MN7369 Improving Organisational Performance Assignment Sample

Introduction

The reality of the tourism industry in today’s digitally connected world has penetrated the decision making process of travellers. As the internet allows the travellers to get to know about the travelling place faster and help to sort out the travelling plan by themselves in one click of a button. This brings another challenge to the tourism sector to offer information and more attractive packages at affordable prices to represent the uniqueness of their offerings. It is not surprising why tourism researchers are emphasising on the importance of the social media platform to reach the customers base as per age. To offer a customised set of package tours for the sets of customer base to re-engage the customer with the company again. Companies like Travel to go are redoubling their efforts to bring unique items in their portfolio of travel plans from long tours to short excursions from different cities around the world. Today most of the successful organisations have the understanding of the importance of utilising the human resource in order to magnify the importance of utilising it to gain advantages over competition. The study shows that when little or no attention is given to the creativity of the employee the level of the performance will get affected. The employee perception will be different for the different locations identified in the different phases such as Rome, London and Thiruvananthapuram.

Discussion

In Phase 1 of the travel to go has ambition to location Thiruvananthapuram is involved, for phase 2 of the travel to go organisation, the location of London is involved and lastly for the third location, the necessary region of Rome is involved. Thus, the choice of work operations targeted by the company travel to go is explicit and very different from another. The necessary work atmosphere involving that of India, UK and Italy where these particular locations reside is very different from one another thereby requiring the appropriate criteria of high performance practices to be implemented in these regions for reaching the maximum level of efficiency that can be possible for the travel organisation, namely the travel to go. The high performance criteria for the organisation will be selected based on the factors specified for the organisation. In the contemporary business organisation, the businesses have to carry out activities in ways that are more competitive. One of the challenges faced by modern organisations is to gain advantages from competitive points over the competitors in the market. As today most organisations understand the importance of human resource management. The data that is analysed by using coefficient of correlation technique and analysing regression will help to understand the data.

Figure 1: Effect of HPWP

(Source: https://www.emerald.com/insight/content/doi/10.1108/TR-07-2018-0101/full/html)

Performance from the Task A activity to improve the organisational effectiveness

1. Human Resource – In a company department of human resource plays an important role in the effectiveness of the organisation of a company. As professional human resources of a company play an important role in recruiting new employees, it impacts the goals of the company. Human resource personnel are used to provide assistance with the purpose of increasing the effectiveness of the organisation to implement new design in the business strategies.

2. Focusing on Growth – It requires measures to perform tasks with different groups and individuals. As leaders understand the importance of the weakness and strength of professionals of respective individuals in the group to make plans to improve the organisation and resolve to provide solutions to the organisation. Identifying the weakness and strengths of professionals with educational backgrounds helps to strengthen the company’s focus on growth. As the team develops skills which are contemporary to the strength the company already grapes in maximising the performance. The efficiency of a company requires understanding the professional role within the business as well as improving the ability to make use of skills which are unique. Ability to make changes to the company in order to find the ability, strength. Identifying the weakness where professionals face toughness in working as a team.

3. Using technology – Incorporating technology in the organisation helps professionals to find best ways to shield the ways to better protect the business and information to the client to set a budget. Working with professionals from diverse field sets help the company to increase the efficiency of the company to reduce the service quality. As a leader, obtain ideas which are unique to help the company to reduce costs to improve the service quality.

