National University of Modern Languages

Submitted to : Mam Zulaikha Mahmood

Submitted by : Rimsha

Subject : Performance Management System

Class : MBA-4 (Morning)

Date : 16-04-2020

Topic: Factors that creates High performance culture

Brief introduction:

High performance culture:

A high-performance culture is a set of behaviors and norms that leads an organization to achieve
superior results. Company culture is how and why things get done in an organization. Priorities
of organization and it’s alignment in organizational goals with individual goals. The company is
poised to achieve both financial results and other benefits, such as retaining and engaging
employees. If a company achieves better financial and non-financial results (such as customer
satisfaction, employee retention, etc.) than those of its peers over a long period of time then it has
a high performance culture.

Explanation:

There are different factors that leads to achieve high performance culture:

1. Collaboration:
It is a working of employees on a project together in team. Organizations have conventionally
applied collaboration to teams or organizational levels to encourage better innovation.
Collaboration increases employee energy, creativity, and productivity, which generally leads to
less stressed, happier, and more engaged workers. Sharing new ideas and knowledge lets others
see things from different perspectives, spur their own work in new directions, and moves the
organization forward.

2. Innovation:
There should be an innovation in organization. The company encourages new ideas, and
individuals are able to move ideas through the organization. Workplaces that foster a culture of
innovation generally subscribe to the belief that innovation is not the province of top leadership
but can come from anyone in the organization.

3. Set stretch targets:

Employees tend to rise to the standard set for them. The more you expect, the more they will
achieve. But there is a fine line between good stretch targets, which can energize an
organization, and bad ones, which can dampen morale.

4. Storytelling:
It can be a powerful tool when you want to drive organizational change and performance
improvement. The leaders must be able use stories of achievements, struggles to motivate
their employees to achieve more than they thought possible.

5. Communication:
There should be an open communication in organization as employees send, receive, and
understand the necessary information. Communication plays an important role in increasing the
comfort factor amongst the employees and eventually a healthy culture at the workplace.
6. Support:
Top management should support their employees by giving them day to day performance
appraisal and provide them resources if there is any need of. Employees should also provide
each other the resources and guidance they need to be successful.

7. Wellness:
As employees mental and physical health is the responsibility of organization, The company
should have the policies and resources to help people maintain physical and mental health.

8. Work Environment:
The company has a comfortable workplace where people have the resources to be effective in
their work. There is no harassment, racism, bullying at workplace.

9. Responsibility:
Employees are accountable for their actions and have the independence to make decisions
regarding their work. A manager can improves a sense of responsibility in employees by talk to
the individuals concerns.

10. Improving performances through transparency:

By sharing numbers with employees, you can increase employees’ sense of ownership.
However, being open is not enough. Focus on additional metrics besides the financial ones.
Employees who are not in the financial world will be able to relate better to the results and
will feel more included in the process.

Conclusion:
Words of Peter Drucker: Culture eats strategy for breakfast. High-performance
organizations do not take their culture for granted. They plan it, monitor it and manage it so
that it remains aligned with they want to achieve.