Human tacit signals at organization performance development

Abstract

Purpose -The purpose of this paper is to deal with tacit signals and organization performance development. Tacit signals are personal guiding beliefs that arise from tacit knowledge. The paper describes theoretical hypotheses how tacit signal method is utilized in competence measurement and organization performance improvement. Theories are evaluated by empirically grounded study. Design/methodology/approach -The tacit signal approach is linked to human pressure-performance theory of inverted U-curve, known as Yerkes-Dodson law. Moreover, a new mental model of five interrelated competences is used in order to understand the pluralistic nature of organization development. These five competences are management, leadership, culture, skills, and processes. The paper describes how competences can be studied by tacit signals, offering positive elements for both management and performance. The case study is done in Finnish commercial business enterprise of approximately 1,000 employees. Findings -Empirically grounded case study supports the theoretical approach, showing that tacit signals are in correlation to organization performance. Tacit signals help working groups identifying their collective dissonance in a way that will help them to increase emotional intelligence and performance. In the case, company significant improvement in profitability is found. Originality/value -The paper connects researcher innovation of tacit signals to organization competence measurement. This paper supports hypotheses that persons have tacit knowledge of personal situation at pressure-performance curve. This situation can be measured for each competence by tacit signal inquiry which guides to optimal improvement which strengthens the group emotional intelligence and increases performance. The described tacit signal method and system intelligence model gives additional value to further scientific studies.

Positive Human Tacit Signal Approach and Competence System Intelligence in Organization

“…It seems that the tacit signal gives guiding information for improving the competencies (Kesti & Syväjärvi, 2010). However, analyse itself only guides to improvement, providing information for conceptualizing the problems to improvement actions.…”

“…In short, the emotional intelligence indicates competence to identify, assess, and control the emotions of one and of others. The positive human tacit signals are connected to emotional intelligence as those refer to personal guiding abilities and experiences that can be used at improving the human competencies at working society (Stone, 2002;Kesti, 2005). Human competencies are needed for an individual to perform a work properly and thus a competency refers typically to abilities and behaviors.…”

“…These can be identified as key competencies in organization. The model of the system intelligence of the organization is based in the following optimal competencies (Kesti & Syväjärvi, 2010 The management should determine the vision and strategy of the organization, but also it should provide the necessary conditions for the development of the organization. The management is responsible that the structure of the organization is suitable to the situation and the abilities of the staff are in adequate balance with strategic objectives.…”

“…Mind set is human positivism comparing to statistical Likert inquiries that find out the situation but do not help humans in improving it. Tacit signal approach is based on the dichotomy scale, consisting two interrelated guiding forces (Kesti & Syväjärvi, 2010).…”

“…Human tacit signals approach and analyse are needed to identify organization development needs and to raise competence system intelligence. Tacit signals are based on employees' tacit knowledge and those will give guiding information for core competences improvement (Kesti & Syväjärvi, 2010). Positive human tacit signals and competence system intelligence are connected to the organizational development process in order to gain an effective organization change based on optimal workplace solutions.…”