1. The performance outcome of the collection of data related to Thiruvananthapuram in the Task A activity shows the importance of the backwater in Kerala for tourist attraction, similarly the importance of the beach and Munnar in the portfolio of the package. The importance of high performance work practice in training has been conceptualising the AMO model to develop the concept of combining the interconnected human resource practice. However the high performance work practice appears to share a common goal that is framed positively to seek benefit of both the organisation and employees. The high performance work practice is earlier used to discuss in emphasising the need to reinforce the human resource practice to consistently maximise the idea of bundling the coherent system. The overall result of analysing the perception to understand the employee and human resource manager to understand the utilisation of high performance work practice as it influences the performance of the company. The realisation of the employee of the company to show the positive outcome of the performance of the work environment to the existing high performance work practice to impact the employees competence to facilitate the collective human resource practice. The study found that the association of high performance work practice and the behaviour of the manager need to be positive. Promoting the employee knowledge and motivating the need to provide common development knowledge skills to motivate the need to provide the employee with the flexibility to deliver the input to take decision

Figure 2: Sustainable Development Goals

(Source: https://www.frontiersin.org/articles/10.3389/fpsyg.2021.722973/full)

The reason for the outcome of Task A

According to the given case study, “Travel to go” is an Organization which mainly associated with arranging different excursions and tours in different cities all around the world. In here or in this specific context the Organization named as the “Travel to go” is asked to design different excursions and tours. They are planning all of these in such a way that, the travel partners of them could deliver all of those requirements and sell these plans to their customers. In this case, as an active management team for this Organization named as the “Travel to go” one must ensure that, the Organization is associated with all of their travel partners to conduct this kind of tours and Excursions.  It was also found that in the past few years the Organization is also associated with different kinds of commenced trading as well. The management team of this is supported with a total of 6 front line employees. The management team of this Organization is focused on “Delivering Outstanding Quality Tours and Excursions, Worldwide”. They are planning to execute their ideas in the several cities in where the potential amount of the tours and Excursion kind of place can take place. In order to these the management team is asked to deliver a survey report which is based on a specific city. The survey showed the need to do considerable work to motivate the need to analyse the ways to do better. The goals and metrics are not aligned to show the people are not clear to the organisation to translate the objective to meet the need at the individual level. As the agency vision is built on the collaborative effort a period of group work is involved in managing the team and customer. Organisational leadership requires participation actively in making decisions. The way to discuss the time required to gain the need to achieve the organisation goal is by not cutting the need on the quality of the service.

The sample collected from users in the travel agency from the specified geographic area. An initial sample of response obtained is based on the online travel agencies. Consumer satisfaction requires analysing the need to find the consequences of an effective approach in undertaking the need to conceptualise. The meaningfulness of the career growth makes an effort to create a network of strong membership, to reduce the toxic workplace in the behaviours and providing the alignment to the outcomes of the employee in the organisation. The satisfaction in conceptualising the judgement of incorporating the evaluation of using the experience of consumption. An expectation- satisfaction requires a review of functioning expectations from the consumer judgement. As the high performance work practice helps the employee to use sophisticated tools to increase the reach of the peer to peer interaction to inspire the people to travel. The consumer satisfaction is a cognitive approach towards conceptualising the judgement incorporating the evaluation of the use or consumption experience. The efficiency of a company requires understanding the professional role within the business as well as improving the ability to make use of skills which are unique. As a result of uncertainty of the mechanism of linking high performance work practice to perform, many have proposed concepts which vary. As posting pictures help the company post the experience to the customer to encourage real time interaction resolution. It keeps the consumer aware about the company promotion. The company offers a freemium model in the form of enabling the need to manage the culture. Leaders encourage the need to focus on how to contribute to the need for successful operational and financial condition of the company. According to the employees they believe is in the order for creative performance to need the organisation to invest optimally to ensure they possess their skillset, motivation and the ability to ensure that the organisation to strategies and certain practice the human resource the ability   the willingness to exert the opportunities to express the support and opportunity that can motivate the need to work creatively. The absenteeism of staff in the positive relationship between the high performance work practice and the satisfaction of the customer to mediate the satisfaction for the job.

