Motivation On Organizational Effectiveness - Myassignmenthelp.Com

Question: Discuss About The Motivation On Organizational Effectiveness? Answer: Introducation Different organizations have different structures that are based on their objectives and culture. The structure of any organization would be the determinant of the way of the operations and the performances. Structures permit the responsibilities that are necessary for different processes and functions to be plainly allocated to different employees and departments. The most common forms of organizational structures are: flat, tall, hierarchical, centralized and decentralized (Naqshbandi and Kaur 2013). Flat Structure: A flat organizational structure contains fewer levels of management between the executive level and the front-line employees. The premises behind the flat organizational structure would be of empowering employees by means of them being turned into a bigger part of the decision-making process. This type of organizational structure displays good communication amongst the top management people and the employees, a good working spirit, lesser bureaucracy, easier decision making and fewer management levels (Lunenberg 2012). Toyota is an organizational example of flat structure, which has adopted this approach, and gained profits. Toyota had completely given up micromanaging its employees. Tall Structure: A tall organizational structure contains several levels of management and supervision. A long chain of command runs from the top of the organization to the bottom of it. The span of control is narrow, with a clearer management structure having clearer and distinct function in each layer. Coca Cola has tall organizational structure, it is managed by vertical hierarchy in which decision-making are made by upper level, while decisions related to daily operation are made by line manager who is in medium level. The tall structure of organization consists of various levels of hierarchy with multiple managers playing the roles of controlling and managing the employees and staffs. It is kind of complex, because of which, it takes more time to respond to the changes. The various levels of management within this organizational structure develop certain rules, regulations and laws that are needed to be followed by the lower level employees. The communication process is managed quite easily, though the decisions made take lots of time. Because of the involvement of multiple managers and supervisors, the costs of managing the business operations are more and due to this, it creates certain complexities as well (Alvesson 2012). Examples of tall organizational structure could be IBM, Wal-Mart that followed this kind of structure because of its large size as well as various departments consisting of managers. Hierarchical Structure Inside the hierarchical structure of an organization, power and accountability would be clearly quantified and allotted to the individuals in accordance to their standing and position inside the hierarchy. British Gas is an example of organization having hierarchical structure. Centralized and Decentralized Structure Centralized organizational structures have reliance only on a single individual for making decisions and providing directions for the organization. On the other hand, decentralized organizational structures most of the time contain individuals who are accountable for taking different business decisions and the running of business (Pekgun, Griffin and Keskinocak 2016). Microsoft is a centralized organization, whereas Tesco has a decentralized structure. Craigslist and Facebook are examples of organizations having both. A proper organizational culture helps in managing shared values and beliefs to make people understand their roles and responsibilities and even understand how the organization functions. Influence of Organizational Culture on Organizational effectiveness Organizational culture is considered by many as a factor that requires getting investigated from the perspective of organizational life. For accomplishing the objective of organizational performance level in the present competitive workplace, assessment of the degree of influence of the factors regarding this are getting more and more concentrated on by both academicians and practitioners. Organizational environment as being considered as a determining effect getting complex on the stratagem that enables the achievement of organizational level could play out a vital role in the association between organizational culture and organizational efficiency. The types of organizational culture have some relation with some organizational efficiency dimensions. In this association, the stability and variability of both the external and internal organizational environment and the values of the top managers have a moderating role to play. If commitment, possession of norms and values as per the organization, can be seen from the side of the employee, an increase in performance for achieving the organizational goals can be seen (Hatch and Cunliffe 2013; Powell and DiMaggio 2012). The satisfaction of customers can lead to attraction as well as retention of more customers, furthermore allow them to make decisions and reduce the chances of risks associated with the organization. To make loyal customers and influence their buying behaviors, it is important to provide rewards and other benefits through the usage of loyalty cards while making any purchases (Benn, Dunphy and Griffiths 2014). The loyalty cards are designed to target various market segments to whom the rewards shall be provided and ensure that they can be benefited somehow while making the next purchase through use of the loyalty cards. The organization must understand the needs and requirements of the customers and provide the benefits and rewards according to that, which would create customer satisfaction, attract as well as retain the new and existing customers respectively (Bschgens, Bausch and Balkin 2013). Impact of Learning on the Effectiveness of Employees A workforce that is engaged possesses the required skills, expertise and knowledge that is