Abstract
Employee performance within the organization reflects their knowledge, skills, and values. To this end, identifying the factors, affecting the performance of employees is one of the goals of human-resource improvement in management. The effective role of motivating and reinforcing the sense of worth in an organization's personnel, in improving their efficiency, effectiveness, and productivity as well as enhancing their mental health, are factors that cannot be ignored easily. This is particularly evident in organizations where the workforce is more involved in research activities. One of the key factors is a research organization's sense of responsibility for the organizational problems of its valuable personnel. This research examines the performance diagnosing of the organizational process in Turkish universities and then identifies challenges, threats and opportunities. Finally, suggestions have been made to achieve sustainable organizational development. After identifying and examining the influencing factors, the Weisbord model is examined to evaluate the Performance Diagnosis process of issuing a work permit for foreign professors at a Turkish university. As a result of this study, researchers have made suggestions for university administrators to improve organization and staff performance.
Highlights
Today, various definitions of performance have been proposed by different researchers
In 1998, Robin introduced the most comprehensive definition that is accepted by most researchers.In this definition, performance is the efficiency and effectiveness of assigned tasks and some personal data such as incident creation, work delay, absenteeism and slowness of work.In this definition, efficiency means the ratio of returns to resources used.effectiveness is the extent to which the goals have been met.On the other hand, factors such as absenteeism, slowness at work, delay, and incident creativity can be suitable criteria for performance measurement [1]
Robbins views productivity as a set of efficiency and effectiveness.to achieve productivity must act efficiently and effectively.It is effective if the organization can achieve its goals of achieving customer satisfaction.if the organization achieves the same goal by reducing the number of its employees, it will be more efficient than before.As stated in the mentioned example, productivity is a combination of effectiveness and efficiency
Summary
Various definitions of performance have been proposed by different researchers. Clarity (understanding or perceiving a role): Understanding and accepting the place and how the process of that activity (job) is performed.For subordinates to have a complete understanding of the problem, the major goals and objectives, the way to achieve those goals, and the goals and priorities of the goals and objectives (what goals, at what times are most important), should be completely clear to them [5]. It is regarded to create motivation to complete the particular task being analyzed [7].People are more motivated to complete assignments that have internal or external rewards.If the subordinate has different forms of motivation, the first step is to consider the use of reward and punishment [8]. Environmental compatibility:Environmental factors are called external factors that affect performance even with the ability, clarity, support, and motivation on the job.Environmental factors are included competition, government regulations, procurement, etc. Environmental compatibility:Environmental factors are called external factors that affect performance even with the ability, clarity, support, and motivation on the job.Environmental factors are included competition, government regulations, procurement, etc. [4].Another variable of the study was students' satisfaction with staff performance, namely the satisfaction experienced from satisfying a desire or goal [8].Satisfaction is a function of adapting organizational expectations to individual needs and desires
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