Use of Human Relations Theory in Anangu Tours Pty Ltd - Case Study Example

Heading: Organizational Behaviour Your name: Course name: Professors’ name: Date Introduction This paper focuses on some of the theories that are used in organizations in enhancing employees’ performance. Secondly, it addresses the actual theoretical practice in the workplace; Anangu Tours Pty Ltd. Thirdly, the report provides the differences between the expected theories and the actual ones used in Anangu Tours Pty Ltd. Lastly, this report tries to offer recommendations on theories that should be applied in order to advance development in the organization. This report is based on the organizational behavior of Anangu Tours Pty Ltd. Use of Human relations theory in Anangu Tours Pty Ltd. Anangu Tours Pty Ltd. has employed the human relations model in the management of its employees. This is a theory that was developed by Elton Mayo in reaction to the scientific model propounded by Fredrick Taylor. The establishment of the theory was stimulated by the absence of human aspects and flexibility in the scientific management theory. According to Mayo, consideration of the whole person in an organizational management is vital (Kreitner & Kinicki 2010). He realized that some of the workers in the company improved their performance with the increased lighting. On the contrary, the reduction of light also showed that a section of employees reduced their efficiency in the company (Kreitner & Kinicki 2010). Basing on Mayo’s results, workers in an organization enhance their productivity when they are highly regarded. This implies that employees’ behavior changes when they are under observation; the Hawthorne effect. With regard to this theory, organizations ought to realize that workers feel more significant and useful when they are given attention. They also desire to be recognized as individuals, rather than as a group in order to perform their duties effectively. The aforementioned needs are more valuable to organization’s employees than financial motivation, which is mostly used in the corporate world (Ivancevich & Matteson 2004). Therefore, it is critical that Anangu Tours Pty Ltd. managerial team ensures that their employees are happy so as to realize their set goals and objectives. Kreitner & Kinicki (2010) argue that in order to improve the workers’ productivity, managers should respond to the needs and desires of the employees. This can be determined through the use of suggestion box whereby employees can voice their needs, grievances, and opinions. Besides, managers in every organization should understand group and interpersonal relations in order to improve open communication and group procedures in work place. Making employees feel special is another way suggested by Mayo. This is achievable through the use of worker newsletters (Kreitner & Kinicki 2010). Therefore, in order to enhance employees work performance, it is vital that Anangu Tours Pty Ltd. applies Mayo’s theory of human relations in their management. Another theory that is worth noting in the management of Anangu Tours Pty Ltd. organizational behavior is the scientific management. This is a model that is credited to Fredrick Taylor who asserts the importance of scientific methods in the management of employees in an organization (Kreitner & Kinicki (2010). He noticed that workers’ inefficiency was caused by the fact that they were allocated duties that did not relate to their capabilities and aptitude. According to his belief, organizations should use the scientific method in order to ensure that they get high profits, and their employees get more pay (Schermerhorn 2011, pp. 45-48). Furthermore, his theory notes that workers’ poor production lies on the poor management skills in the organizations. This implies that the management should ensure that their workers posses appropriate skills, aptitude, and abilities for their positions in the organization. Furthermore, it is necessary that the management conducts an extensive training on their employees in order to improve their performance in the organization (Schermerhorn 2011, pp. 45-48). Basing on the theory’s assumptions, it is vital that the Anangu Tours Pty Ltd. management realizes that workers are disinterested in work that requires their self-direction, creativity and self-control. Moreover, Brief & Weiss (2002, pp. 23-2) asserts that workers in an organization are motivated to work hard on by acceptable wages. In addition, most of the workers in an organization do not like work; they are dishonest, lazy, dull and directionless. With reference to the scientific management theory, the management should divide tasks into simple, easily-learned, and repetitive activities in order to minimize unnecessary movement within the organization (Kreitner & Kinicki 2010). It should also closely monitor employees to ascertain that they adhere to the organizational rules and carry out their duties effectively. Besides, it should ensure that workers get bonuses for their overtime services. The third theory that should be applied at Anangu Tours Pty Ltd. is the Herzberg’s Two Factor Theory. This model considers job attitudes and satisfaction in organizational employees. Herzberg used the concepts of job satisfaction and job dissatisfaction as two separate entities. In his research, he noted that there are factors that cause employees’ job satisfaction that are known as satisfiers (Brief & Weiss 2002, pp. 23-25). On the other hand, there are those that cause dissatisfaction and are called dissatisfiers. Among the satisfiers are recognition, responsibility, achievement, advancement, and nature of the work; should be interesting. On contrast, dissatisfiers are company administration and policies, poor supervision, unfavorable working conditions, unacceptable wages and salaries, job insecurity, poor relationships among workers, and low status (Schermerhorn 2011, pp. 45-48). With reference to these factors, Anangu Tours Pty Ltd. management should ensure that its workers are meeting all the satisfiers in order to achieve improve their performance. Moreover, the management should get work on the existing dissatisfiers in the company so as enable the employees carry out their duties effectively (Kreitner & Kinicki 2010). Actual management in Anangu Tours Pty Ltd. Currently, in Anangu Tours Pty Ltd. it is clear that there is an effective management of the employees because of its excellent performance (Swaffar 2002, pp. 96-98). Its great performance in attributed to the use of the human relations model in which employees’ needs and desires are met effectively. Basing on Elton Mayo’s model of human relations, the company strives to maintain a favorable working environment for its employees in order to realize their full efficiency. Moreover, Findley (2005, pp. 56-60) says that Anangu Tours Pty Ltd. management has