vital for any kind of organization who is looking for achieving high level of business success. In the present business scenario, learning and development has become an important mean of keeping employees engaged for maintaining the competitive advantage. Training and teaching employees is focused on imparting the skills that are required for doing this effectively. Flourishing organizations depend on their people for performing constantly well. This could be achieved only if the employees feel motivated and engaged. Proper knowledge in employees can help them nurture their talents and assisting them in learning new things and improving their performance eventually. Most employees want to feel like they are being productive and contributing something for their organization. Learning and development offers an option of addressing all the different human needs and largely improves employee engage ment. The learning and development would be possible by training and developmental sessions provided to the employees by the organization, which could not only facilitate the process of communication but would also result in making the employees skilled enough to reach the business goals and objectives by moving in the right direction. Using advanced technology during the learning process could increase the scopes and effectiveness of the training and developmental programs provided to the employees (Bolman and Deal 2017). Technological influence could be created by electronic learning via web based training, use of mobile technologies such as I-pad and managing simulations as well. Virtual reality could provide simulated training for making employees skilled and knowledgeable and improve the learning process for the employees within the organization. The technological advancements could also support the growth and development of personal and professional career of the employees with ease and effectiveness (Carter et al. 2013). Companies who are investing in their people via learning and development processes are also seen in a more favorable light by the employees than those in the company who dont. Linking objectives with the learning process would help make the work effective for managers. If conducted efficiently, learning and development would be able to be the means of motivation and engagement with employees like never before (Cherian and Jacob 2013; Dries, Vantilborgh and Pepermans 2012). Impact of Teamwork on Employee Effectiveness Working in teams encourages employees into contributing to the organization as much as possible in their capacity for reaching some common goals. Working in teams makes sure of timely delivery of work, as employees working in teams are more reliable, confident, proactive and efficient. Teamwork increases the efficiency of employee, which ultimately benefits the organization and yielding of higher profits. Teamwork leads to the appropriate delegation of responsibilities in accordance with the expertise, knowledge and skills sets of the employees. If the employees get the option of contributing as per their specialization and experience, then targets would be achieved more easily. Individuals who are working in teams have the option of interacting, discussing and brainstorming ideas for reaching any unique solution and also gaining from one anothers expertise. Work tales much lesser time when people having similar knowledge working in unison. Encouraging morning meetings at the office helps as the employees can come and meeting together on a common platform with their team leaders for planning their entire day. It is important that managers as well as the team members are aware of what the other team members are up to. It is impossible for people in working alone. Most of the problems evaporate if the employees get the option of voicing their concerns and discussing with their co-workers and supervisors (Farh, Seo and Tesluk 2012). There are various benefits of working as a team within the business organizations. First of all, it is easy to create a good culture and working environment and there are more scopes and opportunities to accomplish a task quickly and at the same time, focus on the enhancement of production level. The roles and responsibilities of the team members would be shared equally among themselves and tasks should be matched according to their skills and knowledge level. Team working could help people to communicate with each other effectively and even keep the goals and objectives clear and focused on (Cherian and Jacob 2013). Team working could also be possible by providing them with training and developmental sessions and furthermore enhance their skills to understand their roles while working as a team. All these approaches could help in improving the team performance and manage consistency in performances of the various team members (Cook et al. 2013). In spite of the benefits, there are few drawbacks as well such as mismatch of opinions of the various team members, which may create conflicts and misunderstandings. Every member might not feel mutually considerable due to difference in opinions, which could create further complexities and lack of decision-making ability too. Lack of participation of team members, ineffective group thinking ability, ineffective leadership of the team leader could also be other issues associated with the team working within organization. Team members also do not share adequate information, because of which, sometimes it becomes difficult to accomplish the project properly (Hatch and Cunliffe 2013). Lack of transparency is another issue faced while working as a team. The Chinese company: Huawei is one of the successful examples in implementing team work aspect within workforce structure in a way of approaching employees to achieve companys goalswith collaboration and dedication mode and successfully reflected this concept as one of core values in companys culture. Teamwork could develop a diversified work culture and become the organizational norm by ensuring that any sort of discrimination is prevented. The leaders make the employees informed about the goals and objectives that are