difficulty in retaining qualified members
It is identified that the organization faces difficulty in retaining qualified members and lack a clear decision-making structure, which makes it ineffective for meeting the needs of the customers and thus, reduce customer satisfaction. However, the organization desired to restructure its leadership model to deliver the required needs of the clients and earn revenue along with reputation. But the adoption of the Holacracy model failed to develop a free workplace environment and improve the engagement capabilities of employees. The use of the model created negative publicity and a clash of superiority between junior and senior leaders. The mission statement intends to inspire as well as motivate the workforce of the company by giving a clear and positive picture of the business. Besides this, the desired performance is closely related to the mission statement because it aims to satisfy employees and gain a positive image in the market.
Moreover, the problem is organization-wide because it affects not only the employees but also the entire image of the organization. The leadership of the organization wants to reduce unnecessary administrative processes but the model impacts the overall services and performance of the firm. Besides this, the organizational initiatives have created the issue because the implementation of the management approach offers the employees the authority to make sensible decisions and failed to deliver efficient strategy to make clear decisions which result in a smash of authority between junior and senior members during the process of decision-making. No, the problem is not related to the issues of individual performance because the employees perform as per the management model.
Furthermore, training is necessary for supporting the desired outcome because it would help the staff in performing well in the organization and actively participate in the process of decision-making (Notanubun, Ririhena & Batlolona, 2019). But training is not adequate for accomplishing the desired performance as the company is required to develop a unique management model and restructure its culture of leadership in order to gain the desired performance of employees. The issue is not related to the job design as the management approach hampered the ability of the company to retain qualified employees and make effective decisions. The retention of skilled workers is necessary for the organization to achieve competitive benefits in the market.
However, 5 SMART criteria can be used to measure performance which involves relevance, specific, measurable, attainable, and time. It is crucial for the management to understand the part of the business process that brings value to the company and its customers. Relevance criteria seem to be relevant because it indicates that the outcomes are positive for clients. Specific criteria are used to measure performance because it helps in measuring the effectiveness of the tax rates paid by the clients. In addition, measurable criteria are specific to measure the degree of customer satisfaction, and hence, it is beneficial to use these criteria (Singh, Darwish & Potočnik, 2016). It is recognized that attainable criteria can be used to determine the levels of the customers to measure performance. Yes, performance criteria are appropriate for the organization because the criteria are attainable as well as measurable. The use of smart business criteria is beneficial for the organization to measure performance and improving the business process to maximize customer satisfaction