A Higher Order of Organizational Performance

A Higher Order of Organizational Performance (aka A High-Performance Organization)

~ A Desired, To-Be, Future State ~

  • To what extent do workers find their jobs empowering and rewarding?
  • How many people have good rather than bad jobs?
  • To what degree is work pressure increasing and, if it is, then how are workers coping with it?
  • How many people enjoy work-life balance?

In today’s increasingly volatile, uncertain, complex, and ambiguous (VUCA) environment, organizations must adapt, overcome, and improvise with the goal of quickly and efficiently meeting the pressures and demands of a modern environment.  They must rely on the knowledge, skills, abilities, and experiences of a wide range of people to solve multifaceted problems, make good decisions, and deliver effective solutions to successfully achieve their strategic objectives.

These and other questions continue to fuel a worldwide interest in the quality of one’s working life but, more specifically, in developing high-performance organizations (HPOs).

Private-sector workers perceive themselves as having better chances of internal promotion than those in the public sector.  Professionals in the private sector feel much better informed than their public sector counterparts.  Employees in larger firms see themselves as having a better internal labor market but they do not, in any other respect, see themselves as experiencing an HPO as compared to those in smaller firms.  Older workers and those with longer tenure experience greater autonomy at work and the better paid feel both better informed and better rewarded.

The concept of high-performance organizations and applying the concepts to create HPOs are on many people’s mind both at the C?O and workforce levels.  HPOs are the flag-bearer of desired workplaces.  It is the desired, to-be, future-state of all organizations wanting to achieve their organizational vision, mission, and business goals.

What is meant by being an HPO?

A high-performance organization is a responsive organization where people, processes, and technology are fully aligned to produce exceptional results, experience rapid growth, and sustain its competitive advantage as compared to its competitors.

To elaborate, a high-performance organization is comprised of one or more teams consisting of two or more individuals with complementary skills, interests, and beliefs brought together for coordinated activities to achieve a higher goal.  The teams interact cooperatively and adaptively in pursuit of shared and valued objectives.  Additionally, they are committed to a common organizational purpose, work toward shared and meaningful performance goals, and take approaches for which they are mutually accountable.  The organization’s members have clearly defined and differentiated roles and responsibilities, hold task-relevant knowledge, and are interdependent

How would moving your business or your client’s business from where you/they are to a desired, to-be future state as defined as a higher order of organizational performance be beneficial?

How does one develop this higher order of organizational performance?

It begins with:

  • Realizing a higher order of organizational performance for you or them exists
  • Believing a higher order of organizational performance is achievable even if you do not know how to achieve it yet
  • Knowing there are professionals who can aid in the journey to a higher order of organizational performance
  • Calling an Industrial / Organizational psychology

Industrial / Organizational (I/O) psychology professionals improve the future of organizations.  We determine solutions to solve problems, promote stress free work environments, develop strong and productive teams, help organizations save money, increase stakeholder value, and aid an organization to run more effectively and efficiently.  I/O psychologist are a necessary tool in organizations wanting to move toward and achieve a higher order of organizational performance.

To conclude, the concept of organizations needing to always think about ways to add value to their services

and products is valid if they are to continue to lead their industry and survive.  Organizational leaders and its

workforce, being too close to the situation, are blind to seeing how to improve upon the return of their investment as well as, and possibly more importantly, how to enable the organization to grow to the next level.  An organization can use I/O psychology to increase efficiency and effectiveness and, subsequently, will increase the success of an organization.  I/O psychology can benefit an organization in many ways and its many benefits should not be overlooked.