Creating a Higher Performance Culture

Presented by

Yen Chansoma

Taught by Sok Uttara, PhD April 8, 2023

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Introduction

The purpose of this chapter is to explore the tension between

the formal , structured and system- based approach ( the

formal domain) and the approach concerned with beliefs,

motivation and engagement (the effective domain).

The central proposition is that as the formal or structured

domain is essential it is not sufficient that means the

engagement with the effective domain is essential for

significant and sustainable change. April 8, 2023

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What is school culture ? School culture is defined as the shared assumptions, values,

norms, philosophy, observed behavioral regularities, rules, and

feelings of staff that influence their functioning.

School culture is deeply rooted in people. It is embodied in

their attitudes, values and skills, which in turn stems from their

personal backgrounds, from their life experiences (including

their professional experiences) and from the communities they

belong to (including the professional community of any school).

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School Culture

Assumptions

Values

Norms

Required standard of performance

Statements taken for granted or accepted

as true Rules

Philosophy

Feelings

Observed Behavioral Regularities

Principles of behavior

Guidelines for getting people in line

with the organization

Overall atmosphere reflected through social

interactions by all constituents and physical layout of the organization

Policies guiding an organization’s beliefs about how employees and clients are to be

treated

Common language, terminology, rituals,

rites, etc.

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Figure 2.1 A typology of performance The formal domain The effective domain

The Performance imperative

External policy driven

Internal morally driven

Definition of performance Policies and procedures performance criteriaJob descriptionsFocus on conformity

Values and norms Images and metaphors

Organizational processes Managerialism Short-term planningLine managementFocus on consistency Functional training

LeadershipShared meaning and practice Dialogue and debateFocus on improvementPersonal development

Motivation Extrinsic for reward Intrinsic for growing

Culture Individualistic, competition

Co-operative collaboration

Measurement Objective quantitative imposed

Subjective, qualitative negotiated April 8, 2023

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In figure 2.1, the heart of the creation of a culture that embrace performance has to be based on commitment not compliance.

Senge (1990: 219-20) produces a hierarchy of attitudes toward a shared vision.

commitment - purposive engagement

Enrolment - positive will to implement

Genuine compliance - positive acceptance

Formal compliance - acceptance & adherence

Grudging compliance - minimal acceptance

Non-compliance - rejection

Apathy - neither for nor against April 8, 2023

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A school culture will need to meet the following criteria to

create a culture where there is high individual commitment to

organizational goals.

depth i.e. in forming fundamental attitudes and values.

sustainability i.e. capable of enduring over time.

authenticity i.e. relating to fundamental concerns.

credibility i.e. perceived as valid and relevant.

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The approaches of performance culture

1. Vision and values

2. Social relationships

3. Learning

4. Motivation

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1. Vision and Values

The interaction between the vision of how the organization could be and the values that decides how it should be are fundamental to any definition of culture.

A shared vision, especially one that is intrinsic uplifts people’s aspirations and visions are exhilarating; according to Senge (1990: 207 and 208).

The creation of a sense of purpose that informs all aspects of organizational activity and is personally compelling.

The synthesis of values and vision often expressed in an aim or mission statement is the essential prerequisite to performance management because both defines the outcome and articulates the level of expectation. April 8, 2023

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A mission or aim statement should meet the following criteria: focus on the core purpose of the school; be written in clear and compelling language; be accessible to all members of the school community; be comprehensive, i.e. refer to all aspects of the school life; inform all management processes.

Appropriate language Compelling Convincing Celebratory Inspirational Positive

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2. Social relationship

Trust or Mutual respect: genuine regard and respect with

recognition of the individual’s expertise, experience, and

professional authority.

In essence, the more positive the relationship, the more likely

it is that individuals will be able to perform and the more

negative the less likely.

Fellowship: congeniality, warmth and affection.

Fun: Happy work environment is conducive to sustaining high

performance.April 8, 2023

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Emotional intelligence being a team player having self-confidence presence and style being empathic maturity and integrity having the qualities of a friend, colleague and partner being honest and adhering to one’s values being sociable a sense of humor

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3. Learning Sustainable performance is the product of the complex

interaction of many variables; central to the notion of sustainability is continuing professional learning. It is fundamental for a few reasons:

It models the central definition of performance in education. it enhances the knowledge, skills, qualities and experience of

the individuals to sustain improvement. It supports the development of consensus. It reinforces the understanding of performance and helps to

create individual model. Learning has been deliberately chosen to emphasize the

distinction with training_ learning is effective, training is formal. April 8, 2023

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Characteristics of learning in the context of professional development to create sustainable and authentic performance based culture. it is focused on the individual learner information and experience are mediated to create personal

meaning and mastery. The motivation to learn is intrinsic and moral. The optimum time and place for learning will vary according to

the individual. Learning to enhance capability, and so performance has to be

work focused. To change practice and behavior learning strategies have to

include reflection feedback and coaching. April 8, 2023

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The three concepts of learning in organizations (Senge et al. 2000)

1. Every organization is a product of how its members think and interact: effective school reform can not happen until people move beyond superficial conceptions of educational systems and recognize the unseen values and attitudes about power, privilege and knowledge.

2. Learning is connection: all learners construct knowledge from inner scaffolding of their individual and social experiences, emotions, will, aptitudes, beliefs, values, self-awareness purpose and more….

3. Learning is driven by vision: lifelong learning is the fundamental means by which people engage with life and create their desired futures. April 8, 2023

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Motivation

Motivation is the glue that binds all the previous elements

together. Therefore supporting and reinforcing the motivations

of the individual to achieve and sustain high performance is

the creation of performance culture.

There are two types of motivations:

intrinsic motivation: for growing or personal development.

Extrinsic motivation: for reward or promotion.

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Sergiovanni (1992: 57) encapsulates the problem by

distinguishing between three motivational rules:

1. what gets rewarded gets done (extrinsic)

2. What is rewarding gets done (intrinsic)

3. What is good gets done (moral)

in short, models of motivation both create and reflect

culture- in schools surely performance should enhance

collaboration, community, and the pursuit of long-term,

higher-order values.April 8, 2023

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Conclusion Creating high performance culture means creating a culture or

atmosphere that supports long-term growth and sustainability in the workplace.

Creating high performance culture can be seen when the people in the workplace or school have strong commitment to have superior or excellent performance, have a healthy relationship, care about each other, and value each other.

A high performance culture is:

created and developed by the school.

firmly rooted in values

Expressed through shared language

reinforced by sophisticated social relationships

enhanced by collaborative learning

sustained by intrinsic and moral motivation. April 8, 2023

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Thanks for your attention!

Questions and Answers

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