needed to be achieved and create scopes for making the employees interact with each other and determine the benefits of working as a team. The performance management system is also useful for focusing on the value of teamwork and this will be possible by integrating the 360-degree feedback within the system. Feedbacks of employees should be taken for making necessary changes and improvements and make sure that the business outcomes are achieved (Hogg 2016). The employees must follow the laws, rules and regulations of the company, which could also give rise to a1.5 Impact of Leadership Behaviors on Organizations Leadership has direct causal and effect relationship with the organizations and their success. Leaders are the one who manage the employee motivation, culture and change toleration. They are the ones shaping institutional strategies that include their execution and efficiency. Leadership behavior allows the leader or manager of the organization to develop tone properly by creating policies and guidelines through maintenance of business values and mission. The policies and guidelines could help in identifying the weak performing employees and replace them with skilled workers. Organizational performances depend on the appropriate behaviors of the leaders and, so it is important to make sure that the leaders keep the employees motivated and consider their feedbacks and responses while making any decisions. This would make them feel valued for the organization and furthermore encourage them to perform to their potential, thereby improving the business performance and derive positive outcomes (Laloux 2014). One example could be how leadership impacted on the business performance at Tesco. Tesco followed the democratic leadership style for making sure that the responses and opinions of the employees were considered while making business decisions. The leadershi p qualities helped in managing the staffs properly and made sure that that it a good culture and working environment were maintained for fulfilling the needs and preferences of employees too. This resulted in employee satisfaction and improvement in morale, finally resulted in keeping the staffs motivated through good leadership skills. Leaders have the capacity of influencing everyone around them for reaping the maximum benefits possible from the resources of the organizations, which includes both the most crucial and the most expensive ones - the people. The present leadership theories define leadership on the basis of traits and the influence and power that is used for the achievement of the organizational objectives. Based on the different leadership traits, leaders might be classified into autocratic, democratic, bureaucratic or charismatic types. Autocratic leaders are mostly people who have the responsibility of leadership thrust upon them and they have the capability of irreparably damaging the organization with no shared vision and no motivation. Bureaucratic leaders depend only on policies for meeting their organizational goals. They are most relaxed in relying with any stated policy for convincing their followers in getting on board. Democratic leaders get most frustrated with the large effort that is nec essary for building consensus and they have the potential for weak execution and poor decision making. Charismatic leaders are the most successful leaders, having vision, personality for motivating to follow that vision for execution (Manzoor 2012; Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez 2012). Impact of Change on Employees Effectiveness Impact of change on the employees can be categorized into several factors. It is reasonable that employees are expected to be reacting as the process of change is involved with the transition from known to unknown. When employees start reacting it is crucial that distinguishing is carried out amongst the different symptoms of reactions and the reasons behind them. The most key factors that influence employees reaction to change are communication, employee contribution in decision making and employee emotion and cognition. The contingency theoryproposed by Fiedler allows the leaders to change according to situations through making sure that consistency is maintained while focusing on the nature of task, the behaviors and personality of the leader and nature of group that the leader manages.The contingency theory allows for managing the organizational operations and makes decisions, furthermore ensure that the actions undertaken are contingent. It could also allow the leader to act according to the situation and apply the own leadership styles for ensuring successful business operations and processes management (Levi 2015). The participative theory is similar to the democratic leadership style where the employees opinions and responses are considered while making any decisions in business. It supports the modern management procedures and is hierarchical in nature. It is a managerial style that obtains the inputs of people working there and provides output in the form of decisions made (Lunenburg 2012). Research has shown that employee acceptance and resistance to change are concrete milestones that is attainable, and once that is done it remains so. These milestones can be reached in the change initiative by means of completing the goals allotted. Change is difficult for employees, creating havoc for the bottom line of the organization. Change in its broad reach can bring high stress levels for the employees, including lack of timely communication and perceived injustices. Companies get the option of cutting on salaries and benefits when they bring in change for saving cost. However, this makes the employee look out for job somewhere else. Motivation levels go down, with decrease in job performance and company loyalty. Organizational changes ask for huge restructuring, which ultimately changes the lives of the employees (Carter et al. 2013) Leadership Behavior Theories Behavior is the extent of exercises and attributes made by animals, systems, or reenacted components in combination with their condition, which consolidates interchange