organization.
Assessments might be planned, systematic and explicit (these often are the best kinds of
assessments) or unplanned and implicit. Well-done assessments typically use tools, such
as comprehensive questionnaires, SWOT analyses, diagnostic models (we often use these
models without recognizing or referring to them as such), etc., along with comparison of
results to various "best practices" or industry standards. The following tools might be
useful to you.
Read more about online tools that include suggested "best practices" against which to
compare results of your assessment.
Minimizing Bias in Organizational Surveys: Guidance for the Practical Researcher
Organizational Health Survey
Founder's Syndrome -- How Organizations Suffer -- and Can Recover
The following links are to additional assessments, and include information about what
should really be measured -- performance.
A Study of New Zealand Business Practices and Performance
The Balanced Scorecard and the Small Business
Small Business Owner/Operator Competency Guidelines
Competencies and managerial effectiveness: putting competencies to work
Also see:
• Appoint and conduct meeting with each employee to describe his/her job and
tasks
• Create and address a list of responsibilities to the employee
• Develop adequate individual performance objectives according to the employee's
major functions and responsibilities
The individual performance objectives must be based on information that is collected for
management purposes and during the planning process.
VIP Task Manager is task management software which helps to set individual
performance objectives and evaluate task performance per employee. With VIP Task
Manager you can maintain appraisal activity and you develop performance objectives
that are achievable, flexible, timely and rewarded. VIP Task Manager helps describe the
desired results, provides direction and purpose, and defines measure and standard for
performance. All these deliver improved performance.
Action plan:
Note: use Custom field feature to specify qualitative and descriptive part of the individual
performance objectives.