Organizational Behaviour and Management
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Organizational Behaviour and Management
Organizational Behaviour代写 Principles of management and organizational behavior discuss the principle of management, the fundamental guidelines
Introduction
Principles of management and organizational behavior discuss the principle of management, the fundamental guidelines that businesses. And the role of managers to meet the intended goals of an organization. Understanding the reason for human behavior and studying the complexity of human nature in an organization is critical to establishing a successful organization. It improves management efficiency and creates the value of human capital to an organization.
The study of organizations behavior is used to understand the cause and effects of human action within the organization. In so doing, a face-to-face interview was conducted with Mr. Brown, a human resource manager at Linda Ltd. In this paper is a critical analysis and evaluation of a manager’s opinion regarding creating satisfied employees, motivating employees, and reducing employee’s stress.
General Background and Responsibilities Organizational Behaviour代写
A human resource manager is an essential component in the management structure. Brown is a middle-aged manager who has been a human resource manager for Linda Ltd for the past four years. Before joining his current company, he was working as a supervisor at a local manufacturing company. Him joining Linda Ltd was a career advancement and towards his goals of being a managing director. According to the interview, he was optimistic to provide human resources services that are that will help his company achieve the goals.
His main goals as a human resource manager included creating satisfied, motivated, and empowered employees. Brown saw it that his work as a human resource manager is under how people and systems behave for company success and growth in both employees and customer base. Part of his responsibilities was to ensure human resource productivity, efficiency, and growth. He was positive that he had done much for the company by improving labor performance and hence, higher company productivity.
However, Brown noted that his work is not without challenges. Organizational Behaviour代写
Even though he was committed to building one of the best HR systems in Linda, he found it challenging to attract top talents to the company. According to his experience, it takes resources, discernment, and a lot of time to get highly skilled labor. Brown pointed to me that it is difficult for employees to embrace change with grace and ease. Some of the changes that he discussed included managerial, structure, procedural, and technological.
Naturally, people are resistant to change due to fear of unknown and anxiety. Notably, he noticed his problems in managing workplace diversity of experiences, ideas, and perspectives. Nevertheless, he found it enjoyable and rewarding to make a step ahead in empowering and motivating employees in the company. To be a successful human resource manager, he cited using commitment and passion for his role.
Managing Employees Organizational Behaviour代写
Human resource management involves such activities as analysis and planning for jobs, recruitment. And selection, employee motivation, performance management, compensation and training, and development. However, the interview focused on three responsibilities of the interviewee in employee management, which included human motivation, satisfaction, and reduction in stress. Brown observed that managing job satisfaction is critical for its humanitarian values and financial benefits to the company.
He was asked to define employee satisfaction, and he described it as workers’ happiness and desire and need to continue work for the company. Brown was pessimistic that achieving employee satisfaction is an uphill task and need dedication and perseverance on the side of the manager. Reason being, making every worker satisfied given the workplace diversity is close to impossible. On this point, I tended to disagree with him on the issue of creating people motivation at work.
Job satisfaction is taken from the perspective of change in employee attitude, which is a reflection of the moral of the company. Therefore, it is a matter of working on their feeling towards the company through such approaches as creating autonomy, reasonable compensation, open and active communication, to mention a few. These and more strategies in creating employee satisfaction do not depend on workplace diversity but rather the human needs and want as well as morality toward them.
Therefore, employee satisfaction can be explained using various theories Organizational Behaviour代写
Including Maslow’s needs hierarchy theory and Herzberg’s motivator-hygiene theory (Dugguh and Dennis, 2014). Hierarchy of needs is widely used and applied theory of human motivation and satisfaction. Maslow capitalized on human psychological and clinical experiences to postulate that human needs can be arranged in a hierarchy. According to Maslow, when one level of needs is satisfied, it no longer needs motivation, and hence a higher level need require motivation and so on until a human is satisfied. He identified the levels to include physical needs, safety needs, social, esteem needs, and self-actualization (2014). Notably, the satisfaction of each need is based on the importance attached to various needs and degree which a person perceives aspects of life and how they can be satisfied. The manager should focus on satisfying the basic human needs, that is physical, safety, and social needs to make them motivated to work and be efficient.
On the other hand, Herzberg’s two-factor theory can be applied to increase worker satisfaction.
