Strategies to implement best practices in an organization
The business landscape is dynamic, and the levels of competition keep on changing. Unless the organization implements the best practices, it will not achieve its goals, and it will be vulnerable. Below are strategies that can be used to implement the best practices for better performance in the organization.
Accountability
Accountability is an essential practice that, once applied, it will make the organization perform better in the long run. The strategy for implementing accountability is to set SMART objectives, making it easier for the management to follow up on the employee’s work. Each worker will be assigned a specific task that needs to be completed. If the job assigned is specific, the employee will work on it and submit results without diverting attention. The goal must also be to measure bale so that each measured quantity can be followed up. For example, suppose a job is to be performed in five days. In that case, the employee will be expected to perform at least a fifth of the job daily, and the following measurement of the goal will improve accountability in the workplace. The goal must also be attainable, relevant, and timely, meaning that each employee is given a job they can perform. After the goals have been assigned to the individuals, proper follow-up must be conducted so that each of the parameters of the objectives is achieved to the last latter. It is also prudent to have a difficult conversation when an employee performs poorly and tells them what was to be done was not met (Pobalireland 2012). Punishment can be introduced to make the people perform better in the respective roles assigned to them. However, accountability will be achieved if the employees’ feelings are always considered and made to understand what is expected of them for better performance.
Developing roles and responsibilities
If a person is allowed to do what they enjoy most, their performance will be improved in the organization. Therefore, the management must scrutinize the needs of the organization and have a clear focus on what needs to be done in the organization. After analyzing what needs to be done, it must conduct a SWOT analysis of all the staff so that each person is assigned in a place they are expert in, and in areas where they are weak, they are replaced with experts in such areas. After the people have been assigned their roles, there should be constant feedback on whether they are comfortable with the roles, and their feedback will be treated with urgency. Depending on the feedback, the management can organize training sessions to equip the employees with the right skills and capacity to serve the organization at the given place. The feedback loop will increase details in the job descriptions in the organization, and the people will know what is needed in their positions. Whenever there is an introduction of new technology and a particular responsibility, only the people working in such a department must be given the training opportunity (Sanaei, Sobhani, & Rajabzadeh, 2016). Benchmarking can also be used to improve the performance of people in their different roles in the organization.
Commitment and ethical behavior in the organization
Employee satisfaction will improve their morale to work, and they will be more dedicated in performing their roles, and the organization will better its revenue in the long run. Some strategies can improve the employee’s commitment and the practice of ethical behavior (Price, 2019). There must be open and transparent communication so that when an employee is employed in the organization, they are given a list of the dos and don’ts of the organization. The employees will be given a commitment form to sign. Whenever one becomes compliant with ethical behavior, they should be awarded in public. Those seeing the award will be motivated to be more ethical to get the rewards. The employees who go against ethical behavior must also be punished in public so that they may serve as an example of compliance so that the people will be able to work better. In ensuring that policies are followed so that their emotions are also considered in the policymaking.
References
Feeley & Driscoll. [Feeley Driscoll]. (2015, May 14). Best Practices for Non-profit Board Governance. [Video File]. Retrieved from https://www.youtube.com/watch?v=aqEkjqN1sCU (6:49 mins)
McInnes Cooper (2014). The top 5 corporate governance best practices that benefit every company. Retrieved from https://www.mcinnescooper.com/publications/legal-update-the-top-5-corporate-governance-best-practices-that-benefit-every-company/
Pobalireland (2012). Managing Better pt2 Principles of Good Governance [Video file]. Retrieved from https://www.youtube.com/watch?v=Vt7aTsmGq9Y (30:54) (Dated but very relevant)
Price, N. (2019). Nominating and governance committee best practices. Retrieved from https://insights.diligent.com/nominating-governance-committee/nominating-governance-committee-best-practices/
Sanaei, M. R., Sobhani, F. M., & Rajabzadeh, A. (2016). Toward An E-business Governance Model Based on GRC Concept. International Journal of Humanities, 23(3), 71–86. (Read sections 1 thru 4-1-6, p. 71-78). Retrieved from EBSCO multi-search.
Subramanian, G. (2015, 03). Corporate governance 2.0. Harvard Business Review, 93, 96-105. Retrieved from ProQuest Central Database.
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