management of the organization essay
Today, effective organizational performance is one of the primary concerns of virtually all organizations. However, the effective organizational performance begins with the effective performance of employees and managers. In actuality, many specialists (Drucker, 2005; Hill & Lineback, 2011) focus on the analysis of issues that affect individual performance of employees and managers and suggest ways for their improvement. Obviously, through the improvement of individual performance of managers and employees, organizations can reach the overall improvement of the organizational performance. Therefore, the improvement of individual performance leads to the improvement of the organizational performance that makes methods of the improvement of individual performance particularly important in the contemporary business environment.
In fact, Drucker (2005) argues that today employees and managers have ample opportunities for the career development and growth. On the other hand he warns that with opportunity comes responsibility (Drucker, 2005). This means that employees and managers should understand that their career development does not only open wide opportunities, but also imposes great responsibility on them. The further they progress in their professional development, the greater responsibility they have in relation to their organization, which promotes them and provides with larger opportunities.
In such a situation, it is hardly possible to disagree with Drucker (2005) but still it is worth mentioning the fact that along with the career development of each individual changes his or her needs, which grow more and more complicated in the course of the personal and professional development of an individual. Therefore, individuals should be conscious of their responsible but, on the other hand, organizations should be aware of growing needs of employees and managers and meet them.
Furthermore, the combination of strengths and self-knowledge contributes to the professional excellence (Drucker, 2005). This means that individuals should assess adequately their strengths and understand their knowledge and potential. In such a way, they can grow professionally.
In fact, this assumption is just because the adequate understanding of one’s potential helps to reach positive outcomes in the professional development. Individuals need to keep progressing but if they fail to combine their actual strengths with professional knowledge, they can succeed in their career.
In this regard, Drucker (2005) suggests an idea that is close to the previous one, namely he argues that adequate self-assessment is essential for individual professional development (Drucker, 2005). The self-assessment comprises an integral part of the professional development of any individual. A person should assess adequately his/her abilities and skills and potential. In such a way, the individual can assess adequately his/her potential and prospects.
At this point, it is worth mentioning the fact that an individual can progress, if he/she knows what he/she needs to improve and what he/she has already reached in his/her professional development. In this regard, Drucker (2005) is definitely right, although he should take into consideration the fact that individuals may fail to conduct adequate self-assessment. Hence, self-assessment should be backed up with the external assessment of employees’ performance.
At the same time, the role of individual self-assessment is very important in his/her professional development. In this regard, Hill and Lineback (2011) suggests that self-management is a key to successful work (Hill & Lineback, 2011). They argue that self management contributes to the effective professional development and successful performance.
In this regard, Hill and Lineback (2011) suggest a very important idea of the importance of self-assessment but again, similarly to Drucker, they fail to take into consideration the importance of the external assessment of individual performance. This is exactly, where the problem may arise. For instance, if the self-assessment of an individual differs consistently from the external assessment of his/her performance, the individual may provoke conflicts with his/her social environment. Therefore, organizations should pay a lot of attention to the adequate assessment of employees’ performance to prevent conflicts and to improve their performance.
Specialists (Hill & Lineback, 2011) recommend developing managing the network to improve employees’ performance. This means that the workplace environment should represent a network, where employees cooperate closely with each other.
In fact, Hill and Lineback (2011) take into consideration the development of contemporary organizations. Today, employees and managers can use advanced technologies to develop networks and effective communication. Therefore, the effective management of networks is really an important aspect of the successful individual and organizational performance.
Furthermore, effective team management is also extremely important for the effective performance (Hill & Lineback, 2011). In fact, the team management depends on managers, who should organize the work of teams and maintain their effective performance.
Today, many organizations use teamwork to increase the cooperation between employees and to improve their performance through the effective collaboration. Hill and Lineback (2011) suggest a reasonable idea but they need to expand it further providing recommendations on the consistent improvement of the team work in the contemporary business environment.
Finally, clear and actionable road map contributes to the successful performance of managers (Hill & Lineback, 2011). This implies the accurate planning of the professional development and planning should be close to the real life.
This idea is right because planning of the career development helps to set achievable and actionable goals, which motivate employees to work better.
