Individual Role and Performance Expectation in a business organization

University of Bosaso
Mr. Guhaad Abdirahman
September 2018

Individual Role and Performance Expectation in a business organization
A business organisation needs an effective performance process that supports all employees in within the firm. Higher participation rate of employees results to better performance which increases the productivity of a business. However, there are cases where workers are demoralised and individual roles are overlooked by employees. This can be largely attributed by poor teamwork spirit and lack of proper strategic plan to coordinate business activities. This essay is committed to find out some of the forces that trigger the effectiveness of performance of workers, how various rewards can affect the performance of individual employees, to define position statement and some of the qualities a good position statement has, to determine how teamwork affect the overall performance of a business, methods through which a business manager can improve teamwork culture and some of the challenges encountered by the business management when trying to embrace the culture of teamwork.
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Position description is a statement that spells out major duties , responsibilities and supervisory relationships that an employee shall have while working for a given business organization. The statement can also involve summarised regulation guidelines that an employee is supposed to adhere to while working for the organization (Ualberta 2010). Such regulations can include reporting time, leaving time, number of working days within a week, leaves and whom to report to in case of any issues. The statement not only outlines the terms of duties but also the remuneration an employee is entitled while working for the organization. The remuneration can change depending on performance of the employee. The statement should be clear and concise to accurately describe all details so that a person undertaking the prescribed role to understand all details contained in the statement (Fogel 2011).
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A well designed job description statement should have the position designation, the supervisor of the job, summary of work that the subject is expected to perform, minimum requirement qualifications, special considerations that are required for the position and remuneration one should expect while undertaking duties in the position. An employee qualified for the job with listed requirements should also understand the statement well to avoid controversies that may arise while carrying out his/her duties. However, if the statement has ambiguous descriptions, proper consultation should be done with the management of the firm to avoid further misunderstandings (Schambers 2015).
Individual role in a business organization defines the personal commitment that contributes to the larger business goal. An employee who performs his duties well is likely to contribute more on attempts of the firm to thrive for success. The overall success of any business organization relies on the efforts of employees who play various roles within the business. Therefore, a good business culture should incorporate all employees entitled to various roles within the business. A comprehensive strategy spells out the boundaries which an employee can reach while carrying out his duties (Fareed 2013). Consequently, it is the duty of the manager to determine how various roles can be integrated to come up with a collective outcome that can benefit the business organization. A well strategic plan drawn to guide every employee provides daily working routines to every employee. As a result, business culture is born from working routine carried out by the employees. For instance, a collective working environment promotes teamwork which makes a business to have a teamwork culture.
The culture of teamwork has enabled many business organizations to achieve their goals. Team work makes employees to have a helping culture which increases business output, especially when activities are well coordinated. There are a number of benefits that a business is likely to have when it embraces the culture of teamwork. A business increases its efficiency in performance since every person in the team is focused to achieve a common goal. Every party in a team understands a common goal; thus makes the management of tasks to be quite easy.  Those who do not understand the output well are assisted by employees who understand in shared responsibilities within the work place. Good ideas about business activities are maintained easily by the business organization since new comers learn from those who have served the business for some time.  A business that embraces teamwork creates a good working environment since staff members feel confident of their work and autonomously perform their duties without any limits of creativity. The culture brings people together from different backgrounds, which promotes cultural integration and creativity within the working environment.  Consequently, projects carried out with team gives a firm an opportunity to develop professionally and have a vast experience through mutual learning.  Piper (2009) adds that a team environment is a learning environment and members are vital learning resources to one another. Workload is also effectively shared among the workers. Virtually, an individual employee feels that the amount of work he carries out in the firm is too little. Such shared workload encourages employees to impeccably work with an aim to achieve one common goal (Piper 2009). It is imperative to determine the strength of every employee so that each one of them handles the part he understands best. A business that encourages teamwork is able to resolve conflicts quite easily compared to a business that works under individualism culture. Since each member understands that he needs one another to accomplish certain tasks, employees fear to spark animosity that may throw the business organisation in turmoil. Therefore it is important to intrigue the teamwork culture and encourage workers to love one another to promote unity within the organization (Mattson 2015).
