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Improving performance in complex organizations

机译：改善复杂组织的绩效

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摘要

Purpose - To demonstrate the need to involve stakeholders (executives, managers, trainers, co-workers, others) to support performance in the work environment. Design/methodology/approach - The article explores emerging concepts of moderately and highly complex organizations, and research and best practice findings on the need for stakeholder support for performance. Important factors for support by managers, performance consultants, workers/performers, and other stakeholders are suggested to ensure that knowledge and skills are fully applied to work performance to produce desired organizational results. Findings - The article identifies new approaches from the literature to support effective performance in organizations. Important research-based factors are identified that must be provided in the work environment by key stakeholders (executives, managers, co-workers, customers, suppliers, and others) to support desired performance of both supervised and autonomous workers. An approach is suggested for identifying and organizing stakeholders and their strategies to support performance. Originality/value - Many stakeholders in organizational systems are not aware of the need to provide visible and ongoing support for effective performance to attain desired organizational results. This article provides research justification for that need and suggests factors that stakeholders should provide to support performance.
机译：目的-证明需要让利益相关者（执行人员，经理，培训人员，同事，其他人员）参与进来，以支持工作环境中的绩效。设计/方法/方法-本文探讨了中度和高度复杂组织的新兴概念，以及有关利益相关者对绩效支持的需求的研究和最佳实践发现。建议管理者，绩效顾问，工人/表演者和其他利益相关者提供支持的重要因素，以确保知识和技能被充分应用于工作绩效，以产生期望的组织成果。调查结果-本文从文献中确定了支持组织有效绩效的新方法。确定了重要的基于研究的因素，关键的利益相关者（执行人员，经理，同事，客户，供应商和其他人员）必须在工作环境中提供这些信息，以支持受监督和自治工作人员的预期绩效。建议一种方法来识别和组织利益相关者及其支持绩效的策略。原创性/价值-组织系统中的许多利益相关者并不意识到有必要为有效的绩效提供可见的，持续的支持以达到期望的组织结果。本文提供了满足该需求的研究理由，并提出了利益相关者应提供的支持绩效的因素。

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