Figure 3: High performance model for tourism industry

(Source: https://www.emerald.com/insight/content/doi/10.1108/IJCHM-10-2019-0864/full/)

Employee’s perception and attitude

High performance work practice is involved in substantial investment in human capital to empower employees by nourishing their knowledge, skills, flexibility, and motivation, with the expectation that an employer will provide them with the skills and opportunity to deliver input into workplace decisions. In return companies expect that empowered employees will be able to adapt quickly to the rapid change in market conditions, thus improving operational efficiency and performance of the company. High performance work practice works on a sophisticated concept of training, self-directed teams, sharing information on performance targets to enrich their business system and also the involvement and the consultation. Being a group of six organised people a training should be held for the employees to educate them on the basis of the culture about the countries of Rome, Thiruvananthapuram, and London. Thus after that a self-managed team is formed for the travel to do management system. How the employers handle the situation in this travel to do jobs is a very important point to notice. To make a successful business and to keep it going, the information on which the performance targets depend just like feedback is very important to know the statistics of the employee’s performances. And also the consultative systems initiation is also much needed. Which person wants to go which place, what kind of ambience they want is a crucial thing among the customers to know for their enjoyment. Thus a consultation on this basis is quite equitable. High performance work practices are meant to lead a highly empowered workforce, with the alignment of the goals of the employees to manage the part of work processes to control the decision. The importance of managing the human resource in a motivated workforce will provide the flexibility of finding the essential challenges in the business in acknowledging the need of the traditional source of taking competitive advantages. The intricacies of high performance around the development will remain to be considered to realising the opportunity of the many organisations.

• High performance work practice systems versus practice of the individuals
• Financial measure taken for performance vs operational measures
• Service organisation versus manufacturing needs

The problem is that the theorists do not agree upon the bundle of better reflecting the organisation needs to label a particular bundle of practice. Researchers have suggested the need of no little attention to be require to be paid to the creativity of the employee. This has bring in the necessary of the creativity of the performance for the workers to understand the requirement for the creativity, as this will lead to the acceptance of the high performance work practice and the performance of the organisation. Using analysis in borders to enhance the importance of the role of the employee to understand the need to engage. It does go on to suggest appreciation to provide a clear understanding of employee engagement. According to the employees they believe is in the order for creative performance to need the organisation to invest optimally to ensure they possess their skillset, motivation and the ability to ensure that the organisation to strategies and certain practice the human resource the ability   the willingness to exert the opportunities to express the support and opportunity that can motivate the need to work creatively. As high performance work practice works on a sophisticated concept of training, self-directed teams, sharing information on performance targets to enrich their business system and also the involvement and the consultation. A group of six can analyse the need to understand the demand in the market to self-create the portfolio of the attraction points that will attract the travellers to begin the consultation with hierarchy to listen to the report of the employee to bring in high ethical standards to help the company to commit and relate the performance of the job to help the company to attract the workers that will share the knowledge. As posting pictures help the company post the experience to the customer to encourage real time interaction resolution. It keeps the consumer aware about the company promotion. The company offers a freemium model in the form of enabling the need to manage the culture. The culture of reflecting the performance of the system to manage the need of the structure to gather the knowledge for sharing among the employees to ensure the development of each other in the work. The company offers a freemium model in the form of enabling the need to manage the culture. The maintenance of a workforce of high quality is the main reason to bring in performance in the tourism industry. It shows the way to achieve the organisation’s need to find the parity between implementing ideas and creation.

The ability to perform by the employee to attend the range of skills to build capacity. However, analysing the order of the objective can include the practice of three literature  to construct the need of high performance work practice like Internal Mobility, Empowerment, Training in cross departmental. It is important that the hospitality industry and cross departmental training not only practise well but are necessary to meet the challenges of the work environment. The engagement of the employee to dedicate themselves emotionally, physically into the work roles respectively. Since the inception, the employee will emotionally re engage in the respective job roles. The attraction for both the practitioner and the key need to construct the potential effect on performance at the organisation level and the individual. The realisation of the employee of the company to show the positive outcome of the performance of the work environment to the existing high performance work practice to impact the employees  competence to facilitate the collective human resource practice. The implementation of high performance work practice helps to achieve the satisfaction of the employee to measure at the individual level. The desire to find the meaning of the work has substantially increased overtime. The reason behind this is the desire of the customer to achieve positive outcomes for the company that can be associated with understanding the need of improving the attitude towards working. It is evident from the study that the employee places importance on higher non – monetary achievement regarding the monetary ones. The meaningfulness of the career growth makes an effort to create a network of strong membership, to reduce the toxic workplace in the behaviours and providing the alignment to the outcomes of the employee in the organisation.

