The value of teamwork emanates from the belief that "best solutions come from working together with colleagues and clients" and this requires relationship, respect and sharing (PricewaterhouseCoopers). As a professional service company, PWC ensures excellence in all its transactions. Given also the nature of the business, PWC promises to take the lead with courage, vision and integrity (PricewaterhouseCoopers).
Composed of professionals, PricewaterhouseCoopers personifies and edifies professionalism through adherence to the company policies and technical and professional standards, deliver their commitments, maintaining confidentiality and portraying honesty to their clients. The company also maintains ethical and legal practices in responding to competition.
I work as a senior tax consultant so my primary responsibilities are orienting and assisting the clients regarding taxes both national and international through building an excellent relationship with them. I serve clients who want advice in their taxation concerns. The two main scope of my job are consultancy and compliance.
Since PricewaterhouseCoopers is a professional service business and since the documents and properties that they handle on customers' behalf are of substantial importance, a good job performance has customer focus. "All Organizations depend on their customers and therefore should understand current and future customer needs, should meet customer requirements and strive to exceed customer expectations" (1 Access). The corporate culture of the company includes professionalism and this means on time, appropriate and excellent service to customers. With my job as a tax consultant, adherence to the company culture necessitates that I make sure that 100% of my clients have sound and organized tax payment, without delay thus without additional costs.
A good performance shall also mean zero complain from the customer. Since I am dealing with highly confidential documents, the company expects that "respect the confidentiality and privacy of our clients, our people and others with whom we do business" (PricewaterhouseCoopers). A goof performance specifically necessitates one to "comply with applicable laws, regulations and professional standards in order to maintain the appropriate degree of confidentiality and privacy" (PricewaterhouseCoopers).
One of the values of the company is excellence. For the over-all organization, one of the quality management principles is "continual improvement". This includes performance improvement and flexibility to reach quickly to opportunities (1 Access). For an individual, performance rating should include steps taken by the individual to continuously improve, whether through development of an innovative processes and strategies or attendance of formal and informal trainings and schooling to continuously improve in the field. Similar to the performance appraisal in the academe, continuous schooling and training is also important in private professional service firm. To measure excellence it will also be helpful to record the frequency of mistakes and the time duration of work processes. These figures must constantly
PricewaterhouseCoopers is the world's largest professional services organization (Hong Kong Trade Development Council). It caters to 150 countries and currently employs around 155, 000 people around the world (PricewaterhouseCoopers ). Globally, "PricewaterhouseCoopers provides industry-focused assurance, tax and advisory services to build public trust and enhance value for its clients and their stakeholders" (PricewaterhouseCoopers).
Motivation is simultaneously impacted by job contexts that include physical environment, job design, rewards, leadership, social norms, and organizational culture. These two aspects influence individuals’ motivation, which further determines job performance.
This paper tries to list and explain different methods to upgrade job performance including the limitations that human resource personnel would probably face in the course of improving such matter. Further, it seeks to explain different situations wherein the methods might be used.
Psychology: Workplace Job Performance Introduction The field of psychological investigation is broad and all encompassing. While popular conceptions of psychology view it in terms of examining psychological dysfunction and human thought processes, there are also a number of specific applications for this science.
This information may include the employee’s output, the technical method (adhering to efficiency, effectivity or company-standards) of carrying out a service or making of product, and the individual contribution to the group, organization or company performance.
The recent attention in respect to the employee behaviour given by different business Medias to the process of harnessing of intellectual as well as social capital of different organisational members to gain competitive advantage underlines the growing significance of organizational citizenship behaviour (OCB) in order to achieve organizational success (Lapierre and Hackett, 2007, p.539).
Twenty two million American citizens who would love to work permanently cannot get employment. Nearly half of those who are jobless have been without a job on long term basis. Earnings are declining the real earnings of a usual American citizen is now lower than the level it was back in 1997.
There is diversification which provides protection for the investors. All managers have skills which are best utilized in a particular industry; this way having a diverse workforce can even result in better performance as their skills can be utilized in the industry of their competence.
It is evidently clear from the discussion that 360° feedback has a place in the development of managerial skills, especially in today’s team-based organizations. However, it is important to remember that this complex feedback process is only as strong as its various components. According to Coates, “trust is at the core of using 360° feedback” in order to enhance productivity.
As a reward to it, it is also the obligation of the organization to compensate their staff for their efforts accordingly. This paper is intended to use one of the job evaluation methods and to establish the relative worth of the given job. More over, using the same information, the incentive plan would be developed for each job.