Organizational Behaviour in Pioneer Technologies Limited - Essay Example

Organisational Behaviour in Pioneer Technologies Limited (PTL) Introduction Pioneer Technologies Limited (PTL) has faced several challenges with their staff amidst the success of the company. The welfare of the company is of utmost importance to the company. Despite this, there has been a sour response from the employees for some time. PTL Company has tried to establish a good customer relationship by treating their staff well, giving them salaries, bonuses and commissions. While all these treatments are in monetary terms, nothing has been done to ensure that the employees retain their faith in the management and organization of the company. This has led to the quest for measures to ensure efficient communication and motivation of staff in order to ensure understanding and coordination within the company. Pioneer Technologies Limited could benefit more from the application of psychological contract in the company. 2. Integration of psychological contract in Pioneer Technologies Limited A Psychological Contract is a construct that describes the mutual respect and understanding between an employer and the employees. Most times, the employees support their employer’s casual culture norms which they were accustomed to before they were hired by the employer to be their employees. In Psychological Contract relationship, the employees perceive overt and covert expectations from their employer. Although both parties may not be aware or confess their relationship to each other, they continue to govern their relationship to each other (Hughes, L. W., & Palmer, D. K., 2007). Due to the negative response faced from the staff of Pioneer Technologies Limited, the psychological contract can be integrated by establishing a system of mutual understanding and respect such that both employee and employer perceive each other as important for the survival of the business. The Iceberg model can be employed in Pioneer Technologies Limited to ensure a state of balance where Murthy; founder and the employees are confortable and have a healthy working environment (Janssens, M., & Sels, L., 2003). Iceberg model of Psychological contracts model The iceberg model represents the relationship between the expectations of both the employer and the employees and thus it helps us understand several aspects and influences of their behaviors within the Psychological Contracts theory. The model represents an iceberg with almost 90% of submerged into water. This feature is consistent with the fact that most of the perceptions of the Psychological Contract are not written and neither are they open. They are hidden in our subconscious and neither the employer nor the employee has claim to it. The contract is thus established through a good relationship in the working environment as opposed to an agreement as in the case of legal contracts. The level of the submerged iceberg depends on the nature of the employers and his leadership skills. Older generation leadership traits were mainly the authoritative and autocrat leaders who ordered things around but no consultations with the employees took place(Strunk, W. Jr.,et al, 2004). In such a situation, the iceberg becomes more submerged. Nevertheless, in modern employers, the senior intellectual leaders consult their respectable and successful staff about major decisions and handling of issues in the organization. This establishes a feeling of respect and a sense of belonging. Those employees are thus motivated to work very hard for the company as they can identify themselves with the final success of the business. In this case, the iceberg is about 50% submerged. To ensure that their iceberg is less submerged, the Pioneer Technologies Limited should improve their leadership skills and shy away from those leadership traits where only Murthy, Nandan, Gopal, Shibulal, Dinesh and Raghavan make decision even those that the workers may not agree with. As much as the founder, CEO and the directors have the final say in the decision making of Pioneer Technologies Limited, they should consult with their staff to know their opinion on how the new implementations are likely to influence their lives and their work. Some ideas raised by the staff may turn out to be the next big thing for the company. This will establish a relationship of trust and respect and the staff will be motivated knowing that the management is concerned about them. The relationship will have deeper inputs and rewards which are mutually acceptable to both relations (McInnis, K. J., Meyer, J. P., & Feldman, S., 2009). The success of the relationship established increases with the rise of the iceberg over the water. This increases the contractual expectations of the employer and the staff. The hidden and unfelt perceptions emerge from the water over the water line and become visible. As such, the contractual agreement between the employer and the staff starts to show by improved relationships, respect, responsibilities, increased rewards and inputs. In the case of Pioneer Technologies Limited, the souring relationship between the employers and the staff is due to the submerged iceberg which hides all the inputs and the rewards potentiality on both sides. Once their relationship is improved, the employee gains more success and experience and the iceberg will submerge more on the water exposing the inputs and the rewards in both the staff and the employers’ sides. The left side represents the inputs belonging to the employee while the right side represents