Report: Organizational Performance

Table of Contents

  • Introduction
  • Discussion and analysis of organizational performance
  • Critical analysis of the employee performance tools and techniques integrating the human resource management theories
  • Maslow’s Hierarchy of needs
  • Herzberg’s two factor theory
  • Critical analysis of the current compensation and reward
  • Employee engagement
  • Employee retention
  • Recommendation
  • Conclusion
  • References
 

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Introduction

The issues that have been identified from the previous paper are the health and safety issues and communication issues. Both issues have affected the business process of the firm. Due to an improper policy of health and safety, the HR department has failed to ensure the health protection of the employees. In the same context, the employees in Mainfreight have also suffered a lot due to serious health issues. Moreover, the issues of communication have also created major problems for the employees to cooperate with each other.

It has been identified that the HR department mainly provided the Health and Safety training to the employees. Health and Safety training has helped the company to protect the health hazards of the employees. In addition, the Health and Safety Act WHAT IS THE ACT? has also been applied to the organization Mainfreight in order to maintain a safe environment. The training of Health and Safety has also helped the employees to handle the chemicals and other dangerous kits in an appropriate manner. Furthermore, the health hazards can be mitigated from the firm by providing training to the employees on the Health and Safety Act. 

In addition, the communication gap between the employees has created a major problem for the firm to achieve its goals and objectives. Therefore, it can be said that due to lack of communication training in the organization, the employees have faced issues in communicating with the employees. On the other hand, the training and development of the communication gap and health and safety have been arranged by the firm in order to develop the performance of the employees (Gerber, 2018).      

Discussion and analysis of organizational performance

Critical analysis of the employee performance tools and techniques integrating the human resource management theories

The Human resource of Mainfreight can use performance appraisal and performance feedback techniques in order to enhance the performance of the employees by providing rewards and motivation. 

Performance appraisal

The performance appraisals techniques have been used by the human resource department of Mainfreight in order to measure the performance of the employees.  It is a kind of HR strategy that focuses on improving organisational performance by targeting improvements in individual employee performance (Mayhew, 2019). The HR department of the firm needs this technique in order to manage the performance of the employees. Moreover, this will help the organization to maximize its production rate by enhancing the performance of the employees HOW? EXAMPLE>??. This technique is required by the HR department of Mainfreight when there is a lack of motivation among the employees. This technique is being used in an organization for the purpose of motivating the employees by whom proper health hazard techniques can be maintained. It has been identified that the Mainfreight has not provided any kind of appraisal to the employees due to it the performance of the firm has been affected. Therefore, in order to develop the performance of the staff, the HR department must try to implement the performance appraisal technique. With the help of this technique, the company will be able to provide rewards and promotions to the employees. On that note, the employees will get motivated to work well in the company so that the Health and Safety policies can be maintained. The HR department of Mainfreight has used the performance appraisal technique in order to motivate the employees in such a manner by which the goals and objectives of the organization can be achieved within a short period of time (Mayhew, 2019). 

Performance appraisal objectives

  • Providing performance feedback to the employees by the HR of Mainfreight
  • Identifying individual performance strength and weaknesses
  • Identifying the training needs of an individual within the organization
  • Promotion of employees
  • Employee retention 
  • Maintenance of Health and Safety

The performance appraisal technique has mainly helped the employees to increase their performance in a prominent manner so that they can handle the chemicals and other health hazards substances (Gerber, 2018). In addition, the goal of this technique is to motivate the employees through which they can achieve organisational goals. On the other hand, this technique will further help the employees to get promotions, bonuses and other rewards on the basis of their performance. 

Performance feedback

 

WHERE IS THE FEEDBACK SHEET?

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The performance feedback is being mainly used by the HR department of Mainfreight in order to provide feedback to the employees. In addition, the performance feedback will be provided to the employees on the basis of their performance. It has been identified that the senior management mainly check the overall performance of the company after every six months and they provide feedback to the staffs according to their performance (team, 2019). This system has helped the employees of Mainfreight to know their flaws and errors within their performance as per the feedback of the senior management. On the other hand, the HR of Mainfreight must give feedback to the employees about their safety maintenance within the organization. 