From the management perspective, there are a number of approaches one can take to ensure employees work as a team. Constant communication with the workers about the importance of unity and trust is vital (Halogen 2015). The management can prepare daily or weekly meetings to discuss milestones and achievements the firm has attained through teamwork. More collaborative ideas can also be suggested and adopted by the employees, which makes personnel to have an ownership feeling of the business organisation. Management should also support work network between various departments of the business organisation. This shall foster complementary strengths between various departments which shall nurture trust among workers. Evaluation of employee assessment on regular basis is imperative. A business that encourages team work often finds it difficult to evaluate individual efforts since a single task is handled by many people. However, evaluation methods like use of scorecards can be employed to determine the work force contributed by individual person to achieve the results. Clear communication processes help employees to understand their roles in business and avoid any occasions that may bring about altercations with their employers. For instance, if a manager instructs his junior staff respectfully, employees are encouraged to work harder since they understand they are important to the business as well (Tziner 2006). However, if a manager talks rudely or threatens workers, some of the workers are likely to be offended and work towards undermining team work. This often creates within the working environment, which reduces the output of the business (Westover & Taylor 2010).
Various factors can affect the performance of employees in a given business organization. Remuneration is one of the intrinsic motivational factors that have a direct effect towards the performance of an employee. Remuneration is a form of a pay, salary, wages or commission accrued to a person who has rendered his services or supplied goods to a particular organization. Remuneration also includes bonuses, other benefits like pension plans and non-monetary incentives. According to Premuzic (2013), higher remuneration increases the level of performance which also leads to job satisfaction (Premuzic 2013). Since achievement of business goals directly rely on employees efforts, remuneration is considered as an important tool to influence the performance of employees. On the other hand, Fransoo,Wafler & Wilson (2006) argue that other factors like employer-employee relation also have a significant effect to the performance of an employee compared to the level of remuneration. Therefore, performance does not entirely rely on the remuneration given to the employee but also environment in which the employee works in (Fareed,Z et al. 2013).
Employees who are well motivated are encouraged to deliver services beyond the expectation of the business management, which makes a business to gain more profits. To encourage more employees, good rewards should be given to those who have worked hard serve as an example to others (Borzaga & Tortia 2006). This is an intrinsic motivation as opposed to extrinsic motivation where one works hard to avoid being fired or confronted by the employer. The business culture of working hard to be rewarded other than to be punished encourages employees to work without supervision. Therefore, it is upon the management to determine the amount of remuneration one can be given after working beyond expectation (Ayobami 2007).
Many a times, performance management has been a problem to many firms since it does not  have a quantitative scale that can be relied on to come up with real data that can quantify the output of a worker. While professional human resources are assumed to have the ability to offer optimal performance that is predictive and easy to manage, they still pose a number challenges which make it impossible to manage their performances, especially in a team work environment where many people are involved to complete a single task (Sarwar & Abugre 2013).   Positive thinking and strategic focus enables a business to manage its performance in a better way since such strategies have well outlined plans that are followed to achieve the set goals. In other words, a business should draw a plan that has well defined guidelines based on the ability of each worker. Performance of each employee can be marked using a score card to determine the performance of each worker. This performance approach relies on the efforts of the management of a business to come up with better human resource management approaches that engage every party that takes part in the business activities (Bishop 2007). It is imperative for any given business management to device innovative techniques that can be used by workers to improve the quality of goods and services through uniqueness. This can be well achieved when the management has set proper guidelines that are followed when carrying out various tasks within the business (Abugre 2011).
In conclusion, Position Description statement summarises the role and duties that one is expected to undertake in the business organization. Daily routine of a business gives rise to a business culture that every generation of employees can adopt and pass it to another generation. Employees who work together to achieve a common goal encourage teamwork in a business. Teamwork culture has a number advantages including increased output, easy learning and reduced working conflicts. Team work also brings about innovation in a business which encourages improves the quality of goods and services produced by the firm. Teamwork poses a major disadvantage to the management since it is difficult to determine the quality and quantity of individual employee. The management is expected to recognise and reinforce performance of employees according to performance of a given employee. It is the duty of the management to determine the reward each employee is entitled based on the individual work output. Remuneration is an intrinsic motivational factor that encourages an employee to work harder and earn more. The management can use a scorecard to determine the work performed by an individual employee.
 References
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