The research was intended to analyze the impact of several factors that play crucial roles in an organization's performance. The particular characteristics highlighted in the article included personality, organizational culture, employees' satisfaction, commitment to the organization, and employee performance. The research anticipated determining how the mentioned factors influence organizational performance and the extent to which they impact it. Besides, to achieve its goals, the study employed particular methods of data collection and analysis.
The critical points investigated by the researchers indicated the main determinants of success or failure of every organization. To begin with, the personality of the employees is vital in every organization. How employees feel about the progress and their attitude towards their work determines how successful the company may grow. The comfort of the employees also determines their final output in a firm. Employee satisfaction is a critical motivator to encourage workers to give more results (Pang & Lu, 2018). Compare two instances where the employees are subjected to a rough working condition and another whereby employees are catered for satisfactorily. A comfortable working environment is ensured in the two cases. The output from the satisfied employees would be higher than what is produced by their uncomfortable colleagues.
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Additionally, the organizational culture plays a crucial role in impacting the performance of the organization. A concrete culture ensures that every new employee is incorporated into the everyday norm and easily maintainable performance rates. Again, employee performance is fundamental in ensuring the success of the firm. Organizational performance is cumulative of the individual employee performance. Therefore, the individual employee performance is directly proportional to the organizational performance. Besides, organizational commitment has a direct impact on the entire organization's performance. Commitment to the organization mutually depends on the stakeholders and the whole team in control of the firm, including employees. How much the employee feels attached to the organization determines the performance of the organization. Additionally, commitment is a motivating factor to the employees, and they target to perform their best to maintain the organization great.
Collected data focused on the factors influencing organizational performance. Notably, the information was sourced from employees, who in many cases play the paramount role in ensuring the organization’s performance. Researchers analyzed the data, and researchers made conclusions regarding the influence of the firm's success factors.
The researchers noted that the employee personality positively impacts the cumulative organizational performance to conclude on the research. Additionally, employee satisfaction motivates the performance of the organization through the employees' output. The researchers also noted that corporate culture critically influences the account, depending on the instilled cultural behaviors. A culture of focus and output orientation among workers influences the performance positively. Besides, employee performance is a direct determinant of the organizations' success. A negative employee performance brings poor performance in the firm and vice versa. Finally, the organization's commitment influences the organization's success directly, with a much commitment provoking better understanding.
From the research, apart from the factors influencing organizational performance, communication is also critical in determining how the employees perform their duties. Besides, the communication strategies utilized to approach employees are crucial since the organization has different people whose personalities and reactions differ (Abubakar et al., 2019). Firstly, to improve the company's employees' nature, the leader entitled to communicate should note other characters and handle them accordingly. For instance, how a leader takes youth and how the message is put vary from an aged worker's explanation.
Again, the communication factor has also impacted many companies move to ensure employee satisfaction. For instance, when the organization is in a financial crisis, prior information to the workers on delayed salaries instills a sense of value to their work (Carter et al., 2018). Hence they continue without feeling demoralized. On the other hand, a company that waits until the employees demand their salaries would face demotivated workers, which could be solved by communicating quickly. Additionally, the organizational culture needs to be well communicated to work in favor of the company. The organization's norms help incorporate new employees into the company's goals, targets, and missions. New employees are vulnerable to deteriorating the organization's culture; hence they need to be updated as early as possible to catch up with the experienced stakeholders. A firm's culture may include regular parties to celebrate overworking employees and whose performance surpassed their expectations. When new employees join the firm, there is a dire need to identify specific people who would show the new colleagues how they run. Otherwise, the culture could end up dying as old employees retire and switch to other jobs.
Furthermore, management should regularly check employee performance to keep the employees running to maintain the performance rates. Working without occasional review of the progress may lead to the poor performance of the labor factor. Again, to keep the organizational operations vibrant and active, particular employees' output needs to be reviewed after short periods to note changes and correct unwanted actions. Again, the performance review helps capture possible problems in the working areas which the employees might not mention to the senior management. Upon checking, the organization may take better actions to maintain a better environment and excellent output progress. Besides, regular motivational speaking and communication of the organization's motives, goals, and targets are critical in provoking employee performance (Abrashi, 2018). Working in the same organization and department for a long time might be dormant to some people.
Additionally, the virtue of working throughout weekdays on a twelve-month basis hits boring without a break. Therefore, the organization should consider taking some days off to relieve the employees and reevaluate their progress as a team, with some retreatments. Such motivations as company days-out create a rapport for the employees to interact freely regardless of company positions. Junior workers mingle with their managers, and more intimacy on the firm's performance is shared. Such get-togethers preach unity and togetherness in the organization. Also, motivational moments rejuvenate the employees' zeal to add an extra effort to their work field.
Again, organizational commitment needs to be emphasized in a peaceful way to keep the workers committed to their duties. Commitment factors include loyalty to the organization and its brand. A committed worker is more likely to do better in the organization than an employee whose main objective is to earn a salary. The top management, therefore, needs to emphasize loyalty and passion in working for the organization. The commitment may also be encouraged through offering some company's products to the employees as appreciation. Besides, the quality of goods and services determines how the employees consume their own company's products. Therefore, commitment to the firm is dependent on the management and the individual workers.
In conclusion, the research highlighted vital factors influencing the performance in many organizations. Researchers unbiasedly obtained the results, and the decisions are well reliable. Therefore, as many organizations aspire to succeed, there is a need to reiterate the influencing factors. Precisely, employees are core factors in determining the performance of an organization. The management should never view workers as slaves, instead of as the team controlling the whole performance. Leadership should serve employees with a comfortable work environment. The team should be encouraged and motivated regularly. Every individual worker should have ownership of the organization, consequently encouraging responsibility in their actions. Besides, the communication strategy must be doctored to suit the employees for better performance. The system should minimize the gap between junior and senior stakeholders to encourage work intimacy in the organization, hence creating a chance for everyone to air their views on the progress quickly.
References
Abrashi, G. (2018). Organizational Communication-the Importance of Communication Strategy in Times of Crisis for the Organization. European Journal of Social Sciences, 1(2), 21-25.
Carter, W. R., Nesbit, P. L., Badham, R. J., Parker, S. K., & Sung, L. K. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. The international journal of human resource management, 29(17), 2483-2502.
Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction and organizational performance. Maritime Business Review.
Abubakar, A. M., Elrehail, H., Alatailat, M. A., & Elçi, A. (2019). Knowledge management, decision-making style and organizational performance. Journal of Innovation & Knowledge, 4(2), 104-114.
