Employee Morale and Performance

EMPLOYEE PERFOMANCE AND MORALE

Employee Performance and Morale

Employees are considered essential organizational assets. According to Diamantidis and Chatzogiou (2019), effective exploitation of human resources within an organization helps organizations to have competitive advantages that will help them to survive in market environment that is constantly changing. It would be prudent to note that various surveys have indicated that employee motivation as well as skills and capabilities are instrumental for superior performance. According to Soeroso and Ujianto (2020), superior employee performance is needed for organizational effectiveness and ability to achieve set goals. In this essay, I will explain the factors that may impact employee performance. Factors that are work-related and those that are not work-related will be explored. In addition, I will explain how the said factors can be responded to so as to improve employee performance.

With regard to organizational-related factors, it is important to note that management support affects the performance of employees in an organization. Park et al (2020) points out that management support happens to have an impact on skill flexibility and adaptability. Adaptability influences the performance of an employee given that it enables the said employee to adapt and respond to changes within an organization. Therefore, it would be prudent to note that with management support, employees will be able to focus on the accomplishment of set organizational goals and be ready to embrace change. An organization that has adaptable employees is able to effectively respond to the continuously changing market environment (Soeroso and Ujianto, 2020). Apart from organizational support, employee development within an organization has a positive impact on performance. For instance, according to Diamantidis and Chatzoglou (2019), training is important to an organization owing to the fact that it improves employee performance. Although employee developement does not affect employee performance directly, it does influence the employee’s adaptability, proactivity, and skill flexibility. The said factors in turn affect employee performance. For this reason, companies that perceive employee training as a positive factor that will improve performance are more likely to train their employees.

Managers and clinical leaders can effectively respond to the relevant factors and thus improve the performance in the relevant settings. For instance, employees who feel that their organization supports them are more likely to perform better that those employees who feel that they are not supported (Park et al, 2020). There are various ways managers and clinical leaders can show their support to employees. For instance, the said leaders can encourage employees to be aware of their performance levels and recognize superior performance. Managers can also support employees by providing them with the relevant systems and tools to aid their respective function and trades. This effectively increases job satisfaction. There may also be need for managers to engage employees on an active and open basis so as to better understand their needs. With regard to training, managers and clinical leaders should come up with new training programs or improve the training culture within the organization (Diamantidis and Chatzigiou, 2018). The authors further suggest that the said programs should be properly formulated and implemented by, amongst other things; identifying areas that require knowledge, scheduling time for training, and selecting employees that require the said training. The said training is likely to come in handy in efforts to promote staff members’ knowledge and skills and thus improve their performance. In addition, a training culture that is well implemented will likely increase employee’s adaptability, ability to effectively respond to challenges (i.e. emerging job challenges and ethical dilemmas) – thus improving their performance.

Apart from organizational factors, employee-related factors also play an important role in influencing employee performance. The first factor happens to be the employee’s adaptability. According to Diamantidis and Chatzogiou (2018), organizations that employ individuals who are adaptable perform better. This is more so the case given that such employees can easily adapt to unusual situations and new job requirements within the organization. In addition, adaptable employees can work well with other employees despite their cultural or other related differences (Diamantidis and Chatzogiou, 2018). The second factor that is not work-related happens to be the skill level of the employee. Skill level happens to be directly related to employee performance. Employee’s skill level is related to adaptability in that an employee with a higher skill level will be more adaptable and thus perform better. Essentially, employees with a variety of skills are more likely to perform better owing to the fact that they can be able to create multiple alternatives to the organization’s job requirements (Diamantidis and Chatzogiou, 2018).