the rewards offered by the employer. They represent the perceived needs and expectations of both sides in the relationship. Implications of Psychological contract on Pioneer Technologies Limited A physiological contract should be balanced between the employees and the employers as it is the framework upon which employee perceptions will be based on such as faith, enthusiasm, satisfaction trust and commitment. This is not the situation in the Pioneer Technologies Limited. Although the company has been too good and generous with their employees, they are still facing negative responses due to failure of establishing positive employee perception in the company. when the employees feel that the contract is being broken, the good organization performance enjoyed for so long cannot be felt any more and regardless of the amount of good coming from the employers, the employees will betrayed by lack of faith and trust in the management of the company(Bloodgood, J. M., 2004). Positive responses will be generated from the Pioneer Technologies Limited’s staff when they can trust, respect and have faith in the organization. In this case the psychological contract is perceived as fair and right. 3. Motivational gaps between the staff and the management team in Pioneer Technologies Limited Pioneer Technologies Limited has experienced negative response from their staff which is an indicator of a demotivated employee. Some of the motivational gaps among the employees of Pioneer Technologies Limited are discussed below. Inadequate motivational processes and policies; motivational processes and policies are the formal systems that are utilized by organizations to manage employee motivation and encouraging employee engagements in the activities of the company. Many managers in top organizations do very little to motivate the employees by establishing motivational systems. However, successful organizations strive to motivate their employees indirectly through training offers to improve their education, good salaries, bonuses, excellent retirement schemes and commissions. While indirect motivation is essential for the wellbeing of the employees which reflect on their work, direct motivation inspires the workers and increases their determination to succeed by accomplishing the goals of the company. Direct motivation creates an express relationship between the staff members and the management teams heading different section of the organization (Ramlall, S., 2004). The different management teams of the Pioneer Technologies Limited lack motivational processes and policies which create a good relationship with their staff. This includes a good communication relationship. The staff is not motivated by established systems like engaging them in different activities which is the reason of having negative responses. Pioneer Technologies Limited company maintains a good indirect motivation with their employees as they give them hefty salaries as compared to other companies, they offer good placement terms to their employees and their interns, commission and bonuses. However, they lack direct motivation. Managers do not engage in direct motivation through established formal systems and they run the risk of poor communication atmosphere with the staff. The staff is not free to talk and engage with the management even when they notice something not going well in the company; they would rather keep quiet about if for fear of the management response. Some managers will not want to be blamed by the company’s management and therefore they pass the blame of an awful occurrence or incident to the whistleblowers. Direct motivation makes employees feel free to report such incidences without fear as they have faith in their management. Direct motivation matters most in terms of the positivity and negativity of the employees (Isaac, R., et al, 2001). This problem can be solved by introduction of creative rewards system; the management teams of Pioneer Technologies Limited can use creative rewards system to motivate employees who have gotten used to the normal financial reward systems of commission and bonuses. The rewards system should continually be reviewed combines with the benefits both financial and kind. Regular review of the benefits and rewards location will keep employees on their toes and they will work hard giving the company a positive response. This will also reduce the overreliance on financial incentives. Such systems could include flexibility in the working hours/days, work/life balance initiatives, technological involvement among others. Employees should not be allowed to get used to one reward system as it demotivates them in the long run (Hofstede, G., 2001). Poor motivational skills on the top leaders; top leaders in a company are key motivators to their staff. A staff is very motivated when there is a commitment and strong indications that the top management of the company is concerned about their work undertakings. When the leaders are not involved in their employee’s work at all cost, they feel that they don’t matter. Company leaders, especially those that have very many branches and employees should frequently find time to tour when the employees are working and engage them even in a group to make them feel important. Some CEO’s are never felt at the branch levels and some employees do not see them unless by chance. This seems to be the problem with the management teams of Pioneer Technologies Limited, although the company has adequate monetary compensation for their employees, the top management is not felt by the