structures or life conforms to and also the physical condition. Behavioral Theory of Leadership is a leadership theory that considers the observable movements and responses of leaders and aficionados in a given condition. Behavioral theories concentrate on how leaders act and admit that leaders can be made, rather than made-up and productive leadership trusts upon recognizable, learnable behavior. Behavioral theories of leadership are designated such in light of the way that they concentrate on the examination of exact behaviors of a leader. For behavioral researchers, a leader behavior is the best pointer of his leadership impacts and appropriately, is the best element of his or her leadership achievement. These theories concentrate on what leaders truly do instead of on their qualities. Unmistakable cases of behavio r are observed and requested as 'styles of leadership'. This domain has likely dragged in most thought from sharpening managers (Miner 2015). The contingency leadership theory allows for managing and leading an organization and make decisions by keeping the actions contingent according to the internal and external situation. The great man theory involves the greatest men who are skilled and knowledgeable and has the necessary charisma, wisdom and intelligence to gain power and authority over the subordinates and manage the business functioning properly. The participative theory allows for engaging the employees together and allowing them to discuss and share their views and opinions that could be valuable for the organization as well as during the making of business decisions (Cook et al. 2013). Yet many research studies could be ordered under the title of the behavioral approach, the Ohio State studies, the Michigan studies, and the studies by Blake and Mouton are unequivocally illustrative of the musings in this approach. By looking of these social affairs of studies, we can draw a perfect photograph of the key thoughts and consequences of the style/behavioral approach to manage leadership. Of these the two Key Studies in behavioral theory at the University of Michigan and the Ohio State University twisted up obviously eminent in the exceptional period of leadership ask about. These studies recognized two key behavioral groupings - presentation toward undertaking and presentation toward people. Michigan Leadership Studies Michigan Leadership Studies is a behavioral Leadership Theory that shows the Institute for Social Research at the University of Michigan guided exploratory studies to perceive styles of leader behavior that outcomes in advanced execution and gratification of a get-together. The estimation of Michigan Leadership Studies lies in the examination of two leadership stylestask and delegate organized styles. In its place of binding to traits of leaders, they focused on the behavior of leaders. It enhances the understanding of leadership, but there is still supporting to be gained for the implications (Gregoire and Arendt 2014). Example of an organization that follows these kind of leadership styles is Intel. Under Andy Grove, Intel was much organized and remained cool under pressure emotional towards situations at the same time. The organized structure of the organisation and its proper management of business operations and processes helped in smooth business functioning. The leadership qua lities and the calmness f the leader also enabled him to guide the employees in the right direction and kept them motivated to perform efficiently too (Hogg 2016). Ohio State Leadership Studies Ohio State Leadership Studies is Behavioral Leadership Theory. Course of action of studies on leadership was done by the Ohio State University in 1945 to recognize distinguishable behaviors of leaders as an alternative of concentrating on their separate traits. Ohio State Leadership Studies exhibited that beginning structure and thought are two specific estimations and not absolutely disconnected. A low score on one doesn't necessitate a high score on the other. Thought is the all-inclusive community presentation and beginning structure is the errand presentation. The Ohio State studies were coordinated around an indistinct time from the Michigan Leadership Studies, which also recognized as fundamental the accentuation on task and people. It broadened the scope of leadership research, but it fails in associating the behaviors of leaders with outcomes (Northouse 2015). Example of an organization that follows these kind of leadership styles is Coca Cola. Coca Cola makes sure their empl oyees get the chance of learning and developing their own leadership skills. Theories Related to Work Relationships and interactions. Interpersonal relationship insinuates a strong relationship among individuals with practically identical tastes, desires and premiums in life. It is fundamental for individuals to share a sound relationship with each other for snappier movement of consequences and in addition for a helpful vibe at the workplace. Social Exchange Theory Social Exchange Theory was proposed by George Casper Homans in the year 1958. According to Social Exchange Theory "give and take" shapes the preface of all relations however their degrees may change as per the energy of the relationship. In a relationship, every individual has wants from his/her accessory. A relationship without wants is futile. According to Social Exchange theory estimations and feelings have to be reacted for a compelling and tried and true relationship. Relationships cannot ever be uneven. An individual puts his chance and imperativeness in relationships exactly when he gets something consequently (Cook et al. 2013). It is often seen that employees working at IBM are not praised or recognized for their good performances. To overcome this kind of issue, social exchange theory is effective, and it can enable employee recognition program for understanding their hard work and provide them rewards and benefits for that. This has created a stir within the workplace and allowed the managers and leaders of the organization to fulfill the employees needs and ensure that good relationships are maintained