
1. Introduction
2. Organization High-Performance
Workplace Characteristics
3. High-Performance in
Workplaces
4. Managing J...
 We will explore high-performance organizational trends in organization
workplaces.
 Discuss organization’s high-perform...
 Ten conditions exist for high performance and growth in an organization:
 Employees understanding the organization’s ex...
 Continuous progression assessment using customer, employment, and stakeholder
information through multiple source feedba...
 Emotional stability
 Higher job and life satisfaction
 Lower stress level
 Extraversion
 Higher performance
 Enhanc...
 Agreeableness
 Higher performance
 Lower level of deviant behavior
 Conscientiousness
 Higher performance
 Enhance ...
 Operational effectiveness
 Use numbers of practices to produce results
 Such as benchmarking to determine their level ...
 Reduce workplace stress
 High performance organization use variety of mechanisms.
 Organization give employees opportu...
 Dynamics in the organizations
 Incorporate effective communication
 Conflict management
 Motivation methods to deal w...
 Take responsibility
 Improve physical & emotional well-being
 Avoid pitfalls
 Identify negative attitudes
 Learn bet...
 Feelings of anxiety
 Loss of interest in work
 Problems sleeping & fatigue
 Trouble concentrating
 Tension
 Muscles...
 Recognize warning signs
 Take care of yourself
 Exercise to increase energy
 Healthy food choices
 Enough sleep
 Prioritizing & organizing
 Time management
 Balanced schedule
 Don’t over commit
 Regular breaks
 Task management
...
 Improving emotional intelligence
 Self-awareness
 Self-management
 Social awareness
 Relationship management
 Break...
 Technology
 Collaborative Teamwork
 Problem-Solving
 Decision Making
 Organizational Goals
 Motivation
 Rewards an...
 Encourage personal wellness
 Implement organizational wellness
 Improved job placement and training
 Employee assista...
 When an organization’s structure is collaborative, open, and proactive,
employees become equipped with organized tools t...
1. Cofer, C.N., & Appley, M. H.
(1967). Motivation: Theory and
Research. New York: John Wiley
& Sons.
2. Robbins, S. P. & ...
Ltc pp mgt307_wk5 Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.
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Ltc pp mgt307_wk5 Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.

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Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~

Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.

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Ltc pp mgt307_wk5 Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.

  1. 1. 
  2. 2. 1. Introduction 2. Organization High-Performance Workplace Characteristics 3. High-Performance in Workplaces 4. Managing Job Stress 5. Signs of Excessive Job Stress 6. Tips for Coping 7. Conclusion 8. References 9. Questions and Answers
  3. 3.  We will explore high-performance organizational trends in organization workplaces.  Discuss organization’s high-performance workplace:  Characteristics  Organizational dynamics  Operational effectiveness  Traditional organization differences  Work environment stress  Including organizational behavior trends, stress management, and the relation to stress management and the high-performance workplace.
  4. 4.  Ten conditions exist for high performance and growth in an organization:  Employees understanding the organization’s existence and importance through work clarity  Comprehending abilities, other resources, people, and technology to achieve work accomplishment through capability assessment  Customer service and quality growth for goal success  Expanding methods for recognition and high performing employee reward through creative recognition  Effectively using all organization resources through strategic resource alignment
  5. 5.  Continuous progression assessment using customer, employment, and stakeholder information through multiple source feedback  Creating an energizing work environment for people through work management and vitality change  Achieving changing evolving goals by maintaining a learning climate through continuous learning  Using teams for members preparation to succeed in bringing solutions toward current organization issues through team readiness  Finally creating an environment to encourage growth self-direction through individual readiness
  6. 6.  Emotional stability  Higher job and life satisfaction  Lower stress level  Extraversion  Higher performance  Enhanced leadership  Higher job and life satisfaction  Openness  Training performance and enhance leadership  More adaptable to change
  7. 7.  Agreeableness  Higher performance  Lower level of deviant behavior  Conscientiousness  Higher performance  Enhance leadership  Greater longevity
  8. 8.  Operational effectiveness  Use numbers of practices to produce results  Such as benchmarking to determine their level of performance.  Total quality management and balanced score card to determine their performance In contrast, traditional organizations use old strategies to operate effectively.
  9. 9.  Reduce workplace stress  High performance organization use variety of mechanisms.  Organization give employees opportunities to give opinions on matters affecting their job to reduce stress  Organization use a participative style of leadership where employees discuss their problems and get help In contrast, traditional organizations hardly care about their employees.
  10. 10.  Dynamics in the organizations  Incorporate effective communication  Conflict management  Motivation methods to deal with issues in the organization In contrast, traditional organizations are not diverse in their policies and no effective conflict management methods but fail in their way of communication.
  11. 11.  Take responsibility  Improve physical & emotional well-being  Avoid pitfalls  Identify negative attitudes  Learn better communication  Ease and improve work relationships
  12. 12.  Feelings of anxiety  Loss of interest in work  Problems sleeping & fatigue  Trouble concentrating  Tension  Muscles  Headaches  Social withdrawal  Using alcohol or drugs to cope
  13. 13.  Recognize warning signs  Take care of yourself  Exercise to increase energy  Healthy food choices  Enough sleep
  14. 14.  Prioritizing & organizing  Time management  Balanced schedule  Don’t over commit  Regular breaks  Task management  Prioritize tasks  Projects into small steps  Delegate responsibility  Be willing to compromise
  15. 15.  Improving emotional intelligence  Self-awareness  Self-management  Social awareness  Relationship management  Breaking bad habits  Resist perfectionism  Change negative thinking  Don’t try to control the uncontrollable  How managers & employers can help  Improve communication  Consult employees  Cultivate a friendly social environment
  16. 16.  Technology  Collaborative Teamwork  Problem-Solving  Decision Making  Organizational Goals  Motivation  Rewards and Incentives  Organizational Environment  Diversity
  17. 17.  Encourage personal wellness  Implement organizational wellness  Improved job placement and training  Employee assistance programs  Increase employee involvement  Organizational communication  Employee sabbaticals
  18. 18.  When an organization’s structure is collaborative, open, and proactive, employees become equipped with organized tools to perform better.  Recognizing how high performance organizations differ from traditional workplaces helps to improve dynamic operational effectiveness and increase employee satisfaction.  Stress management strategies encourage organizational members to be mindful of their physical and mental health and avoid job burnout.  Emerging trends in organizational behavior relating to high performance workplaces and stress management techniques support organizations with the most effective and efficient resources to maintain communication, competency, competiveness, and optimal working conditions.
  19. 19. 1. Cofer, C.N., & Appley, M. H. (1967). Motivation: Theory and Research. New York: John Wiley & Sons. 2. Robbins, S. P. & Judge, T. A. (2009). Organizational Behavior (13th ed.). Upper Saddle River, NJ: Prentice Hall. 3. Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational Behavior (10th Ed.). Hoboken. NJ: John Wiley & Sons.
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