noted the effect of financial motivation on the employees’ productivity. This implies all the employees are rewarded accordingly, hence enhancing their stimulation to work extra hard. Besides, the company is applying Herzberg’s two factor model in the motivation of its employees. This involves the consideration of both satisfiers and dissatisfiers in the agency’s management process. In addition, Swaffar (2002, pp. 96-98) says that the management has realized the importance of recognition of the employees’ efforts in order to boost their productivity. It also ensures that workers are given responsibilities in order to work hard towards achieving their objectives. Bonuses are also awarded to the employees that work outside the formal schedules (Driesum 2002, pp.76-78). The Anangu Tours Pty Ltd also conforms to the Taylor’s scientific management. This is evidenced by the fact that the agency has employed a staff that is highly competent. For instance, the company has hired members of staff that are well-conversant with the aboriginal people’s culture, sites, and history. In fact, the company has won an award of Legacy World Tourism in Washington as the world’s leading heritage and Cultural Tourism (Swaffar 2002, pp. 96-98). Recommendations In addition to the aforementioned, actual management practices in Anangu Tours Ltd., the management should address the issues of politics, influence, and empowerment among its workers. Firstly, politics are influential in every organization as it affects the functioning of the organization. In such an organization, workers can either engage in legitimate or illegitimate politics (Schermerhorn 2011, pp. 45-48). Notably, Anangu Tours management should ensure that the latter does not exist as it negatively affects its performance. Therefore, in order to offer an effective management of political affairs in the organization, Anangu Tours management ought to give its staff explicit job assignments in order to avoid unnecessary conflicts. Furthermore, the managerial team should lead by example so as to control the undesirable behavior among its employees. Vigoda (2000, pp. 12-15) also argues that it should ensure that get rid of alliances and face the game leaders in politics. Nevertheless, engagement in moderate legitimate politics is necessary for the welfare for the agency staff. Additionally, the management at Anangu Tours agency should tackle the issues of empowerment of its staff. This is because this issue can viewed negatively, for it deprives the management of its authority. On the other hand, some people find it useful as it enhances power delegation and provision of realistic advice. According to Schermerhorn (2011, pp. 45-48) the company should allow moderate empowerment of its employees in order to realize efficiency and excellent results. Notably, the agency’s management should avoid a situation of powerlessness among its employees in order to enhance their feeling of importance in the organization. Furthermore, the management should strive to handle the issue of influence in the organization in order to maintain its common goals. A lot of influence possessed by the subordinate staff over the senior staff is quite unhealthy for the performance of the organization (Ivancevich & Konopaske 2007). According to Aldag & Kuzuhara (2002) it is also vital that the Anangu Tours to enhance the cultivation of an organizational culture. This is important in that it develops a shared commitment, organizational identity, sense-making tool, and stability of the social system. Brief & Weiss (2002, pp. 23-2) says that it should also focus on engaging its workers on the organizational socialization. This way, the employees will learn its values, norms and desirable behaviors. Besides, efficiency of the Anangu Tours can also be achieved through the use of scientific management methods that entail simplification of tasks into manageable pieces (Vigoda 2000, pp. 12-15). Nevertheless, the company ought to be cautious of the negative effects of this method. For instance boredom, sabotage, and unpermitted breaks at work place. The agency can also ensure that there is adequate job rotation in order to reduce boredom among its employees (Schermerhorn 2011, pp. 45-47). For instance, workers can be moved from simple tasks to more complex ones so as to improve their skills and abilities. This is as a result motivates employees in to performing more effectively. Job enlargement is also critical in the development of an effective the agency’s behavior and performance. This entails giving an employee a number of varied tasks in order to broaden their work scope. This will reduce boredom and enhance their job satisfaction. Kreitner & Kinicki (2010) also recommends that the agency incorporates job enrichment in their strategies in order to widen their skills and enhance job satisfaction. Conclusion Organizations should apply various theories in order to ensure an effective management of the employees’ behavior. Some of these include the scientific management, human relations, and Herzberg’s two factor theories. In this case, the Anangu Tours agency conforms to the aforementioned models in its management function. Nevertheless, it ought to improve employees’ performance through the job enrichment, rotation, and enlargement. It should also ensure that empowerment, politics, and influence issues are handled appropriately. Besides, the agency management should strive to perpetuate organization culture and socialization among its employees. References Aldag, RJ & Kuzuhara, LW 2002, Organizational behavior and management: an integrated skills approach, South-Western/Thomson Learning, Melbourne. Brief AP & Weiss HM 2002, ‘Organizational Behavior: Affect in the Workplace’, Annual Review of Psychology, vol, 5, no. 2, pp.23-25. http://www.questia.com/SM.qst?act=adv&contributors=Howard%20M.%20Weiss&dcontributors=Howard%20M.%20Weiss Driesum RV 2002, Outback Australia. Lonely Planet, Oakland, CA. Findley, L, 2005, Building change: architecture, politics and cultural agency, Routledge, London New York. Ivancevich, JM & Konopaske, R 2007, Organizational behavior and management, McGraw-Hill/Irwin, Sydney. Ivancevich, JM & Matteson, MT 2004, Organizational Behavior and Management, McGraw-Hill Higher Education, Sydney. Kreitner R & Kinicki A 2010, Organizational Behavior 9th Edition, McGraw-Hill, New York. Schermerhorn J 2011, Organizational behavior. Wiley John Wiley distributor, Hoboken, N.J. Chichester. Swaffar, A 2002, Australia Handbook: The Travel Guide, Footprint, Bath. Vigoda, E 2000, ‘Internal Politics in Public Administration Systems: An Empirical Examination of Its Relationship with Job Congruence, Organizational Citizenship Behavior, and In- Role Performance’, Public Personnel Management, vol. 29, no. 3, pp. 12-15. http://www.questia.com/PM.qst?a=o&d=5001760830 Appendix Read More