Implementing Organizational KSA to Improve Employee Workplace Environments

Purpose: The purpose of this presentation is to expand the importance of KSAs and how it plays a key role in enhancing employees’ performance. We will be looking at the potential aspects KSAs have to generate successful performance and providing the possible ways employees can improve their KSAs in the marketing field.

Daniela, P. M. (2013). The Interdependence between Management, Communication, Organizational Behavior and Performance. Annals of the University of Oradea, Economic Science Series, 22(1), 1554–1562.

This article goes in-depth about the use of three fundamental aspects, which are management, communication, and organizational behavior that contribute to the efficiency of employees and increase job performance. The author indicates the connection between job satisfaction and performance. How OB can potentially help managers understand why employees act the way they do and make use of communication and management so that all of those factors can significantly enhance employees’ performance.
This source is beneficial to our topic because by understanding OB and the practice of managing and communicating in the workplace, employees are motivated to achieve greater job performance, which will then lead to the ultimate in job satisfaction.

Wang, Y., & Haggerty, N. (2011). Individual Virtual Competence and Its Influence on Work Outcomes. Journal of Management Information Systems, 27(4), 299–334. https://doi.org/10.2753/MIS0742-1222270410

This article discusses the opportunities and challenges within work arrangements involving the technical, social, and organizational factors. The concept of KSA’s benefits within the modern-day workplace, which is seen as more “virtualized” is discussed within this article. Understanding the differences in individuals’ capabilities can help provide a lens on improving work outcomes. This article will be helpful as to understanding the importance of KSA’s and how this relates to capabilities, and the improvement of work outcomes.

Cappelli, P., & Tavis, A. (2016). The Performance Management Revolution. Harvard Business Review. https://hbr.org/2016/10/the-performance-management-revolution.

This article discusses the evolution of managers being able to develop their employees while keeping them accountable at the same time. The author describes the concept of how more frequent check-ins with employees is more beneficial long-term than annual reviews and the scientific reasoning behind it. The big picture of this article is around building skills around teamwork, agility, and the development of employees. This ties very well into the core fundamentals of KSA’s (Knowledge, Skills, and Abilities) because it directly impacts the employees’ knowledge and skills pertaining to the job. I believe the relevance of this article to our presentation is very beneficial because we can directly tie the frequent check-ins instead of annual reviews into our overall idea of increasing employee performance in a field that requires agility and adaptation.

Peñalba-Aguirrezabalaga, C., Sáenz, J., Ritala, P., & Vanhala, M. (2021). Putting knowledge to work: the combined role of marketing and sales employees’ knowledge and motivation to produce superior customer experiences. Journal of Knowledge Management.

The study focuses on the importance of marketing managers acquiring and building both conscious knowledge (such as knowledge about facts and trends) and automatic knowledge (such as skills and abilities). According to the article, there was previously a gap in research on the role of employees’ knowledge and skills, which led to a lack of guidance to build knowledge priorities. It stresses the importance of motivation in building employee knowledge, which is directly linked to sufficiency in organizational behavior and commitment. This source pertains to the importance of KSAs in building more robust marketing employees and the importance of both extrinsic and intrinsic motivation.

Roberts, B. (2018). 5 Ways Your Organizational Behavior Can Affect Your Marketing Strategy. Bolt Goodly. https://boltgoodly.com/business/5-ways-your-organizational-behavior-can-affect-your-marketing-strategy/

This article will be very beneficial to our presentation because it breaks down the concept of organizational behavior and shows us how important it is. It helps us understand how without organizational behavior there will not be much success within your marketing goals, if you are not able to manage change then there needs to be some reevaluation. This article did a great job stating the importance of making sure everyone is utilizing the benefits of organizational behavior in order to achieve success.

Garg, N. (2019). High performance work practices and organizational performance-mediation analysis of explanatory theories. International Journal of Productivity and Performance Management.

The authors discuss and evaluate factors that have positive impacts on employees to generate their job performance. Factors such as good management support, organizational climate, and job environment result in higher motivation, satisfaction, and job performance. When the organization focuses on improving and providing employees with sufficient resources and training, employees will be able to improve their knowledge, skills, and abilities to help them excel at work. In contrast, the organization will fail if they do not create an environment where their employees can learn and thrive, their employees will be impacted negatively, which will lead to lower employee performance.
This article is a great source for our project since it suggests methods and factors that contribute to improving employees’ KSAs in the workplace, which will be beneficial to discuss from employees’ perspectives. The article is also grounded in organizational behavior and its importance in the long-term success of the firm and its employees.

Hanh Tran
Mackenzie Wight
Jared Wingerson
Leah Kessen
Ira Bagiryants