Herzberg developed the theory to address specific work motivations. He concluded that work satisfies that are motivators and work dissatisfiers, which he termed as hygiene factors are related to the context of work (Alshmemri, Shahwan-Akl, and, Maude, 2017). Those workers who are motivated related to job achievement, appreciation, work, roles, and promotions. He also found that hygiene factors are those factors that do not motivate or make a worker dissatisfied, and they relate to company policy, management, payment, communication, job relationships, and work conditions. For these reasons, the theory has been used widely as a model for studying job satisfaction. Reason being it can be used in both educational and qualitative analysis in the science of assessing workers’ satisfaction in policing. Nevertheless, the theory failed to address employees’ differences in the perception of various aspects of motivation.
However, according to Brown, he felt dissatisfied on the empirical approach of the two theories of workers’ motivation and satisfaction.
He cited that though the models are applicable, it is difficult to achieve them in the context of diversity in workplace owing to individual differences, aspirations, and company goals. He further noted that the company policy and management structure have a crucial role in determining the level of satisfaction achieved in an organization. On the part of the management structure, it was clear that Linda Ltd used a traditional structure, which is mostly viewed as bureaucratic. On his role, he has tried to make interpersonal role and interactions open and innovative to encourage employees’ communication and hence increase voicing and freedom.
Brown tries to connect with his workers to ensure they are free to talk about their job issues and has created a bargaining mechanism to ensure every problem raised is dealt with amicably and conclusively. He added that, what matters regardless of the management structure adopted is the connection the company has with its employees and how much autonomy they have regarding their work. His perspective on employee motivation and satisfaction was agreeable to the extent. That the company creates space and avenues through which employees can be creative and negotiate.
Therefore, the company has employed various strategies that ensure high motivation, satisfaction, and low stress. Organizational Behaviour代写
As the human resource manager, he has created programs such as team building, best employee awards, and other out activities such as outings. He stated that these programs have helped him keep close contact with his employees and increase their morale at work. Team building, for instance, increases friendship and cooperation at work since workers become free and used to each other. The HR department holds annual awards for best-performing employees in various categories. The awards make workers feel recognized and appreciated.
Also, the department gives workers paid holidays to exotic places to relieve themselves work stresses and relax. The company has established a welfare department which deals with issues with individual employees. Brown identified that anxiety and depression is a real problem which does not only work-related but an ally of family, personal, economic, and social issues. The welfare department beside offering training programs it provides wellness programs and initiatives. Linda Ltd has managed to make its workers satisfied and motivated in an environment that is less strenuous and stressing.
Conclusion Organizational Behaviour代写
Understanding employee behavior is a critical aspect of successful HR management. Motivated and satisfied employees who have less work stress is a recipe for company success (Mafini and Dlodlo, 2014). Efficiency in employees can be observed in their performance at work, productivity, and overall company financial gains. However, their fulfillment does not come easily as a product of efforts made by the company management through its various management approaches and programs. From the interview conducted with Brown, it can be concluded that it is not easy to achieve workers’ absolute satisfaction owing to the workers’ diversity and individual differences. As such, multi-faceted approaches have to be used to see every issue with employment are addressed.
Human resource behavior theories help explain how employee behavior is influenced both positively or negatively by management behaviors and structures. As such, I learned that the understanding of Brown about the organizational behavior. And HR theories assisted him in optimizing on worker productivity, efficiency, motivations, satisfaction, and creativity while reducing workers’ turnover. I also learned that approaches used by the management are based on employee behaviors. In this respect, organizational behavior looked at the people culture structure and how they could influence on employee actions. Group mechanism such as leadership behavior and functioning teams affect interrelationships between management and people and employee among themselves. It is based on dynamics found in groups of people. He also used individual features such as beliefs, values.
References Organizational Behaviour代写
Dugguh, S. I., & Dennis, A. (2014). Job satisfaction theories: Traceability to employee performance in organizations. IOSR Journal of business and management, 16(5), 11-18.
Mafini, C., & Dlodlo, N., (2014). The relationship between extrinsic motivation, job satisfaction, and life satisfaction amongst employees in a public organization. SA Journal of Industrial Psychology, 40(1), 01-12.
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12-16.
Appendix
Appx 1: Business Card