common employees (Hofstede, G.,et al,2010). The reward schemes, the training and the salaries has been relied on for so long such that the older staff have gotten used to it and it’s no longer a motivation to them. Such systems cannot be relied alone as they turn to bureaucratic systems which eventually demotivate the employees. As such the management teams should consider involving the staff with the top leaders once in a while. This will make the employees feel that they are not just machines in the work place but they belong. As such, Pioneer Technologies Limited should set clear terms in regard to communication, vision and their processes of decision making. Leaders, managers and staff should earn each other’s respect, faith and understanding which will enable a conducive environment for working which will eventually provide an opportunity for all of them to learn from each other, grow and develop (Charles, K. R., & Marshall, L.H., 1992). A wanting physical environment and working experiences; the physical working environment of the employees is very influential in the performance and perception of the employees. Employees are more motivated when they can enjoy their working environment as opposed to those who have wanting environments. Wanting environments include structural challenges like outdated technology, old buildings which no longer keep up with efficiency and open plan office but a few. Due to the changing trends in both architectural and technological nature of the industry, the management teams should be on the look out to make sure that their employees can keep up with the updated versions to enable their efficiency. For instance, open plan type of office where all employees are given desks on the same office is very demotivating. The employees are not able to be creative in the work place as they feel they are under scrutiny all the time. This results to staff that is only interested in the end of the shift and the not the course of the shift. Poor working experiences occur where the employees are not given priority in information such that they are addressed about a planned meeting when it’s too late for them to prepare for anything. They feel intimidated as they cannot contribute to the agenda especially on maters touching on the conditions of their working condition. Due to the fact that Pioneer Technologies Limited has very many workers, it is not possible to offer a single office for all their staff, but they should consider improving the working conditions and working experiences of their staff by updating them on the performance and occurrence of the company so as to appreciate their input in the overall company performance. The staff should also be given ample time to prepare for meetings especially those with agendas that concern their welfare (Dermody, M., & Taylor, S., 2004). 4. The types of communication mechanisms that can be adopted by Pioneer Technologies Limited to help ensure better understanding and co-ordination(Guest, D. E., & Conway, N., 2002) Pioneer Technologies Limited requires upgrading their communication mechanism in order to enhance a better understanding and co-ordination of the overall organization (Ludlow, R., & Panton, F., 1992). Some communication mechanisms include; Propose solutions in communication; proposing solutions can be a very effective toll in the communication between supervisors and staff on the shop floor. Most discussions between the staff on the shop floor and the management will involve presentation of the problems that the management needs to solve for them. The Subordinate staff tends to have more issues which they need to address to the management. In a meeting between the two, things can be streamlined more quickly if the staff can present their grievances while at the same time making recommendations as to the exact changes or improvements they would appreciate to have. The same case applies to the management, it they have problems with the performance of the staff, they should present their issues with solution recommendations to their problems. This will save time and improve the understanding between the staff and the management.  Effective use of Body Language; body language is tool of communication which portrays warmth and a welcome gesture to the people involved in a conversation. The understanding and coordination of a conversation depends on how confortable people are with each other. Pioneer Technologies Limited management should adopt effective body language use with their staff; for example; when a staff walks in the office to talk to a senior manager who turns on the opposite direction, this presents a closed posture and a cold atmosphere for understanding to take place. On the other hand, if a manager presented with a problem from a staff to solve and he walks towards them, takes a moment to listen and directs their entire body to the staff’s problem, the atmosphere is a caring and welcoming one and has a reassuring perception. Concentration on reading others; reading other people’s fear, needs, confusion and frustrations can be done by effective observation. Some employees are used to the traditional forms of leadership where the manager does not pay attention to the workers, where they just issue orders to be followed without questions. It is there froe not easy to establish an understanding with such people to change their perceptions. Such people will try to communicate but may not have the capacity to do it due to fear. As such, the managers should be able to interpret such characters by reading the