thereafter (Bschgens, Bausch and Balkin 2013). Uncertainty Reductions Theory Based on the Uncertainty Reductions Theory, it is important for clearing up the association between individuals who don't have any associate with each other much or have been outsiders. As showed by Uncertainty Reductions Theory, two cloud individuals meeting all of a sudden affair assorted stages to weaken the level of powerlessness among them and come nearer to each other. Outsiders must grant well to know each other better and discover their similitude level (Hogg 2016). When two employees come from two different organizations, it would be difficult to manage coordination between them though sometimes, with proper communication, it could be easy for them to work as a unit and ensure recognizing own self easily and accomplish the business objectives together. Extension Activities: Organizational Culture Theory in Developing Organizational Effectiveness Organizational culture provides a detail analysis and assumptions of shared suppositions, qualities and various stages through which individuals gain experience for overcoming the issues related to management of relationships. The various aspects of cultural changes are accelerated for ensuring motivation of human beings and ensuring that it can represent an integrated elegance and maintain consistency across various disciplines within the organization. There is another culture theory named as the Hofstede cultural dimension theory that includes the power distance, individualism vs collectivism, uncertainty avoidance and masculinity vs femininity (Bolman and Deal 2017) Entry Stage The entry stage is depicted by two individuals attempting to see each other better. Each one attempts to find the other person's understanding, relatives, informational ability, interests, recreation exercises and so forth. Each one divulges his/her inclinations to reinforce the bond and take the relationship to the accompanying level. Personal Stage In the second stage or the personal stage, individuals attempt to discover more about their associate's perspective and feelings. Individuals attempt to get some answers concerning the other person's morals, qualities, conduct and nature with everything taken into account. Individuals who are never again untouchables take in additional about each other's personality traits in the personal stage. The Exit Stage The Personal Stage picks the fate of the relationship. Individuals pleasing in each other's association go into whole deal duties i.e. either officially get hooked or stay together till the finish of time. Not every relationships blossom into social unions. Individuals fail to fathom and modify with each other choose to shared feelings that show people what is legitimate and wrong behavior. These qualities influence delegate behavior and moreover organizational execution. Culture is, all things considered, intangible to individuals likewise as the sea is imperceptible to the fish swimming in it. Regardless of the way that it impacts all specialist behaviors, considering, and behavioral cases, individuals tend to twist up recognizably more aware of their affiliation's culture when they have the opportunity to balance it with various affiliations. The dealing with limit incorporates settling on and realizing organizational layout decisions. The culture of the affiliation is solidly associated with organizational arrangement (Cummings and Worley 2014). An affiliation's culture may be one of its most grounded assets or its most prominent commitment. Without a doubt, it has been battled that affiliations that have an exceptional and hard to-impersonate culture welcome a high ground. Culture, or shared regards inside the affiliation, may be related to extended specialist execution. Examiners found a relationship between organizational cultures and laborer execution, with respect to advance pointers, for instance, wages, sales volume, market share, and stock costs provoking affirmation of the affiliations objective. Meanwhile, it is basic to have a culture that fits with the solicitations of the association's condition. To the extent that shared regards are fitting for the association being alluded to, delegate execution may benefit by culture. Despite having repercussions for delegate execution, organizational culture is a fruitful control instrument overseeing specialist behavior. Culture is an all the more powerful technique for con trolling and supervising agent behaviors than organizational rules and bearings. The ability to understand and affect organizational culture is a basic thing for managers to have in their tool compartment when they are finishing their controlling limit and also their dealing with ability to enhance laborer execution and propel the affirmation of the organizational destinations (Alvesson 2012). The various cultural dimensions of Hofstede model are power distance index, individualism vs collectivism, uncertainty avoidance index, masculinity vs femininity and long-term vs short term orientation. The power distance index enabled the staffs to get accustomed with the culture and accept that the power had not been distributed equally. The individualism vs collectivism dimension helped in making the staffs work in coordination and in groups for preventing conflicts and maintain a good culture within the workplace. uncertainty avoidance index, masculinity vs femininity and long-term vs short term orientation The uncertainty avoidance index enabled the community to tolerate the issues and clear doubts for ensuring that the rules, regulations and guidelines were followed properly. The masculinity vs femininity enabled the members of the organizations and community to achieve heroic abilities and cooperate with others by keeping separate distance between the male and female values and ethics. The long-term vs short term orientation could allow for understanding the past consequences and prepare for necessary plans to become successful in the present as well as the future. Some of the benefits of involving employees in organizational decision making are: Helps employees gain professional and