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Nike
At the heart of Nike's approach to managing organizational performance is its creating a culture of empowerment. This combines with the use of targets and measures to manage organizational performance both proactively and retroactively. It details these approaches in its Corporate Social Responsibility Report (2013). These tactics relate well to the approach outlined in Cascio (2013) of define performance, facilitate performance and encourage performance.
The first part of Nike's approach is to create a culture of performance, which is the facilitate and encourage parts of Cascio's formula. Nike seeks to be the best in its industry, and this philosophy has become part of the corporate culture. The company believes in performance at all levels, and in removing barriers to performance within its organization. At the heart of the empowerment model is "attract, develop, empower." Nike wants to hire the right people from the outset, which places significant emphasis on the importance of the human resources function to drive success. The company believes in building teams as well, something that it feels fits within its ethic and also fits with the philosophy of empowering people. Teamwork creates a supportive environment that allows people to excel as individuals.
The second part of Nike's approach is the goal-setting...
Cascio notes that goal-setting helps to define performance, both at the organizational level but also at the individual level. Setting goals helps provide not only motivation for the employee but also a means of quantifying performance. It is not enough to build a culture that emphasizes performance, Nike recognizes that performance objectives must be set, and this is how the company can evaluate performance. Cascio note that measurement and assessment flow from having targets. The targets must be achievable to be relevant and quantifiable to give management the opportunity to properly evaluate performance.
Performance appraisal systems should be formalized so that the company can accurately gauge the performance of teams and individuals. Appraisals are key to this process. Nike builds worker-management communication into its framework, which is important to ensuring that the appraisal feedback is motivating and a learning experience, rather than a negative experience.
The final step as Cascio notes is to encourage performance. Nike does this well. The company's teamwork emphasis provides the opportunity for employees to give each other the positive feedback that they need for empowerment, and management seeks to empower employees as well.
This analysis shows that Nike follows a good path to managing…
References
Cascio, W.F. (2013). Managing human resources: Productivity, quality of work life, profits (9th ed.). New York, NY: McGraw-Hill
Nike Corporate Social Responsibility Report (2013). Retrieved November 23, 2013 from http://www.nikebiz.com/crreport/content/workers-and-factories/3-9-1-our-approach.php?cat=hr
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