How to Build a High-Performance Organization

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A m e r i c a n

M a n a g e m e n t

A s s o c i a t i o n

HOW TO BUILD A HIGH-PERFORMANCE ORGANIZATION
A Global Study of Current Trends and Future Possibilities

2007-2017

Canada

USA - Latin America - Asia - Pacific

Europe - Middle East - Africa

A m e r i c a n

M a n a g e m e n t

A s s o c i a t i o n

HOW TO BUILD A HOW TO BUILD HIGH-PERFORMANCE A HIGH-PERFORMANCE ORGANIZATION A Global Study of Current Trends and Future Possibilities

2007-2017

Copyright 2007, American Management Association
For more information about American Management Association, visit www.amanet.org

HOW TO BUILD A HIGH-PERFORMANCE ORGANIZATION >>

Table of Contents
PAGE

Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vi A Brief History of High-Performance Theory . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 External Factors Influencing Organizational Performance . . . . . . . . . . . . . . . . . 7 Talents and Skills of the Workforce. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Global Competition. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Faster and More Disruptive Change. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Political and Regulatory Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 The Influence of Ethics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Environmental Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Characteristics of High-Performance Organizations . . . . . . . . . . . . . . . . . . . . . 16 A Model of High-Performance Organizations. . . . . . . . . . . . . . . . . . . . . . . . . . . 17 High Performance in Practice: What the Survey Data Tell Us . . . . . . . . . . . . . . 19 Strategic Approaches: Consistent, Clear and Well Thought Out . . . . . . . . . . 19 Customer Approaches: Going Above and Beyond . . . . . . . . . . . . . . . . . . . . . 20 Leadership Approaches: Focused on Performance, Beliefs and Talent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Processes and Structure: Centered Around Metrics, Customers, and Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Values and Beliefs: Upbeat, Ethical, and Ready for Challenges . . . . . . . . . . . 24 The Context for High-Performance Organizations. . . . . . . . . . . . . . . . . . . . . . . 25 Summary of Results. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

High Performance in the Year 2017 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 Interview with Sara Ohmet, CEO of HIPOC. . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Proactive, Analytical, and Values-Driven . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Clear, Consistent, and Customer-Focused. . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Well Led and Resilient. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Involved with the Community. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 High Tech and High Touch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 Transparent, Healthy, and Professionally Managed . . . . . . . . . . . . . . . . . . . . 33

Conclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ....
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