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Strategies are the set guidelines by an organization to assist in achievement of both long term and short term goals. Generally, strategies depend with an organizational goals and objectives. Basically, strategies are set with an aim of improvement in performance of an organization.
There are certain organizations that have strategies that over emphasize on customer satisfaction and quality products to the expense of employee performance expectations. Over emphasis on customer satisfaction and quality of products to the expense of employee performance expectations may affect several aspects of an organization negatively, for instance, hiring, promotion, compensation, recruiting and evaluation outcomes, and might also negatively affect an organization financially.
This paper discusses possible effects of over emphasis on customer satisfaction and quality products to the expense of employee performance expectations on hiring, promotion, compensation, recruiting, and evaluation outcomes and its financial consequences on an organization.
Consideration of sound performance expectations is essential in establishment of effective organizational behavior strategy. Lack of consideration of sound performance expectations may greatly affect hiring and recruiting outcomes of an organization negatively, for instance, it may lead to recruitment and hiring of non-competent employees.
Recruitment and hiring process are the most important aspect of an organization because it leads to obtaining of employees, which are considered one of the most important resources of an organization.
Employees are expected to perform as per the standards and expectations of the respective organization; therefore, less emphasis on sound performance expectations ma hinder an organization from hiring and recruiting competent staff or employees that can meet organizational goals and objectives leading to losses or even closure of operation (McCarthy, 2009).
Secondly, less emphasis on sound performance expectations in establishment of organizational behavior strategy may also affect compensation, evaluation and promotion outcomes of an organization negatively. Basically, promotion should be based on performance of respective employees; therefore, lack of performance expectations of employees may lead to unfair promotions in an organization (McCarthy, 2009).
Furthermore, evaluation is based on performance expectation, and less emphasis on performance expectation may lead to establishment of an ineffective and unreliable evaluation process in an organization. Moreover, it can also lead to unfair compensation system in an organization hence attracting less experienced and qualified employees. It can also demoralize employees leading to underperformance (Armstrong, Kotler, & Brennan, 2009).
Finally, less emphasis on sound performance expectations may also affect financial status of an organization, for instance, it may lead to losses or under achievement of financial goals. Less emphasis of sound performance expectation may lead to employment of less qualified employees that cannot effectively perform and meet expectations of an organization leading to losses (Armstrong, Kotler, & Brennan, 2009).
Moreover, it can also lead to promotion of less competent employees into senior positions leading to establishment of ineffective strategies leading to heavy losses (Ranchold, Gauzente, & Tinson, 2004).
Consideration of sound performance expectation is important in establishment of effective organizational behavior strategy. Over emphasis on customer satisfaction and quality products to the expense of employee performance expectations may greatly affect an organization financially and its hiring, promotion, recruiting, compensation and evaluation outcomes because employee performance is essential in compensation, hiring, evaluation, promotion and recruitment decisions in an organization.
Moreover, employee performances greatly influence financial status of an organization; therefore, consideration of sound performance expectations is important in establishment of an effective organizational behavior strategy and positive hiring, promotion, recruitment, evaluation and compensation outcomes and minimization of losses.
References
Armstrong, H., Kotler, P., & Brennan, R. (2009). Marketing: An introduction. London: Financial Prentice Hall.
McCarthy, J. (2009). Essentials of Human Resource Management. Oxford: Oxford University Press.
Ranchold, A., Gauzente, C., & Tinson, J. (2004). Marketing strategy: a twenty-first century approach. London: Prentice Hall.
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