The main objectives of performance feedback are as follows:

  • Quality
  • Dependability 
  • Flexibility 
  • Speed 
  • Feedback against Health and Safety maintenance

The goal of this technique is to develop the performance of the employees by providing them feedback. This method is also considered to be one of the best cost-efficient methods for the HR department of Mainfreight. The result which will be received by the HR of Mainfreight is the high performance of the employees, achievement of organizational goals and others. 

 

Maslow’s Hierarchy of needs

Lack of confidence and knowledge about the Health and safety procedure. Being slow and lacking communication. Not being inducted properly is the main reason why Motivation theories are being implemented in this organization.

Maslow’s hierarchy of needs must be implemented within the firm by the HR department when there is a lack of motivation among the employees. For example, in Mainfreight the employees are not confident about the tools of the health and safety, when there was a spill (chemical spill) in the Mainfreight warehouse the employees were unable to identify and record all the details of the first Process of health and safety training. In addition, the lack of motivation will mainly affect organisational performance as the employees will not be able to work well. In addition, the HR department of the firm must implement this theory for satisfying the needs of the employees thereby encouraging them to develop their performance. According to this theory, the basic needs of the employees must be fulfilled by the HR of Main freight in order to satisfy them (WHITE, 2018). The main objective of Maslow’s hierarchy of needs theory is to fulfil the self-actualization needs, esteem needs, social needs, safety needs, and physiological needs. 

Self-actualization needs- The self-actualization needs of the employees must be identified by the human resource of the company so that the employees can get proper benefits from the organization. The self-actualization needs of the employees mainly include self-fulfilment and personal experience. On that note, the Mainfreight must try to provide job satisfaction to the employees so that they can gain better work experience. Therefore, it can be said that the self-actualization needs will help a business firm to provide proper benefits to the staffs by which their performance can be developed (McLeod, 2018). For example- job satisfaction will help the HR of Mainfreight to satisfy the self-actualization needs of the employees.

Esteem needs- The esteem needs of the employees in the Mainfreight mainly includes respect, self-esteem, and freedom. In addition, the human resource of the firm must try to give freedom and respect to the employees so that they can be satisfied. Moreover, the freedom to the employees can be given by developing a friendly working environment. This will help the organization to develop strong team members so that the target of the organization can be achieved within the meantime. For example- The HR of Mainfreight must develop a friendly working environment for providing freedom to the employees. 

Social needs- Social needs are family, friends, and colleagues. A cooperative working environment will be appropriate for HR of Mainfreight in order to help the new staffs to make friends. By fulfilling the social needs of the employees, the company will be able to retain the potential employees within the firm. This will also help the organization to improve its reputation in the market of New Zealand. On that note, it is very important for the company to consider the social needs of the employees through which they can work in an effective way. For example- The collaborative working environment will help the company to fulfil the social needs of the employees. 

Safety needs- It is very important for an organization to provide health and safety, security, and employment security to the employees. This will help the employees to work in the Mainfreight in an effective way. Moreover, the Mainfreight must adopt the Health and Safety Act so that the employee’s health can be protected within the firm. By securing the health of the employees, it will motivate them to work in a prominent way for increasing the productivity rate. Health and Safety Act 2015 of New Zealand can also be implemented in the organization in order to protect the health of the employees. For example- The HR of Mainfreight must arrange a Health and Safety training program for the employees so that the safety needs can be fulfilled. The employees will also be able to handle the hazardous chemicals in a proper manner by fulfilling their safety requirements.

Physiological needs- The physiological needs are considered to be the basic needs of the employees within an organization which mainly includes water, food, shelter, and others. In addition, the HR of Mainfreight must try to fulfil the physiological needs of the employees by which the employees can be motivated to work in the firm. Moreover, with the satisfaction of basic needs, the company will also be able to retain the employees for working in the organization. Therefore, it can be said that the physiological needs of the employees must be fulfilled by an organization so that the employees can develop their performance for achieving the organizational goals and objectives (McLeod, 2018). For example- The HR of the firm can also arrange free meal facilities and accommodation to the staff by which the physiological needs of the employees can be satisfied. 

 

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WHAT WILL BE THE EFFECT ON EMPLOYEES AFTER USING THIS THEORY?

Herzberg’s two-factor theory

Herzberg’s two-factor theory must be used by the HR department of Mainfreight when there is a need for developing the performance of the staff. This theory will be applied in the organization by analysing the factors that can affect the employee’s performance. On that note, the HR department will be able to use different techniques in order to mitigate the factors. The main objective of this theory is to implement hygiene and motivating factors which will help the firm to motivate and develop the performance of the employees WHY IS THERE A NEED TO MOTIVATE AND WHY USING THIS THEORY. In addition, the main reason for motivating the employees of Mainfreight is to develop a potential business function by which a competitive advantage can be gained in New Zealand.  Moreover, the two-factor theory mainly includes the hygiene factor and motivating factors (WHITE, 2018). 

Hygiene factor- Due to the lack of this factor, the employee’s performance will not be developed, and they will not work hard. This factor mainly includes company policies, supervision, salary, security, work conditions, and relationships (expertprogrammanagement, 2018). 

Company policies- Human resources must provide the details of company policies to the employees during the time of the interview. This will help the employees to follow the terms and conditions of the company in order to work. 

Supervision- The HR of the company must try to monitor the working performance of the employees, and this practice must be done in a fair and appropriate manner. This will help Mainfreight to guide the employees in the right direction so that the goals can be achieved.  

Salary- The salary payment must be fair and reasonable for each and every employee within the Mainfreight (expertprogrammanagement, 2018). Any kind of discrimination must not be followed by the HR of the Mainfreight while providing a salary to the employees for their hard work. EXAMPLE? The HR of Mainfreight must give payslips to the employees as evidence for their work. 

Security- The security mainly includes job security, health, and safety must be provided to the employees so that they can work in an effective way. The company must adopt health and safety security so that the health hazards of the employees can be mitigated from the organization. By following the Health and Safety Act 2015 New Zealand, the company must try to implement the health and safety policy. EXAMPLE?

Work conditions- The Company must try to build suitable working conditions for the employees so that they can feel safe. EXAMPLE? Moreover, the equipment that is being used in the Mainfreight must be hazardless and hygienic by which the employees can handle their work in an effective way (Mainfreight, 2019). 

Relationships- A proper relationship must be built between the employees and the management department of Mainfreight so that a positive working environment can be developed within the firm. The relationship between the employees and the management can be developed by using the cooperative theory in the firm. EXAMPLE? Citation

Motivating factor- This factor will mainly help the human resource of Mainfreight to motivate the employees so that they can work hard. It has been identified that the motivating factor of the employees mainly includes the achievement, recognition, the work itself, responsibility, advancement, and growth (expertprogrammanagement, 2018). 

Achievement- The human resource of Mainfreight must motivate the employees in such a manner so that they can feel proud by achieving the goals of the organization.  The goals and objectives can only be achieved if the employees give their best performance. EXAMPLE? CITATION

Recognition- The work must be given to the employees with full praise and recognition of their success within the firm Mainfreight. This will help the firm to help the employees to develop their knowledge. A suitable working environment will help the employees of Mainfreight in order to increase their knowledge about the firm’s working process.  EXAMPLE? CITATION

The work itself-The challenging work activities in Mainfreight will help the authorities to motivate the employees. On that note, the employees will be able to take their own roles and responsibilities for completing the working tasks. 

Responsibility- The positive working environment in the company will help the employees to become more responsible for achieving the organizational goals and objectives (expertprogrammanagement, 2018). In addition, the responsibilities must be taken by the employees so that the tasks can be completed within the given time. For example, the chemical spill if they had proper train and development, they would know how to handle the situation.

Advancement- The authorities of the Mainfreight must provide promotions and bonuses for the employees so that they can work hard. Moreover, the advancement strategy will further help the firm to retain the potential employees by which the goals and objectives can be achieved. By providing bonus and promotions, the company will be able to retain the employees. For example, appreciating and rewarding the employees for the achievement of any sort.

Growth- For the growth of the firm, the employees must try to adopt new technological skills and techniques EXAMPLE? WHAT SKILLS? so that the maximum amount of work can be done within a short period (expertprogrammanagement, 2018). 

WHAT WILL BE THE EFFECT ON EMPLOYEES AFTER USING THIS THEORY?

Critical analysis of the current compensation and reward

It has been observed that the company Mainfreight has provided a bonus of $20.70 million to the staff’s EXAMPLE? What why? (Hutching, 2018). On that note, it can be said that the company has mainly used the extrinsic reward structure in order to motivate the employees. The extrinsic reward structure is one of the most effective reward strategies used by the business firms for motivating its staffs. This strategy has also been used by the company in order to motivate the employees around the world. Moreover, the extrinsic reward strategy has been used in such a manner by which the employees can be motivated in a prominent way (Hutching, 2018).

Extrinsic reward structure

The extrinsic rewards mainly include the money, competition, bonus, and other financial benefits that the employees will get by developing their performance in the Mainfreight. In addition, the company must provide pay raises and bonus to the employees who are performing well in the organization. This will also help the other employees to improve their performance, thereby raising competition within the firm. By providing bonus and pay raises to the employees, the management of the firm will be able to satisfy the employees who will further help the company to achieve its goals and objectives (Thomas, 2009). 

By implementing the reward policies and practices, the company will be able to motivate the employees in an effective way. In addition, effective workforce planning will also help the authorities of the firm to encourage the employees to improve their performance. It has been identified that the company has mainly followed different reward structures in order to motivate the employees. The total rewards types mainly include intrinsic and extrinsic rewards (Thomas, 2009). The compensation structure is the practice used by an organization in order to organize a payment system for providing bonuses to the employees. In the same context, the compensations structure will also help the Mainfreight to implement the bonus practices. With the help of bonus practices, the company will be able to pay the employees for their hard work. Moreover, the compensation structure mainly includes hourly compensation, salary, commission, and others. Therefore, it can be said that the compensation structure will mainly help the employees of Mainfreight to get commission and other kinds of financial rewards (Gerber, 2018).

 

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Employee engagement 

The employee engagement strategy must be developed by HR of Mainfreight in order to engage the employees with each other. This will help the company to form potential team members by which goals and objectives can be achieved. The employee engagement strategy will also help HR to maintain a positive working environment. Moreover, the employee engagement strategy will help the company to mitigate the issues of Health and Safety.HOW With the implementation of an employee engagement strategy, the company will be able to develop a connection with the employees for creating a sense of belongingness and value in the firm. The development of skills is also one of the major benefits that the company will get by implementing the employee engagement strategy. For example, if there is any incident at the organization like a chemical spill or any other hazard the employees must be treated fairly instead of being blamed or taking any action, the employees must be motivated and educate them how to solve the issue. Due to this the employees will get confidence and get motivated. This will result in a number of benefits to the firm i.e. increased employees’ efforts and productivity. Furthermore, the employee engagement will also encourage the staffs of Mainfreight to take initiatives of the firm’s development which will develop a personal connection with the company (employment, 2019). 

Employee retention 

Employee retention is also one of the best strategies by which the HR of Mainfreight will be able to motivate the employees. This strategy can be implemented by using an effective recruiting strategy in the company. The HR of Mainfreight must try to satisfy and appreciate its current employees and keep them motivated so that they can work in an effective way for the company’s development. As the company is operating is all over the country, therefore, it is very important for the HR team to hire potential employees who can increase productivity (Florentine, 2018). The employees can also be retained in the company if HR can provide rewards and promotions. For example, if the employees are working for a long period of time in the origination and are not being appreciated for what they have done or not rewarded there will be a loss of motivation. Motivation doesn’t just mean monetary it can be non-monetary i.e. appreciating the work done, employee of the week, holiday packages are some of the examples to keep the employees happy and increase the reputation of the organization The performance-based promotions and incentives can also be arranged by the HR management of Mainfreight in order to retain the potential employees in the company. 

Recommendation

In order to deal with complex human resource situation, the HR must try to use the approaches like training and development of Health and Safety, change management and adopting innovation. 

Training of Health and Safety- The training of Health and Safety can be one of the most effective approaches in order to deal with complex human resource situations. With the help of this approach, EXAMPLE?  the HR will be able to provide health security to the employees thereby developing the performance of employees (STAFFING, 2019). 

Adapting innovation- By adopting innovation, the human resource of Mainfreight will be able to implement new skills and techniques EXAMPLE? CITATION by which the performance of the firm can be developed. Moreover, the innovation in technology will also help the HR to use new HRIS for managing the performance of the employees (STAFFING, 2019). 

Conclusion

From the above study, it can be said that the organization has likewise built up the exhibition of the workers in a powerful manner with the assistance of execution examination strategy. On that note, it tends to be said that the exhibition examination method has been utilized by the firm for propelling the representatives by this the efficiency rate can be expanded by the Mainfreight. The valence mainly deals with the emotional orientation in which the human resource management of Mainfreight will be able to identify the values of the employees. In the same context, the human resource department will be able to provide both intrinsic and extrinsic rewards by which the employees can be satisfied. Therefore, the valence component will help the employees of Mainfreight to get both intrinsic and extrinsic rewards. Furthermore, reasonable arrangements and systems can likewise be actualized inside the association by utilizing the change the executive’s approach along these lines improving the presentation of the association.

 

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References

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Employment. (2019). Workplace policies. Retrieved from www.employment.govt.nz: https://www.employment.govt.nz/workplace-policies/

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Florentine, S. (2018, January 22). 6 effective strategies for improving employee retention. Retrieved August 19, 2019, from www.cio.co.nz: https://www.cio.co.nz/article/632401/6-effective-strategies-improving-employee-retention/

Gerber, S. (2018, March 26). 14 Tools to Measure Employee Performance. Retrieved from www.business.com: https://www.business.com/articles/14-best-tools-to-measure-employee-performance/

Hutching, C. (2018, May 29). Mainfreight rewards staff with bonuses costing $20m. Retrieved August 17, 2019, from www.stuff.co.nz: https://www.stuff.co.nz/business/104290111/mainfreight-rewards-staff-with-bonuses-costing-20m

Lăzăroiu, G. (2015). Employee motivation and job performance. Retrieved from https://www.ceeol.com: https://www.ceeol.com/search/article-detail?id=290576

Lăzăroiu, G. (2015). Work motivation and organizational behavior. Retrieved from WORK MOTIVATION AND ORGANIZATIONAL BEHAVIOR: https://www.ceeol.com/search/article-detail?id=298632

Lloyd, R. &. (2018). Expecting more out of expectancy theory. Retrieved from http://www.scholarspress.us: http://www.scholarspress.us/journals/IMR/pdf/IMR-1-2018/IMR-v1-n1-2018-4-19.pdf#page=28

Mainfreight. (2019). Quality, Environment & Safety. Retrieved from www.mainfreight.com: https://www.mainfreight.com/eu/en/eu-home/about-us/quality-and-safety.aspx

MARK. (2019, June 10). 5 Psychological Theories of Motivation to Increase Productivity. Retrieved August 15, 2019, from https://contactzilla.com: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/

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McLeod, S. (2018). Maslow’s Hierarchy of Needs. Retrieved from www.simplypsychology.org: https://www.simplypsychology.org/maslow.html

Shields, J. B.-S.-S. (2015). Managing employee performance & reward. Retrieved from https://books.google.co.in: https://books.google.co.in/books?hl=en&lr=&id=mqKNCgAAQBAJ&oi=fnd&pg=PR8&dq=employee+motivation+theories&ots=P5-nt7OiAm&sig=hm1D5NlbrCzooIwyDcSXP7tnOdo#v=onepage&q=employee%20motivation%20theories&f=false

STAFFING, A. (2019). 10 of Today’s Common Human Resource Challenges. Retrieved from www.atlasstaffing.net: https://www.atlasstaffing.net/blog/10-todays-common-human-resource-challenges

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