The realization and sustenance of a high performing team is quite important in determining the ultimate realization of an organizations objectives (Bourne, 2010). It is due to this reason that almost every organization is out to put policies and practices in place for ensuring a performing workforce. A high performing workforce is mainly characterized by it cohesion in coordinating and executing the underlying objectives of the organization (Hanlan, 2004). Another characteristic of such is the interpersonal relationships among the varied employees as well as their relationship with their employer, all tailored for the common good of executing the organizations mission.
The act of realizing and sustaining a high performance team involves a number of employee engagement practices by the management. Such include ensured and sustainable safety at workplace, motivating workers, ensuring effective communication and upholding respect for the cultural, personality and ethnic diversities of the various employees (Bourne, 2010). It is to be understood here that poor employment conditions are a major drawback to the maximized involvement of employees in the processes of the organization. Still to be noted is the fact that discrimination at workplace due to disrespect of employee diversity greatly compromises employee engagement (Ketchen, Hall, Liu, Combs, 2006). This is because it acts only to demoralize andor instill a sense of exploitive practices by the employer thus compromising productivity in the organization.
Human resource is the most important resource in any organization. It is due to this reason that high performance teams have the advantage of increased productivity in the organization (Bourne, 2010). Such a team also leads to improved communication in the organization thus improving the decision making process for the organization. Lastly, a well engaged team will always live to defend the reputation of the organization on the public domain thus ensuring sustainable consumer base for the organizations products and services (Hanlan, 2004).
The act of realizing and sustaining a high performance team involves a number of employee engagement practices by the management. Such include ensured and sustainable safety at workplace, motivating workers, ensuring effective communication and upholding respect for the cultural, personality and ethnic diversities of the various employees (Bourne, 2010). It is to be understood here that poor employment conditions are a major drawback to the maximized involvement of employees in the processes of the organization. Still to be noted is the fact that discrimination at workplace due to disrespect of employee diversity greatly compromises employee engagement (Ketchen, Hall, Liu, Combs, 2006). This is because it acts only to demoralize andor instill a sense of exploitive practices by the employer thus compromising productivity in the organization.
Human resource is the most important resource in any organization. It is due to this reason that high performance teams have the advantage of increased productivity in the organization (Bourne, 2010). Such a team also leads to improved communication in the organization thus improving the decision making process for the organization. Lastly, a well engaged team will always live to defend the reputation of the organization on the public domain thus ensuring sustainable consumer base for the organizations products and services (Hanlan, 2004).
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