personal stake Makes employees valued for the organisation and they could feel interested to perform more potentially Increase in responsibility means the employees will be able to manage their roles easily and ensure that the positive business outcomes are achieved. They feel a strong relationship and have greater roles and responsibilities to make decisions in business Commitment gives productivity Expands employee skills through deliverance of good quality training programs that can also make them enough skilled to handle any situations with ease and effectiveness. The motivation level and morale of employees also increase while the manager or leader has enough time to contribute to the organizational success Improves employee engagement, which can drive the performance of the company as well as enhance the organizational productivity Betters employee morale Bad relationships between management and employees are reduced Betters job satisfaction when the workers would be provided with enough benefits and their needs and requirements would be met as well. This would keep them motivated and encouraged to perform to their potential. Saves money and time on outsourcing Presents company with long-term assistance Helps employee offer insightful knowledge to the company through providing of training and developmental sessions to them for the enhancement of their skills, knowledge and expertise Opportunity of voicing opinions Encourages positive teamwork by promoting teamwork and collaboration between the employees and managers for facilitating the process of manufacturing and production Opens interaction with co-workers Some of the issues of involving employees in organizational decision making are: Risk of blurring distinction between management and employees Loss of disciplined structure Inconsistent decision making Hard time monitoring employees Not enough communication Lack of communication results because of differences in culture, belonging from different backgrounds, language differences, etc. Due to this, string bonds are not formed, which further hampers the communication between the management and employees Different ways to motivate employees are: Making sure that communication process is managed properly Provide good examples Empowering employees Managers must make them believe that they have trust in the employees and even communicate a clear vision to focus on the business goals and objectives. Motivation could be done by proving them with rewards, benefits and encouraging self-improvement for obtaining their best in terms of performance and improve the business effectiveness (Lunenburg 2012). Offering good opportunities for advancement Providing incentives Ways in which different motivation theories help employees: Maslows Hierarchy of Needs: Inside this theory, the motivational factors impact what employees aspire for. Herzbergs Hygiene model: This model helps in the elimination of dissatisfaction factors and even creating situations for job satisfaction. Victor Vrooms Expectancy Theory: According to this theory, motivation is dependent on the employees needs of an outcome. How Apple motivates their employees: Apple leads its employees by example. They are always offering their employees with various tasks and make sure that they remain engaged to provide their opinions and even make decisions properly. Apple only hires people who are willing to go through the entire process. They are even known for showing employees the right way. Inside the organization, culture is made up as the journey progresses so that everyone can adjust accordingly. New recruits get the most motivational lift from day one. There are a wide range of incentives and benefits for employees so that they get huge amount of job satisfaction. Task goals are set for providing employees with directions. Analyse how motivational theory can inform employee motivation There are various motivational theories like the Maslows hierarchy of needs theory and Herzberg hygiene model. The Maslows hierarchy of needs theory allowed creating reasoning and feeling among the individual at different motivational levels, starting from the psychological needs to self-actualization needs. The various needs at levels include psychological needs, safety needs, love and belonging, esteem and self-actualization needs. The motivational factors influence what the person actually needs. If a person is struggling to get a god job or finding it difficult to accomplish a task within the organisation, then motivation will be to enhance his skills and knowledge for accomplishing the goals and objectives with ease. One cannot reach the above levels without fulfilling the needs at the lower levels. By interpreting the theory, it can be understood that in case a manager of an organisation like Apple demands for fulfilling the self-actualization needs and develop the potential of employees, then he can provide them with proper training sessions. The employees could also be provided with either monetary or non-monetary rewards for keeping them motivated and focused on the achievement of business goals and objectives with ease. The employers or HR manager at Apple could also structure the entry-level positions for keeping the employees motivation and make them perform above their expectations, furthermore drive the sales and increase profit level for the company too. Evaluate how a named organisation motivates its employees The business organisation Samsung has used the Performance appraisal technique to evaluate the performances of employees and made sure that their strengths and weaknesses are assessed and reviewed properly. The employees of Samsung were provided with regular feedbacks regarding their mistakes and areas of improvements, which resolved the performance related issues as a whole. This further helped in making necessary changes and improvements through providing of training sessions for enhancing their skills, knowledge and expertise level. The employees who performed much better than the actual expectations of the HR manager or leader were praised. 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