😊Culture Change AND Rating of Employees Performance😉

CULTURE CHANGE

It is an interesting topic. 

we also decided to conduct a questionnaire survey to get more opinions to the question, we are being asked to discuss  the statement based on performance management by referring to culture change.

Performance Management, on one hand, is known as the process of drafting a work atmosphere or setting in which individuals are given the opportunity to perform to the best of their capacities (Werner, 2017: 279).

According to the same author, it is an entire work system which starts when a job is defined and applied through out an individual’s performance (Werner, 2017:279).

Culture on the other hand, refers to the lifestyle or a system of tradition that controls the idea and action of a given group of human beings in society (Domatob, 2011:78).

In addition to the definition, we are confronted with difficulties that need modification, renewal, and dismissal of some of the elements of our culture. This process is called Culture Change, from which we are being asked to give up on our routine way of doing things and adhere to a new and unknown culture (Domatob, 2011:86).

It is all about integrating to a new system different from the previous. It is not an easy task at all, therefore Performance Management is required in order to evaluate whether the organization has reached its goals and objectives or not (Demartini, 2014:153).

For instance, it will not always be an easy task for a former ABSA employee to quickly adapt to the way Standard Bank deals with its customers. Both banks have different strategies and systems hence training might be required at some stages in order to adapt to a new culture different from our previous.

According to Domatob (2011:89), Culture Change will always be an issue and challenge that some organizational employees will have to face. It is difficult to change the habit we have been adhering for a certain period of time, hence motivation shall have to take place. 

Managers need to always motivate their new and former employees to perform well at work or elsewhere (Demartini, 2014:162). Working in a culture we do not know and understand will result in us failing to fulfill our daily expectations and tasks.

Another example of culture change will be the world in which we live in today. The 21st century has come up with some interesting and amazing technologies that force and allow many organizations out there to better the promotion of their products and services.

Social media channels like YouTube, WhatsApp and many more, facilitate organizations daily work, hence a culture change might be observed to some employees not familiar with the technology and once again performance management will be of importance in this instance to make sure that the technology is being used correctly and to the organization’s benefit. (Bentley & O’Brien, 2017: 37)

Some organizations are used to the very old way of handling work related tasks hence a change might be expected in those organizations or else they will perish (Rausch, 2013:44).

Therefore, to see and understand that we have fully integrated to a new culture, we need to be evaluated and supervised. This can be achieved daily or weekly by an appointed supervisor who must be a prerequisite to all departments within the organization.

We believe that as an organization, we are expected to provide training to our employees, whether new comers or current. We need to provide development and guidance to our employees and the expectation that the individual shall perform according to acceptable performance criteria (Rausch, 2013:53). We need to regularly measure performance with the aim of improving the latter so that the organization meets its objectives and goals.

Performance Management is key to any organizational improvement (Postner, 2012:77). We can only be able to improve our level of performance if we are being managed and supervised to see whether we are doing well or not, and also repetition is important.

People need to adapt to and understand their environment in order for them to like it. Just like students need to like their courses of studies in order for them to pass them with good and acceptable marks. The opposite will result in a failure.

Regarding the standard rating question, in which we were asked whether everyone should be rated the same in order to avoid performance management which most  employees dislike , we totally disagree with everyone getting the same rate. It is so unprofessional to give a high mark to someone who does not deserve it. Stupid and lazy employees need to be picked up and rated accordingly.

For instance, in a classroom of ten pupils, we do have unintelligent pupils and intelligent ones, therefore it will be so unfair to rate both categories the same. Each and everyone of them should get an individual mark in order to allow the teacher to evaluate and see where improvement is needed in order to bring the dumb pupils to the same level of understanding as the intelligent ones.

In addition to this question, as mentioned above, we also conducted a questionnaire survey from which we gathered more and different views from different individuals as to whether performance management is needed in an organization or whether everyone should simply get rated the same or not. 

98 percent of people, that we approached, are sharing the same point of views as ours, meaning that we need to have individual evaluation within the company to help understand who amongst us need to better their level of performance. 

To close up this culture change statement, we would like to add that, it will definitely be a disaster and a very bad idea for managers to discontinue managing and evaluating their subordinate’s performance. 

We need to be evaluated to see whether we understand the culture or system we are working into. We also can not rate everyone the same as the result will not be accurate enough. It will be difficult to know the employee of the month for instance.

