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Performance should be a priority within any organization. Specific tools which pinpoint both strengths and weaknesses are used in order to take the necessary measures. This is precisely what organizational assessment is all about and which we shall be examining in more detail hereunder.
A firm's strengths include areas where it is doing well. These need to be taken good care of so as to ensure that they remain as such, or to better still, improve even further. These could include efficient and motivated workers who are managing to outperform, or else managing to draw good terms with a supplier who is providing good quality stocks at relatively low prices.
Such aspects will have a direct impact on the firm's profits. In order to sustain such positive features it is important to act properly. For example, if you know that employees are motivated, it will pay to encourage them even further. This can be done by offering rewards or fringe benefits to make them even happier.
On the other hand it is important not to neglect harmful aspects but act on them as quickly as possible. Warnings which can point to such weaknesses in performance include disgruntled employees or through meetings. Another method of establishing where any weaknesses lie is through employee surveys.
Obviously it is crucial that once the problem areas are identified, suitable action is taken to solve the problems or at least start to reduce their negative impacts. This is extremely important as it often leads to organizational changes, which will in turn contribute to improve efficiency, gain competitive advantages, operate more successfully, and in time increase profits.
Continuous assessments are important to reach such goals. That is why a good communication structure is extremely important. This calls for meetings, task forces, workshops and an environment which encourages employees to show what they think and how they feel. After all employees are a major part of any business, and their opinions need to be valued and acted upon.
Interviews with employees are also helpful. Moreover, employee surveys should be carried out from time to time so as to encourage workers to show their views on different areas of the firm, their work environment and any other comments which they would like to make.
If these are plausible, management can take them into consideration to draw out action plans which it can then put into practice. Apart from making employees feel valued, such action plans can help to improve the organization's performance so as to hopefully change weaknesses into strengths as time goes by.
A firm's strengths include areas where it is doing well. These need to be taken good care of so as to ensure that they remain as such, or to better still, improve even further. These could include efficient and motivated workers who are managing to outperform, or else managing to draw good terms with a supplier who is providing good quality stocks at relatively low prices.
Such aspects will have a direct impact on the firm's profits. In order to sustain such positive features it is important to act properly. For example, if you know that employees are motivated, it will pay to encourage them even further. This can be done by offering rewards or fringe benefits to make them even happier.
On the other hand it is important not to neglect harmful aspects but act on them as quickly as possible. Warnings which can point to such weaknesses in performance include disgruntled employees or through meetings. Another method of establishing where any weaknesses lie is through employee surveys.
Obviously it is crucial that once the problem areas are identified, suitable action is taken to solve the problems or at least start to reduce their negative impacts. This is extremely important as it often leads to organizational changes, which will in turn contribute to improve efficiency, gain competitive advantages, operate more successfully, and in time increase profits.
Continuous assessments are important to reach such goals. That is why a good communication structure is extremely important. This calls for meetings, task forces, workshops and an environment which encourages employees to show what they think and how they feel. After all employees are a major part of any business, and their opinions need to be valued and acted upon.
Interviews with employees are also helpful. Moreover, employee surveys should be carried out from time to time so as to encourage workers to show their views on different areas of the firm, their work environment and any other comments which they would like to make.
If these are plausible, management can take them into consideration to draw out action plans which it can then put into practice. Apart from making employees feel valued, such action plans can help to improve the organization's performance so as to hopefully change weaknesses into strengths as time goes by.
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