Table of contentsAims and objectives of the studyJustification of the selected companiesPerformance managementHigh performance practices at work at Pannone and its partnersHigh performance practices at work at St. Luke's HospitalComparison and contrast of the two casesConclusionThe Technological advancements that have led to globalization have increased competition in the business environment. Many businesses are looking for better ways to stay competitive in the market while remaining profitable. According to research conducted by Sung & Ashton (2009), it is believed that effective management systems are essential for an organization that wishes to remain competitive in the market. This is due to the high performance of the organization which leads to better management and improved customer care services. Sung & Ashton (2009) found that organizations that adopted performance management practices such as employee motivation, employee inclusion in decision-making, and performance reviews performed better than those that do not follow these practices. Improving organizational performance improves customer experience and employee productivity, thereby increasing profitability and market control in the business environment. Customer satisfaction is essential in modern businesses due to the high competition in the market. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayAims and Objectives of the StudyThe objective of the research conducted in this study is to analyze the results of the report prepared by Sung & Ashton (2009) on common performance management practices in modern businesses and their effects on organizational performance. Additionally, the research will identify key management practices applied at St. Luke's Hospital and Pannone Partners. The analysis of these two companies will be essential to this study as it will help identify the common practices that both organizations adopt to ensure high performance and competitive capability in the business environment. Understanding the application of these performance practices will assist in the learning process and understand the key elements of applying the practices to maximize performance in workforce organization and competitiveness. The study aims to explore business practices that encourage good performance. By identifying these performance practices, the company can improve its performance and its image in customer service. For example, British Airways was on the verge of bankruptcy when its performance was improved through organizational change that motivated employees and provided better customer services. British Airways then became the largest airline in the UK region. This research will identify performance and management practices employed by St. Luke's Hospital and Pannone Partners to improve industry performance. Rationale for Selected Companies The Engelberg Center for Healthcare Reforms report (2012) identified two organizations for analysis of performance management practices. These organizations are St. Luke's Hospital and Pannone Partners. St. Luke's Hospital is a private hospital serving areas such as Cedar Rapids, Iowa, and other surrounding suburbs. The hospital has been cited for providing excellent customer service and better performance in the healthcare industry. St. Luke's is also part of the Iowa Health System, a nonprofit corporationhealthcare company with the largest integrated health system located in Western Illinois (Iowa). St. Luke's is also recognized for its strengths in cardiac care services, neonatal intensive care and rehabilitation for trauma-affected groups. The organization has also received several awards as a leader in healthcare services. Additionally, the hospital embarked on policies that clearly encouraged better healthcare needs for patients. The hospital is considered a high-performing organization by adopting practices that ensure effective services and performance in the health care industry, not only in the Iowa region, but also in the rest of the States region -United. St. Luke's Hospital will be used in this analysis for its better performance and management practices that have encouraged organizational growth and development. On the other hand, Iloka (2014) explained that Pannone Partners is a legal firm that operates in the United Kingdom. In 2004, Pannone Partners' performance saw strong growth, even though other law firms recorded heavy losses during the same period. The company achieved strong revenue growth of 20% and profit growth of 22%. This organization is suited to the study of performance practices and management practices that encourage organizational growth. The organization is considered to experience growth associated with high adoption of growth strategies such as balanced growth strategy which has been cited as the main cause of the company's growth. Pannone Partners' legal industry analysis will be analyzed to identify management practices that encourage the growth Pannone Partners is experiencing. Performance ManagementPerformance management practices are considered those practices that organizational leadership adopts to promote growth and development that enhance success. goals and objectives of the organization. According to Sung & Ashton (2009), HPWPs are defined as complementary work-related practices that cover three main areas: employee engagement practices, HR practices focused on human capital investment and reward and performance. employee commitment to the organization. The high involvement of employees in the management and decision-making process in an organization encourages the growth and development of employee productivity in their performance. This encourages customer satisfaction, achievement of company goals and objectives, and development of organizational profit. Sung and Ashton (2009) found that any successful company must ensure strong employee involvement in achieving the company's strategic objectives. Secondly, the development of human capital in the company is crucial to increase the level of expertise and professionalism in the performance of the organization. This can be promoted through training and employee engagement in human capital development and productivity. Reward system is the practice that the organization can adopt to increase employee productivity through motivation. Reward and engagement practices encourage employees to work toward a given goal that facilitates the achievement of organizational goals by promoting the efficiency and effectiveness of company operations. These practices are fundamental to increasing the competitiveness of the organization and the organization's ability to expand its market in a competitive environment. High performance practices atwork at Pannone and PartnersIloka (2014) found that Pannone and Partners adopted performance management and work practices such as work-life balance and high and sustainable retention of high-performing employees. The organization has adopted a well-planned practice that enables employees to balance their functions within the organization with their family responsibilities to ensure an effective work-life balance. It is an effective motivation tool that allows employees to increase their productivity in the company. The organization has also established an effective work-wage relationship which ensures that the efforts put in by employees towards the organization are rewarded. Employees are paid enough on time to ensure they can afford it and improve their standard of living. This creates a well-paid and more productive workforce in service delivery. It has been found that when employees are motivated and happy, they tend to provide better customer service, which is crucial in creating employee satisfaction, especially in law firms (Iloka, 2014). In addition, Pannone and Partners has also established a good organizational culture based on openness and effective communication between management and employees, and between employees and customers. It enhances the organization's ability to operate with a high degree of professionalism and integrity, which is crucial for an organization in the legal sector. According to the argument presented by Becker and Huselid (1998), organizations that wish to remain competitive in the modern environment must adopt management and work practices that encourage the development of their human resources through motivation and performance improvement. employee productivity. To achieve this growth, organizations must ensure that there is growth through training, formulating an attractive compensation plan and involving employees in the decision-making process of an organization that promotes growth. High Work Performance Practices at St. Luke's Hospital Engelberg Center for Healthcare Reforms (2012) added that St. Luke's Hospital has adopted effective and efficient work and management practices that have facilitated its growth in the healthcare sector. With a mission to reduce readmission rates, the hospital has adopted a comprehensive system of care and support that encourages the development and growth of the organization and patients. Inclusive support and care are important in the healing process of patients. At St. Luke's Hospital, the hospital involves all stakeholders in implementing management and operational practices in the organization, which facilitates better communication among stakeholders in the organization. The cross-functional participation of stakeholders made it possible to strengthen consultation between hospital professionals in order to offer effective services to patients. Cross-relationships between doctors and patients are an effective way to ensure that the healing and treatment process is complete and accurate. Additionally, the Engelberg Center for Health Care Reform (2012) found that the hospital adopted a patient- and family-centered approach. in the treatment process which ensures that patient care is not based solely on empathy. It also incorporates structures of a Patient and Family Advisory Council which is responsible for reviewing the hospital's policies and programs so that they are aligned with a family-centered approach to the treatment process., 2009).