Figure 4: High performance work practice factors

(Source https://www.mdpi.com/2199-8531/6/3/83/)

High-performance work practises (HPWPs) are procedures that have been proven to increase a company’s ability to successfully recruit, select, hire, develop, and keep high-performing employees.

Engaging Staff

The unifying goal of the four activities in this organisational engagement subsystem is to ensure that employees are aware of and personally invested in the organisation’s goals and its level of success in pursuing it.

• Mission and vision communication
• Sharing of information
• Participation of employees in decision-making
• Remuneration based on performance

Acquiring and Developing 

The four activities in this subsystem concentrate on attracting, selecting, and developing workers in order to improve the workforce quality of the business.

• Judicious hiring
• Strict recruitment
• Lengthy training
• Career advancement

Empowering the Frontline

The ability and incentive of frontline employees, professionals in particular, to affect the quality and safety of the care that their care team provides is most immediately impacted by these practises.

• Employment security
• Reduced distinctions in status
• Decentralized decision-making and teams

Aligning Leaders

These procedures have an impact on the leadership’s ability to steer and develop the company as a whole.

• Linked to organisational needs is management training
• Succession preparation
• Remuneration based on performance

Comparing the employees perception to the outcomes of HPWP

Every employee perception depends on the overall performance of the group to achieve the needs of the company. Thus a consultation on this basis is quite equitable. High performance work practices are meant to lead a highly empowered workforce, with the alignment of the goals of the employees to manage the part of work processes to control the decision. The outcome of the implication is that the employee expands the needs to the exposure of the task to enhance the employee’s ability to perform better.  It is important that the hospitality industry and cross departmental training not only practise well but are necessary to meet the challenges of the work environment.  The current social and economic problems such as corruption and gender inequality can deprive the sector of growth as it might nudge the traveller to not travel to the region to explore. The study shows that when little or no attention is given to the creativity of the employee the level of the performance will get affected.

The employee perception will be different for the different locations identified in the different phases such as Rome, London and Thiruvananthapuram. Hence, the high performance factors will differ for each of these phase locations that is why the employee perception for these areas will also be different which was identified through Task A. The definitive goal which was learnt from the analysis was that it was important to study the cultural diversity and the stereotypes that existed within these regions to help carry forward the operations taking place within these phases for maximum efficiency in the operations of the travel organisation, namely travel to go. The employees’ experience varies from location of the task being executed. Interestingly the trust base of the employee is understanding to perform work and appreciating the work in a supportive environment to organise nature to motivate creativity and stimulating potential for contributing to the performance. Like in Rome the labour law is very strict to maintain work life balance. Wages are strictly based on the performance of the workers. As high performance work practice the main objective is to produce a collection of resources which are existing to explore the connection between the performance of the organisation and high performance work practice to attempt to evaluate the ways by which high performance work practice can be used to improve the performance of the organisation. The consumer satisfaction is a cognitive approach towards conceptualising the judgement incorporating the evaluation of the use or consumption experience. The efficiency of a company requires understanding the professional role within the business as well as improving the ability to make use of skills which are unique. As a result of uncertainty of the mechanism of linking high performance work practice to perform, many have proposed concepts which vary. It shows the way to achieve the organisation’s need to find the parity between implementing ideas and creation.

