Increasing Work Performance

Increasing Work Performance
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Increasing Work Performance
Section 1 - Planning work orientation and job design
- Application of motivation theories and empowerment techniques
An effective workplace performance is one of the key elements in the success of any company, and the effectiveness of the staff employed will determine just how successful the company will be. Organizations should always strive to increase the work performance of their workforce since this will contribute to their success. An example of a company that has focused on increasing work performance is Emirates Airlines. Emirates Airlines is the largest airline in the Middle East and one of the most consistently profitable airlines in the world in an industry filled very many competitors. Dessler (2010) stated that a contributing factor to this success is the effective performance review/appraisal of all the supervisors and staff members. The emphasis of this appraisal is on development training plans, improvement of staff morale in order to develop the employees towards high customer service skills and move them towards becoming an integral part of the long-term plans of Emirates Airport Services.
Moreover, the company’s Airport Services Officer has the responsibility of motivating and encouraging frontline staff and supervisors to come up with creative ideas and generate service improvement feedback, and he/she is a role model for this. He/she also supports, coaches, develops and motivates all the team members to build morale and ensure excellent grooming and discipline standards. Managers at Emirates Airlines display an outstanding motivational leadership, delegation and mentoring to facilitate customer satisfaction (Dessler, 2010). All these factors have contributed to increasing work performance at Emirates Airlines, and in turn, enhancing its success.
Effective employee motivation and empowerment techniques are imperative in increasing their work performance and this may be a catalyst to an organization’s success. Some of the appropriate motivation and empowerment techniques that a manager can apply include communication, and it is crucial for a manager to involve his/her team in decision-making and embrace their creativity and ideas (Aguinis, 2009). Secondly is by creating a conducive and supportive environment that will allow employees to be creative and try new things, and this provides a vehicle for empowerment. Thirdly is by leading by example. The manager needs to be involved and participating, but not controlling, he/she needs to be approachable and a mentor rather than a boss. Fourth is by recognizing and rewarding if an employee goes above and beyond the expectations (Murell & Meredith 2000).
- Communication styles and techniques
Understanding others and being understood is very critical in effective communication. The two main communication styles that managers can use are written and verbal. With written communication, the shorter, more direct and simpler – the better (Dessler 2010). This communication style needs to have the double purpose of sending messages and doing it within the quickest and shortest way possible without leaving out any necessary information. Verbal communication can also be applied and to be used effectively, the manager needs to be clear about the objective of the message, and should adapt the message to fit the employees’ likely expectations and capabilities (Aguinis 2009).
- Delegation techniques and processes
There are a number of essential techniques that can be applied for effective delegation management. The techniques represent procedures and processes that have proven their ability of getting results when used effectively. The following steps are important: defining the task, selecting the team or individual, assessing their ability and training needs, explaining the reasons for delegating, stating the expected results, considering the required resources, agreeing on deadlines, providing support and communication, and finally giving feedback on results (BPP 2008).
- Supervision styles working culture and practices
There are several supervision styles that can be applied. The first one is directing, and this involves high task or directive communications with low relationship or support behavior. Common use of directing supervision involves managing a motivated new comer to the specific task. A directing supervisor would identify a problem, set clear goals, define roles, and develop an action plan to solve problems. Moreover, he/she controls decision making, gives specific directions, initiates decision making and problem solving, announces solutions and decisions, and personally supervises and evaluates the work (Dessler 2010). The other supervision style is coaching, which involves high supportive and high directive behavior. It is used in managing a reluctant or uncertain learner and people who need support or convincing along with task guidance. This supervision style makes use of clear, supporting and assertive communication behaviors. Typically, a coaching supervisor identifies a problem, sets goals, recognizes and praises progress, explains decisions, solicits ideas, makes final decisions after hearing from the member’s feelings, opinions and ideas, continues to direct work and finally evaluates work (Dessler 2010).
The third supervision style is supporting, involving high supportive and low directive behavior. It is commonly used in managing an insecure but competent volunteer/member. This supervision style makes use of attracting or bridging communication behaviors such as involving the other person, active listening, disclosing, finding the common ground, as well as visioning – attracting the other person to a course of action. The final supervision style is delegating and it incorporates low task or directive communications with low supportive behavior. It involves managing a motivated and competent member, where the team/person provides much of their own guidance and support (Murell & Meredith 2000). Working culture and practices include observing diligence and accuracy, punctuality, respect, honesty, integrity and efficiency.
- Regulations and codes of practice
Code of practice entails a set of written guidelines or professional standards that help in compliance with ethical standards, and also in promoting good business practices (BPP 2008). The following outlines the code of conduct:
Confidentiality: The Company is committed to maintaining a high degree of integrity in all its dealings with both employees and clients. Ethics: The Company conducts all its services honorably and in honest ethical manners. Professional conduct: The Company conducts all its activities professionally and with veracity. Equality and discrimination: The Company strives to be objective and fair in its actions and the decisions made are never influenced by personal disability, race, gender, age or creed. Diversity issues – To ensure diversity, the company hires employees from different backgrounds, ethnicities, gender, age and experiences.
Section2 - Performance monitoring and assessment 
The following factors are involved in planning the monitoring and assessment of work performance. The first one is time, and it is imperative that managers conduct the monitoring and assessment of work performan...