“High performance organizations (HPOs) are designed to accentuate employees’ best performance and to “produce sustainable organizational results,”(Schermerhorn, Jr., Hunt, Osborn, 2003, p. 26.)”
Employee Involvement Self-directing work teams Integrated production technology Organizational Learning Total Quality Management
The vision for your organization and its stakeholders applies to a large group of people, and might take a very long time to achieve. The effort to achieve the vision might involve several diverse people. The culture of the organization is quite averse to conducting orderly, sequential activities.
Rapid Growth of the Company Lack of Organizational Knowledge In ability to Interpret People –Organizational Relationships Lack of Understanding Market Share
How can Caring Hearts in Home Health Care be turned into a High Performance Organization in 6-9 months?“Team effectiveness can be undermined when the work can be performed by one individual, teammembers do not have a common set of goals, team members are not interdependent and teammember skill mix is not optimal.”Robbins et al (2003: 205) and Greenberg and Baron (1995:301) are in agreement with the dimensions.
Managing Care Resistance to Change Through Education To recognize that changes in these orientations involve changes in attitudes, values, skills, and significant relationships, not just changes in knowledge.Change Should Clarify SuccessMaslow argues, once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. These needs produce such satisfaction as power, prestige status and self-confidence.
1. Do employees have the power and the information to be actively involved in making a difference?2. Do employees understand how specifically they contribute to the bottom line, why they are important, how they create value?3. Is our organization - who we are, what we do and how we do it - worthy of pride and passion? If we were a volunteer organization, would anyone join?4. Is your organization ready to turn the pyramid upside down?
We will develop an organizational behavioral plan by conducting a situational analysis involving external and internal assessments in order establish broad goals in accordance with their mission and vision statement.
Empowering employee to want to do their best is only a part of the problem at Caring Hearts communication is usually the main reason why companies aren’t successful in today’s economic arena .
“Some of the barriers that can causecommunication breakdowns are physicalbarriers resulting from people not getting toknow each other, perceptual barriers becausewe all view things differently, emotionalbarriers which are based on fear and lack oftrust, cultural barriers from a lack ofunderstanding, language barriers, genderbarriers, and interpersonal barriers which arebased on your thoughts and your feelings(Fitch 1980).”
Week 1- Introduction of Company * How the Company was founded. *Vision * Mission Statement * Company’s Strategy * Marketing/Business Strategy Week 2- Customer Service * Who our cliental is. * How we target our consumers. * Surveys on feedback * The services we are known for. Week 3- Employee Expectations * Company’s Individual Goals after training. * Employees Career Paths. * Rewards for Achieving goals. * Promotion within. Week 4- Ethics * Understanding Right from Wrong. * Human Resource (HR). * In Case of an Emergency Procedures Week 5- Graduation * Passing Comprehensive Test. * Role Playing. * Checking for Understanding.
In order for Caring Hearts to be successful, implementing a new structure or culture can lead to the successfulness of the company but also the success of its employees.Developing this type of culture where management and employees can work together will take time, but the long-term successfulness of the company will last a lifetime.
Andrews and Baird, 1986; Bennett and Olney, 1986; Harper Andrews and Baird, 1986; Bennett and Olney, 1986; Harper, 1987; Porter and McKibbin, 1988. http://arno.uvt.nl/show.cgi?fid=114320 Retrieved 9-16-12 Business success and professional advancement (Andrews and Baird, 1986) Human Resource Development Review Vol. 4, No. 2 June 2005 219-245 http://books.google.com/books?hl=en&lr=&id=FGcPVCca1WsC&oi=fnd&pg=PA39&dq=Gibson+et +al+2009:+255+%E2%80%93+256+REGARDING+HIGH+PERFORMANCE+ORGANIZATIONS&ots= DW27ndtlHj&sig=bRYhcKES5cj7g1zD7wekiZDbjso#v=onepage&q&f=false Gibson et al 2009: 255 – 256 Retrieved 9-16-12 http://managementhelp.org/strategicplanning/index.htm Retrieved 9-16-12 Osborn, R.N., J.R., Hunt, J.G., Schermerhorn, & Uhl-Bien, M. (2010). The Communication Process and Possible Sources of Noise [Figure 10.4]. Organizational Behavior. Hoboken, NJ: John Wiley & Sons. Pearson, J. (1983). Interpersonal Communication. Glenview, Illinois: Scott, Foreman and Company. http://books.google.com/books?id=xQEXzk3yRgcC&pg=PA18&lpg=PA18&dq=1987;+Porter+and+ McKibbin,+1988.&source=bl&ots=YYD9VmedJt&sig=mKM- Y0KNN4GMlExFxHv0RUXlWwI&hl=en&sa=X&ei=gzR8UJvhGuiMyAHU1YG4CQ&ved=0CDAQ6A EwAA#v=onepage&q=1987%3B%20Porter%20and%20McKibbin%2C%201988.&f=false Retrieved 9- 16-12 R.V. Armstrong & Associates. (1997). High performance organizations. , Schermerhorn, Jr., J.R., Hunt, J.G. Robbins et al (2003: 205) and Greenberg and Baron (1995: 301) http://smallbusiness.chron.com/characteristics-highperforming-organizations-24187.html Retrieved 9-16-12 http://tresero.hubpages.com/hub/Organizational-Behavior-Terminology-and-Concepts Retrieved 9-16-12
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