 The ability to perform by the employee to attend the range of skills to build capacity. This focused on change in the behaviour of the employee through assertive training to be able to reinforce the safety culture and training of the employee to challenge and recognise the poor practice and line manager to communicate with the mutual respect. The training of team leaders to develop the new attitude and capabilities is used to develop practice towards safety and production practice. The training for the job was given to those who will be redeployed for the reorganisation of the work. The motivation to perform was to go after the way of shit in the approach to manage the performance, packaging rewards and the communication to effectively perform the expectation and recognition to be met. New policies on managing the performance, designing the specialist in human resource to build reliance on discipline towards more regular feedback. The bonus system was developed to give financial recognition to meet the performance targets of individual employees. The main aim is to create understanding of the shared and commitment to the company’s goals. In an organisation high performance work practice are characterised by:

• Selective and sophisticated hiring process
• Security to employment and internal labour markets
• Compensation as per high performance
• Involvement of employee, sharing of information and voice of the worker
• Reducing the differential status

Figure 5: Employee creativity dependency on HPWP

(Source: https://www.mdpi.com/2071-1050/12/8/3295/)

The extent to which the chosen HPWP decreases the stress and win-win situation.

As opportunity helps to enhance the practice of the employees involved in measuring the information sharing pattern within the organisation. The high performance work practice mechanism motivates the employees to be involved in the work processes in a particular way to promote the application of skills with the objective of the organisation. The training of the employee to collect data of the area to explore the variables between the financial performance that may impact the company productivity and the impact of the high performance work practice followed by the company for the task. In a study it was found that the workers gain higher quality in the product, profitability which will benefit from the increased level of wages to get satisfaction in the job. It is surprising though that little research has been directed towards the interest of the employees to support high performance work practice in the workplace. The win-win potential of high performance work practice is the labour process as it is the consequence of the alienation of the workers and reduces job satisfaction. If the quality of the workforce is greater to lead in high organisation performance. The positive impact of high performance work practice on the employees is to derive the different experiences from the employees. Although job satisfaction will vary from type to type, job satisfaction forms an important basis on which the win-win high performance working practice model is implemented. The exchange of arguments will help to anticipate that the high performance work practice will have an impact on the safety performance which will be positive due to the commitment of the employees to the goals of the company in terms of safety. The safety training is positive with the compliance of safety and low rate of accidents. The manager’s ability to discuss with the employees the issue of safety openly will help to reduce the blame led commitment to achieve the goals of the company to the compliance. The concerns of raising the firm ability to meet the both safety performance and the performance goals are to be in tandem with the company’s ability to raise the concern. The intensification can make the employee feel pressured resulting in job dissatisfaction, more fatigue and stress due to imbalance in the work-life. The satisfaction in conceptualising the judgement of incorporating the evaluation of using the experience of consumption. An expectation- satisfaction requires a review of functioning expectations from the consumer judgement. The meaningfulness of the career growth makes an effort to create a network of strong membership, to reduce the toxic workplace in the behaviours and providing the alignment to the outcomes of the employee in the organisation. If high performance work practices get intensified then the mechanism of exchange between benefits and efforts will not act in the way positively to reflect the performance of the employees. The feeling of stress and fatigue will make the things more susceptible to the accidents as the result gets impaired to the cognitive capabilities of the employees. The intensification and the social exchange offer perspectives which are competing and are of limited basis of evidence to be decided on the relationship of the direction with respect to the safety standards.

Figure 6: HPWP factors on organisational performance

(Source: https://www.emerald.com/insight/content/doi/10.1108/IJPPM-03-2018-0092/full/)

As high performance work practice create a pool of several parameters which based on the need for autonomy to decision taking bailey of the individual employee to decide the outcome of the result, customer feedback base on the necessary services provided from the companies, The variation in skill set depends on the location of the tourist spot needed from the agency to provide the staff with the required set of skills, The identification of the work to add generous which are beneficial to the working condition for the organisation. The high performance work practice is critical for a company to maintain the balanced growth for the competitive advantages. The subtle difference is the most important factor that will bring in differentiation between the fine line of high performance of work practice and the work intensification and the stress between the works.

