The individuals tasked with the improvement of the organization, will always tend to try to bring changes to the organization in a manner that will change how the individuals within the organization carry out their activities. This is what is referred to as organizational development. However, it has been realised that the changes will always be implemented only when the large percentage of the shareholders of the organization agree to these set changes. This issue of changes may come either to the organization itself but at times it will come about with personal changes on the side of the personnel themselves. This essay will look at how Gap Analysis is achieved and how it is advantageous to the organization.
Human Performance Improvement is defined as the instance where the organization has in place strategies and programs that will enable to personnel within the organization to improve in how they tackle the various duties they have been assigned and further for them to have in place the better strategies as they carry out these duties. These strategies are normally brought into the organization in order to bring changes in the decision making processes of the personnel within the organization. One of these methods of improving how an organization carries out its activities is by one looking at the gaps which tend to be a barrier to efficient human performance improvement and which then reciprocate in it being a barrier to organizational development.
Description of Communication Situation
I have experienced gap analysis when I was an intern in one of the local banks where the was an annual test that was carried out by the management team which was meant to study the various issues that may cause the day to day activities of the organization to be affected and hence the desired results not being achieved. This gap analysis was mainly carried out by the Bank’s performance consultant who in most instances will interview the bank’s personnel on how they carry out their activities and further have training programs which was used to educate the personnel of the society on how they are supposed to carry out their activities. These methods would always be reviewed over a certain period most semi-annually as the semi-annual bank’s report was being presented and the HPI practitioner always looked at the strategies that had been used and reciprocated in the betterment of the bank and further the scrapping off of the various strategies that did not meet the set levels.
Analysis
One major gap which bars the realization of the organizational goals is the knowledge gap, this is since it is realised that a large number of individuals within the organization do not understand the various principles, facts and truths of the organization. This lack of knowledge always tends to be a barrier since it causes the personnel to lack the desired motivation hence no push for them to be able to achieve the set goals. In addition, to the organizations desire to meet its set goals may be barred from realization due to the behavioural barrier. This is due to the fact that the way the personnel carry out their activities is contrary to the expectations. Lastly, the organization will may always be faced with the attitude barrier which is always defined as the individual’s own personal assessment of a situation or a strategy. This attitude will always tend to be the main determinant of whether the individual will give the policy his all as he carries out the activity or if they have a negative attitude towards the proposition, then they will not give their all as they follow this set methodology. This is due to the mentality of it not working.
In conclusion, these set gaps are easily tackled by the organization having in place various training programmes which will always improve their understanding of what the organization is, its aims and goals hence this will be a motivating factor for them hence enabling the organizational development to be possible. In, addition, to this, the various individuals within the organization will have a chance to change their perception of the various strategies I they are adequately trained and educated on the pros and cons of the acts.
References
Guie, L. H. (2012). Gaps in Socio-Economic and FianincialMArket Data Analysis and Policy Making. CIMB Invesment BAnk, 93-96.
Wrench, J. S.-C. (2015). Organizational communication: Theory, research, and practice (version 1.0). Washington D.C.: Flat World Knowledge.