unspoken words. This can be done by looking out for traits like puzzled looks, slumped posture, sulkiness, wrinkled brows and other uncomfortable traits. Such behavior reveals that such people need help. The ability to read others in the work place not only make communication easier, but it also leads to deep attachment with the organization as the employees will feel cared for. Improve the quality of the meetings by making them count. Most meetings are conducted on endless basis. The management and the staff are made to sit down for long deliberating on issue that is implemented at the end of it all. Such meetings are a hindrance to the understanding and coordination in the work place. The Pioneer Technologies management should improve their communication by first improving their meetings. This can be done by giving adequate notice to the intended parties with the agenda of the meeting. This will ensure proper preparations such that the deliberations will be made on a logical way and involve the people affected by the meeting. This will save time as well as improve the nature in which coordination is done in the company. Implementing the outcomes of the meetings should be done as deliberated to assure the management and the employees that their interests matter to the company. Establish an open door policy; an open door policy is a communication tool which creates a welcoming atmosphere especially with the senior management. The policy enables employees to feel free to approach even the senior-most leader in the organization and discuss their issue or offer their recommendations. Pioneer Technologies limited can adopt this policy to improve on their communication relationship with their staff. When the employees are aware that doors are open for them any time without fear of intimidation, loss of jobs or criticism, they will not shy away from reporting to the management of any occurrences that can affect the performance or the welfare of the company. An open door policy is very effective in producing positive response as it establishes a friendly connection between the subordinates and the management. Give credit to great ideas by rewarding them; employees commitment is enhanced by recognized the extra mile they take to make sure that the organization runs smoothly or improves the efficiency. Employees should be involving in deliberations for solutions when and as they arise as they affect them too. You may be surprised that the best solutions to the problems facing the company can be solved by ideas from a staff working at the stores and not those in the offices. Whenever employees present great ideas to the company, they should be rewarded for it. This can open a very huge difference in the working atmosphere as people strive to work hard and improve the performance of the company as they are aware that they will also benefits from it. A good management should also recognize when people do a great job even if not on ideas but on their performance based ion results. Establish strict measures to prohibit verbal Abuse; verbal abuse in not restricted from senior to junior relationship as it is also portrayed in the same level. Some staff may feel more favored by the management that they abuse other staff members because they have no fear of being reported. Other managers will abuse tier fellow managers because they are more senior than them. This is a common practice in large organizations and a big hindrance to understating and coordination in a work place. To improve communication, Pioneer Technologies limited should establish strict measures to handle such cases. A body should be put in place to handle the issues such that those found abusing others are put into punishment. This will enable those perceived as inferior be able to speak out for themselves and thus improve the understanding and coordination in the work place. 5. Conclusion Physiological contract can be adopted by Pioneer Technologies Limited Company in order to identify and balance the employee’s hidden perception. The organization should thus strive to make their activities more open, transparent and employee involving so that the employees can identify with the company. A balanced psychological contact is unattainable if the perceptions of both the employees and the employer remain in the hiding. Mutual awareness and openness will allow them to understand each other better which will in turn translate into positive outcomes and responses. Motivation and communication are effective tolls that can be used to prompt positive responses. Motivated employees feel valued by the organization the work for. Many organizations motivate their employees directly while others prefer to do it indirectly. Motivated employees give positive response to the organization and are actively involved to ensure success of the company. Employees need tangible ways to feel appreciated and establish a sense of belonging in the company they work for. Lack of motivation can cause the staff to be demotivated and contribute very little towards the achievement of the company’s goal (Hallowell, E. M., 2005). Effective communication mechanisms in any organization are very important in ensuring that both the managing teams and the staff move forward uniformly. With effective communication mechanism, every problem in the organization can be solved (Taylor, S., 2000). Therefore, communication in an organization should be given the first priority in preventing occurrences of adverse incidences or solving problem. 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