The Case Studies on applying the win-win high performance work practice in the workplace

The organisation examined were part of much larger studies that were commissioned by the DTI in which cases of high performance work practice in different sectors of the industry in the UK are considered. The advantages of using cases from the best hundred companies include:

1. The five hundred plus companies enter every year voluntarily, as less than twenty percent make it to the top hundred. The hundred companies, especially the top three, constantly excel in one or more categories that reflect the perfect workplace that will implement the win-win high performance work practice.

2. The order to reflect the rating essences the employees return hold sixty percent of the final score. The case studies reflect the extent to which the high performance work practice has become the basis of the ‘employee-centeredness’ in the organisation. The employee centeredness measures the eight categories to reflect the extent of satisfaction of the employees. The eight categories are:

• Leadership – The rating of the employees to the quality of the organisation head and the senior staff.
• Wellbeing – The rating of the employees to the pressure, stress and the balance between work and home.
• My team – The rating of the employees to their colleagues and teamwork
• My Company – The rating of the employees about the organisation for whom they work and oppose to the people with whom they work.
• My Manager – The rating of the employees about the day to day line manager.
• Personal growth – The rating of the employees about the extent to which they are being able to get access to learn and the face challenges in their job.
• Giving something back – The extent by which the employee feels that the organisation has given something back to the community.
• Fair Deal – The rating of the employees about the pay and benefits.

The idea behind the introduction of high performance work practice came from many sources. The first, was the introduction of an international benchmark of the businesses to identify the underperformance on the number of metrics such as cost to company, safety standards and the productivity of the organisation. This gives rise to the concern of the long term security of the plant. The second, was the plant has experience on the number of safety related tragedies. The third, was identification of the productivity and safety performance as strategic priorities for improving. In turn the employee role of engaging was understandable to be very important  to the need of performance of the employee as the general understanding across all the participants to indicate the effectiveness and efficiency of the employee to create the engaging environment to influence the creative activities from the precursor of the high performance work practice. These addition to the nature of the satisfaction-expectation relationship depends on several behavioural factors. As expectations may be more important when they are beyond dispute and the performance of the product is equivocal and well experienced. The data from the survey shows satisfaction is the difficult piece of information to obtain. Though the concept can be defined it varies widely from workers to workers. The concept is also compatible with the approach in psychological occupation of studying the occurrence of job stress. As it is a very psychological way to approach the argument that will make the high performance work practice argument distinctive. The most impact on the worker experience is the response is positive. Since the route like this is expected to go through which the practice of high performance work practice would measure the effect of performance.MN7369 Improving Organisational Performance Assignment Sample

Conclusion

As job stress is always not linked to hard work. Though it is quietly related to the strong evidence of a win-win way to underpin the need to introduce high performance work practices in every company. The philosophy of hard working at the same time ability to maintain job satisfaction means that a win-win working environment is possible. It is apparent to have a motivated commitment to do efficient work especially for providing services to gain competitive advantages over the markets of others. The study found that the association of high performance work practice and the behaviour of the manager need to be positive. In order to gain this, the management utilises the high performance work practice to create performance of understanding the relationship. The group of six critically evaluated the three given locations to find the details required to take the data. An expectation- satisfaction requires a review of functioning expectations from the consumer judgement. As high performance work practice is the main objective to produce a collection of resources which are existing to explore the connection between the performance of the organisation and high performance work practice to attempt to evaluate the ways by which high performance work practice can be used to improve the performance of the organisation. In order to achieve the necessary goals, the management of the company will utilise the high performance work practice that will create high perception of the employees to support the engagement of the employees to develop trust between the management and the employees. It is therefore suggested the need for trust and appreciation to provide the understanding of the relation between the engagement of the employee and the high performance work practice.

Reference List

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