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Reward and Development - Assignment Example

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Reward and Development By Your Name Subject Name and Code Name of University Due Date Introduction As we have been rightly taught, the link between strategy and action is filled by organizational capabilities (Ulrich, 1990). The journey of an individual into the corporate world is one in which little can be achieved without experience…
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Download file to see previous pages This experience is also an outcome of learning from one’s peers, therefore we can safely state that experience passes on through generations. Building a Learning Organization One of the models identified for building a learning organization encompasses the organization, people, knowledge and technology as the four key pillars on which organizational learning is based (Serrat, 2009). This model states that people are required for the learning within an organization through the transfer of knowledge amongst them and through the implementation of innovative technology. Charles Darwin once said that the species most responsive to change is the one that is bound to thrive in a competitive world, and how right he was. Over the years the ever increasing progress in technology has pressed for the need to have skilled and knowledge workers, this has also been a key point of interest of training and development programs within and beyond organizations. There are several different theories of organizational development that have been proposed by theorists, let us take a look at a few of them: The Humanistic Approach In response to the limitations that accompanied the psychodynamic theories, the concerns raised by some renowned philosophers such as Abraham Maslow led to the development of the humanistic perspective. This perspective aimed to incorporate the aspects of human needs within the theoretical framework. A comparison of the humanistic perspective to the Economic-Based Model of the firm revealed few differences regarding the approach of the two models towards the people aspect of a firm. The most important difference lies in the fact that the Economic-Based Model assumed that human beings are motivated only by self-interest which leads to a very profit oriented organizational focus, as opposed to the Humanistic perspective which emphasizes on an organization that comprised of empowered employees who when working in the organization feel that they are adequately applying themselves in the work and are not treated as money minting machines. This difference in the two models makes the Humanistic Model more pro Organizational Learning and Development as opposed to the Economic-Based Model (Rosanas, 2009). This perspective is strongly knitted to the Human Relations Approach to organizational development, which emphasizes on the need of good working relationships amongst employees and good leadership which is pivotal for the progress of the organization (Approaches to Organization And Management, 2009). Performance Management Moreover, we have the classical perspective which is similar to performance management. In this approach the emphasis lays towards achieving the goals that have been set out by the organization, formal management hierarchy is maintained and employee empowerment is reduced compared to the humanistic perspective. The “Psychological Contract” is a subjective expectation and belief of the employees regarding how they see their relationship with their organization. This psychological contract determines the employees’ level of satisfaction within the organization and his/ her level of motivation (Coyle-Shapiro, 2002). This is not a written contract however; this tacit agreement has many powerful behavioural and attitudinal outcomes. