Efficient tasks performance contributes to a critical role in determining an organization’s success. Pan (2017) defines task performance as the level of effectiveness within an organization with which work incumbents execute activities which contribute either indirectly towards the technical core of an organization through the implementation of a part of the technical process or its provision. The contribution of employees to the professional focus of an organization can be achieved through the provision of the resources to execute their duties. The problem in my organization is low task performance.
Task performance often exhibits a curvilinear relationship with the turnover of an organization (Robbins & Judge, 2017). The turnover in jobs that have high complexity is often higher for the low performers. Contrarily, turnover is often low for high-performers in an organization, which is relative to the performance of employees working in positions considered to be of low complexity. The level of task performance in an organization is determined by a combination of efficiency and effectiveness of individuals in the execution of core job tasks within the organization (Robbins & Judge, 2017). An individual’s task performance level can be measured by both the number and quality of products that are produced within a timeline of an hour. Notably, task performance is an essential human output that contributes to organizational success. Poor task performance among employees within an organization often leads to low outputs within an organization.
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Goal setting theory is fundamental in the determination of an individual’s task performance level within an organization (Welsh & Ordóñez, 2014). Based on the principle that the core of life is resolute, goal setting theory establishes that an individual’s commitment to a given course within an organization is ideal for the realization of the organization’s success. The theory posits that individuals’ deliberate choices and conscious intentions do not influence their lives. Instead, they are influenced by their mental processes controlled by environmental or organizational features operating based on the guidance of organizational goals.
References
Pan, G. (2017). The Effects of Burnout on Task Performance and Turnover Intention of New Generation of Skilled Workers. Journal of Human Resource and Sustainability Studies, 5 (03), 156.
Robbins, S. P. & Judge, T. A. (2017). Organizational Behavior (17 th Edition). Pearson.
Welsh, D. T., & Ordóñez, L. D. (2014). The Dark Side of Consecutive High-Performance Goals: Linking Goal Setting, Depletion, and Unethical Behavior. Organizational Behavior and Human Decision Processes, 123 (2), 79-89.
