Evaluating the performance of any organization is crucial because it determines the direction that it should take in the future. Both commercial and non-financial institutions face the same problem of continuous improvement (Warren, 2012). Therefore, it is imperative to appraise the strategies, current policies, and decisions of an organization to determine how prospects can be enhanced (Warren, 2012). In this regard, the current study evaluates the performance of the United States Postal Service (USPS).
The analysis focuses on the opportunities and problems that limit USPS from achieving its mission, goals, and objectives. It also examines how implementing a worker performance development program can ameliorate USPS service delivery because the organization aims to provide the maximum degree of efficiency and effectiveness in its operations. USPS is a busy organization that should run efficiently and effectively, which can be achieved through performance assessment to determine the strengths and the weaknesses.
The Organization of United States Postal Service
USPS delivers mails and packages to the American people throughout the country. It offers unique services and contributes significantly to the economy, making it a potential case study. The organization was established under the Postal Reorganization Act in 1970 (United States Postal Service, 2020). It operates as an independent entity to the executive branch of the government, under a Board of Governors (BOG), consisting of 11 members including nine Governors, a Postmaster General (PMG), and a Deputy Postmaster (United States Postal Service, 2020). PMG is the executive office for USPS. The BOG directs the operations of USPS through management. The institution is expected to be competitive and efficient by having an organized structure.
Performance (Opportunities and Limitations) of the Organization
Currently, USPS has numerous opportunities that can ensure efficient delivery of services. USPS has an extensive network throughout the country, which facilitates service delivery to different parts. The organization provides services through 26, 362 postal service-managed post offices, 4, 960 stations, branches and annexes, and 55, 000 commercial outlets (United States Postal Service, 2020). In 2019, USPS had about 633, 000 employees (United States Postal Service, 2020). The sheer number of workers ensures that the organization can deliver services effectively and efficiently through the country. In the same year, USPS processed around 471 million mail pieces and 160 million delivery points on daily basis (United States Postal Service, 2020).
Therefore, USPS is relatively efficient based on the daily transactions and deliveries. In addition, the company has also transferred most of its services to online platforms (United States Postal Service, 2020). The organization is expected to reach a wider market because of increased usage of the Internet. Overall, the performance of USPS is boosted by the integration of the Internet with the current huge numbers of workers and access points.
The organization has some limitations that prevent it from attaining its objectives. The USPS company has experienced a decline in revenues for the last 13 years because of the cultural changes and technological advancements, hampering effective operations (United States Postal Service, 2020). Currently, most of the revenue is collected from packages services. The venture is also threatened by stiff competition from private companies, such as DHL, FedEx, and United Parcel Services (United States Postal Service, 2020).
The institution has addressed the problem by introducing cost control strategies, such as restricting the delivery routes, decreasing the lobby hours, and reducing the number of career employees (United States Postal Service, 2020). The performance of the workers and the systems should be increased to meet the new policies and reduce costs to save the company from losses. Therefore, the need to implement a worker performance development program to ensure efficiency.
Implementing a Worker Performance Development Program
High performance at USPS is essential to prevent the company from making further losses. The organization should also reassess its services, strategies, and operations to ensure efficient usage of available resources (Wu & Wu, 2017). One of the most successful methods to increase efficiency is by implementing a worker performance development program. The policy impacts an organization’s output because it boosts morale, creates a sense of security, and enhances competencies (Rodriguez & Walters, 2017). Overall, a worker performance development program will improve service delivery at USPS and prevent the company from making losses.
Conclusion
Performance assessment for both commercial and non-profit organizations is crucial because it determines the future directions and ability to achieve objectives. The study focuses on the opportunities, limitations, and possible solutions for USPS. The company is involved in the delivery of mails and packages across the United States. It is a state-owned organization but operates independently from the executive government. The structured management and availability of many outlets across the country have ensured effective service delivery. The company has an opportunity to transfer most of its operations online to have a wider reach, and also to compete with other private companies in the field. Currently, USPS is incurring losses from the competition and technological advancements. Therefore, the need for reassessment of strategies and policies to improve efficiency. The change can be achieved through implementing a worker performance development program.
References
Rodriguez, J., & Walters, K. (2017). The importance of training and development in employee performance and evaluation. Worldwide Journal of Multidisciplinary Research and Development, 3(10), 206-212. Web.
United States Postal Service. (2020). Ready-now âž” Future-ready: The U.S. Postal Service five-year strategic plan FY2020-FY2024. Web.
Warren, K. (2012). Building strategy and performance. The Saylor Foundation.
Wu, C., & Wu, G. (2017). Person-organization fit relationship with innovative performance of employees: A literature review. Paper Presented in 2017 International Conference on Education, Culture and Social Development, ICECSD 2017, pp. 185-189. Web.