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Improving Job Performance
Tactful and good management usually fuels every successful company or organization. A
manager has obligations to ensure that his/her organization achieves its missions, visions, and
strategies. For a manager to be successful, he/she must employ strategies and accomplish them or
see to their effects. The aim of this article is to create an outlined plan of principles for improving
job performance and the overall success of an organization for efficient management of an
organization or company considering different approaches towards the achievement of high
production in an organization.
Motivation is a key principle that drives an organization to success. If a motivator is
compelling enough, the employee will strive to get it. A manager should be able to use this
precious tool to inspire the employees of his/her organization for the production of the best
results. Motivation varies with different employees requiring different motivators to perform.
The task here is to identify what motivates a particular employee to reach their potential. The
examples of motivators include; proper working conditions, interesting fields of work,
appreciation of work, good wages, job security, promotional opportunities, and benefits
associated with respective goals e.t.c

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Another aspect of a good manager is equity. A well-defined equity in an organization can
encourage and inspire its employees to focus on the success of the company as a whole. A good
equity structure can entail support of real-time market transactions (Earley, Seth, and Seth
Maislin 25-40). A manager can also reward the performance of his/her employees, create value
for employees and connect value to the company. Similarly, a manager can track and check
trends in stock markets and industries. A manager can screen data and be able to determine
growth rates and ratios of stocks in his/her organization.
Employees also work best when they are aware of the expectations of the manager or the
management in the organization. The workforce in an organization tends to perform according to
the managers expectation meaning that low expectation will lead to poor performance, and too
high expectations can cause despair in the workforce. A manager can communicate his
expectations to his/her employees verbally like giving well-earned praises to employees. Nonverbal cues can also express what a manager expects of his workforce and the organization.
Finally, a manager should set goals that the company or organization should aim at
reaching (Evans and Max 2016). Besides the goals that are set by the boss or accomplishing
goals that had been set by the previous managers, a manager should set his/her goals. These
objectives, however, must be in line with mission and vision of the organization. The goals
should also be clear, well defined and easy to understand. For a goal to be effective, its progress
must be monitored. The goals should also have well-defined time frames, that is, their start time
and the time that the goal is to be accomplished. This will ensure dedication and hard work
towards meeting the target and at the same time achieving the goal. A manager should be careful
thought not to set goals that are too high. He/she should set goals that are though challenging;
they should be achievable.

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It is, therefore, evident that for successful management of an organization or company, a
manager should use principles of reinforcement and managerial skills to be able to bring a body
to its maximum level regarding production.

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References
Earley, Seth, and Seth Maislin. "Data governance and digital transformation: Using the
customer journey to define a framework." Applied Marketing Analytics 2.1 (2016): 2540.
Evans, Max. "GLIS 620-Management of Information Organization-Week 2-Strategic Planning,
Goals and Objectives." (2016).