Essay Example on Organizational Performance: The Impact of Work Pace

Introduction

The performance of any organization is widely entangled with the pace of work and how employees integrate into the current working environment. Different departments within the organization have different working pace, and so does the organizations. While work pace diversity may be one of the essential yet useful tools of production, many organizations have taken a different twist when it comes to the concept of performance. According to Roberson (2019), work pace refers to how fast you work in a given task. Therefore, the work pace is used as a tool for measuring the productivity and performance of an organization or a given set of employees. Some jobs may require a fairly steady pace, while others may require a fast and unchanging pace throughout the day. While the variation of these states of the workflow may necessarily serve a different purpose within the organization, it is essential to adopt a diverse work pace, which accommodates the needs of every employee. The essence of this concept not only reduces employees’ burnout but increases the degree of management within the organization. Therefore, the essay will critically analyze the work pace in the organizational context and its benefits.

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The concept of work pace diversity calls for equal synchronization of workflow and the pace employed as the department or the entire organization. Some jobs require one to change the pace of work, depending on what is happening during the day or even at the very beginning moment (Gevers et al., 2016). The pace of work may change depending on the environment, or the demands of the output, which dictates the number of input, and the rate of work, translating to the work pace of work in the organization. However, while the entire rate of work may vary or change significantly, it brings about the concept of burnout and psychological disorientation to many employees who were not readily prepared for the dynamic changes. Therefore, managers need to employ a diverse work pace that suits the entire organization.

Factors Affecting Work Pace Diversity

Establishing a diverse workplace within the organization may be one of the challenging factors that many organizations have struggled to maintain. However, many leaders and organizations need to understand that numerous factors may affect work pace diversity. One of the factors that may pose a significant challenge to work pace diversity includes gender inequality. According to the research conducted by Roberson (2019), managers determined that the work pace is profoundly affected by gender inequality within the organization. As the organization swings into recruiting more muscle for the right job, managers are biased on who to hire, without factoring in the consequences that it will have in the entire workforce. Most of the managers tend to lean on one side in employing male workers in higher numbers compared to female workers. While this may be seen as a brisk move in providing the right workforce, pace variation occurs within the workforce, as little female workers are unable to meet the standards of higher pace, established by the male workers. Therefore, this results in females dragging the male workers down, not because they are inferior, but because they are fewer in the department, which does not fully help them meet the increasing pace. Therefore, it is the collective responsibilities of the managers to consider the concept of gender equality within the workforce to help neutralize the work pace, hence increase productivity and reduce employees’ burnout.

Attaining Work Pace Diversity

Work pace diversity can be attained in a series of essential elements within the organization, to help workers gain a better understanding of what the organization requires. One of the basic concepts to ensure that the work pace is maintained within the organization, employees must be trained and better equipped. According to Jimenez, et al., (2017), recruitment of the right muscle for the work does not guarantee the pace of work in an organization, but rather additional training to help employees gain a better understanding of their working environment. Every organization operates in a set of different rules and regulations, which may affect the performance of new employees within the organization. Therefore, human resource management, in conjunction with other relevant managers, should undertake the initiative of training employees before they are assigned to their first assignment or task in the organization. The training involves orienting the employees on the relevant departments where they can get assistance within the organization, and the relevant require pace within the workforce. Therefore, this gives the employees a better sense of what is being expected within the organization and the required work pace in their departments.

The Role of Leadership in Work Pace Diversity

Work pace diversity is profoundly affected by nature or leadership employed within an organization, as strong leadership may subject the organization to move at a firster pace in the workforce or even slow it down. According to Gevers et al., (2016), the work pace is highly influenced by the nature of leadership within the organization, as charismatic leaders will opt for a fair work pace in the organization, while transactional leadership may affect the work pace to adopt a faster working pace. While the pace of work within the organization may be essential for more productivity, the quality of the output is one of the essential considerations that most of the charismatic leaders within the organization opt to uphold. A faster work pace benefits the organization in terms of productivity. However, in the long run, the quality of production is sacrificed to meet the rapid pace within the organization.

As Gevers et al. (2016) observed, leadership dictates the pace of work within the organization. However, many leaders fail to understand the relationship between work pace and employees. Workers exposed to a steady pace within the organization or a single department, pose a significant challenge for new employees recruited in the department. Therefore, this may not only pose a physical challenge to the employees but also subject them to psychological emotions, leading to reduced productivity and performance of the overall department. On the contrary, workers within a department that is employing the concept of a steady work pace may affect the other corresponding departments, especially those with a fairly work pace. Thereby, jeopardizing production flow within the organization and wasting of valuable and scarce resources. However, the need to moderate the work pace emanates from the leaders, who make a more significant assessment of the current working condition, the workload, and the employees if they match the proposed workforce to reduce both psychological and physical burnout. Therefore, this concept helps bring the production of the company within the required brim.

Benefits to The Organization

Every organization requires a skilled set of employees to help meet the objectives of the organization. Therefore, the HRM department is forced to look beyond the academic qualifications of the candidate to help meet the required objectives of the firm. According to Jimenez et al., (2017), work pace diversity within the organization helps benefit the organization in terms of operational cost, and quality products. Moreover, setting the right work pace diversity within the organization helps the firm evade legal action or responsibilities of taking care of employees, due to over exhausting, and burnout.

Setting a fair work pace diversity within the organization helps maintain all the skilled workers within the organization. The work pace is one of the driving factors that forces most of the skilled employees to retain their position within the organization, hence helping the organization meet its timely deadlines without any objection. Therefore, organizations are mandated to establish a fairly steady work pace, which will favor not only the organization but the employees as well.

Conclusion

Work pace diversity has been termed as the backbone of work productivity. However, many organizations find themselves between a hard place and a rock while trying to figure out the suitable concept to incorporate work pace diversity. Therefore, it is essential to undertake a training program for the entire organization about diversity to help them understand the need for work pace diversity. Training the entire organization may be deemed as a high concept of bringing change. However, the effectiveness of the concept helps to push for productivity, through equipping the employees with the right set of training and arsenals for their work. In the bottom line, organizations that do not establish fairgrounds on work pace diversity contribute to employees’ burnout, and poor employees’ retain program, which forces them to lose their skilled employees to their competitors.

References

Gevers, J. M., Rispens, S., & Li, J. (2016). Pacing style diversity and team collaboration: The moderating effects of temporal familiarity and action planning. Group Dynamics: Theory, Research, and Practice, 20(2), 78.https://doi.org/10.1037/gdn0000049

Jimenez, A., Boehe, D. M., Taras, V., & Caprar, D. V. (2017). Working across boundaries: Current and future perspectives on global virtual teams. Journal of International Management, 23(4), 341-349.doi.org/10.1016/j.intman.2017.05.001

Roberson, Q. M. (2019). Diversity in the Workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.doi.org/10.1146/annurev-orgpsych-012218-015243