Over the last decades, more and more organizations have broken the boundaries of traditional, financial-based performance measurement, and started using KPIs for monitoring other activities as well. Furthermore, assessing individual and team performance has become a common practice in organizations where leveraging talent can represent a competitive advantage. Evaluating board performance is important, as this entity is responsible for ensuring that the organization’s desired state of evolution is successfully reached.
In the workplace, the concept of equity refers to comparisons employees make between themselves, their co-workers, and also people from other firms, in terms of inputs and outcomes.
Over the past decades, financial institutions worldwide or banks, in particular, have had to deal with the pressures of an industry that is continuously changing its game. New, or updated, market regulations, increasing defaults on loans due to unemployment, collapses in the housing market, and rising overhead costs, have all exhausted the banking system. Moreover, the fragmentation between large transaction volume branches and low transaction volume branches has substantially impacted numerous banks all over the world.
The concept of organizational culture is believed to be one of the most discussed topics when studying organizational performance. By calibrating an organization’s culture to the values and general principles encountered among its employees, a company can set the context needed for employees to perform and thus, to obtain the expected results.
Our success as a species and as a society depends on our ability to communicate. However, it is not only about communication, but about efficient one. Even as individuals, groups and family members, we need to communicate, in order to express our thoughts, feelings, dreams, pain. Crosswise, people need to develop the ability to listen, not only to hear and, therefore, to actively become aware of the emotions and beliefs of the people they interact with.