We need to know who deserves the best rating within the organization and who needs to improve in efforts to achieve the organization’s goals and objectives.

Individual employee rating is crucial to any organization willing to change the culture of its employees and improve their performances.

We also conducted a questionnaire survey as an additional approach to get more insight on the topic.  4 individuals who are employees from different entities were able to share their views and opinions based on the questions we asked below, and that allowed us to make some conclusions and understand performance management from their perspective.  

QUESTION 1: 

Should every employer evaluate, rate and manage its subordinates’ performances?  Kindly provide a reason to your answer, whether yes or no. 

• Sainclair Misandji: Yes, as this assist employees and employers to either maintain or improve the level of performance. 

• Thierry omatuku: yes, it is good for manager to rate his staff to make them competitive by providing them awards which will lead to the increase of productivity of the business 

• Juresse Lokosha : Yes, because it helps both employer and employee to identify the areas that need more improvements for better performances. It  will create in addition fair performance standards so the employer and employee will be able to deliver a performance that is acceptable 

• Reginald Jabulani:  Evaluations help Identify areas of improvement and enables employers to provide the appropriate training and resource for the employees to undertake their work efficiently and effectively. 

 

QUESTION 2:   

What would happen if the performance of the employees is no longer evaluated by the employer?  

• Sainclair Misandji:  the employer will not be aware of weakness areas within the entity and its employees. The employer will not be aware of areas that require change or improvement. 

• Thierry omatuku: employees will not perform and will not feel motivated to do the right job at the required time and it might lead to the loss of customers 

• Juresse Lokosha: The employees will not be aware of the standard of works that they need to deliver as well as what is considered as acceptable performance, and this will lead to a lack of efficiency and improvements in the services. 

• Reginald Jabulani: inefficiencies would occur due to lack of identification of the employees’needs   

QUESTION 3:  

Should every employee receive the same rating?  Give a reason to your response 

• Sainclair Misandji: No, because each employee is different; for instance, each employee has completed different levels of education. Each employee performs a different task or duty. 

• Thierry Omatuku: No, because the performance is individual and every employee have his own strength and weakness, and therefore there will be those among them who are excellent and others who are just good. 

• Juresse Lokosha: No, because each employee responds differently and has different opinion to a certain question or matter therefore the rating shouldn’t be the same. 

• Reginald Jabulani: No, as they should strive to improve their rating and competition brings better performance  

QUESTION 4:  

What impact will “culture change” have on the performance of your employees within your entity? 

• Sainclair Misandji:  culture change within employees helps them understand one-another and by understanding one-another, individuals are able to work together smoothly 

• Thierry Omatuku: Given that a culture within an organisation is the manner of doing things, when it changes, it might have a positive and a negative impact on employees and it is up to the whole organisation to turn the negative impact into a positive one. 

• Juresse Lokosha: Culture change will improve a better relationship between coworkers and that will help them to be more productive. 

• Reginald Jabulani: Culture change often shocks the employees but should not always be viewed as negative.  If  the change leads to overall company improvement, then it is warranted and  necessary for progression and growth

CONCLUSION

To sum up, we found out that performance appraisals prove to be useful in the utilisation of job rating achievement.

Also that management has to consider setting, clarified and specified performance expectations for each employee and give periodical feedback in order to be successful by comparing to company goals (Barnds 2018:20).

Culture changed, on the other hand, plays an important role which could be a terrible disaster and give bad idea for managers to discontinue managing and evaluating subordinate's performance. In addition, they need to be evaluated to see whether we understand the culture or system we are working into. Provided we can not rate everyone the same results which can not be accurate enough.

We will also yield on not knowing which employee stood out within the month. We need to be aware about who deserves the best rating within the organisation and who needs to improve his or her efforts to achieve the organisations goals and objectives. And employee performance is crucial in all businesses to change the culture of its employees and improvement of their performance.

We also concluded that human resource systems has to be achieved using skills, knowledge and abilities which can impact on the development of workers which is the motive in involvement of human resource systems. Skills development also shows that there is an increase in job function which aid on inadequate skills in the organisation and proven to give job satisfaction and trust. The personnel behaviour which is a vital role since it prevents employees from absenteeism . Positive judgement can be obtained through work effectiveness theory which is the first priority in purpose of effectiveness.

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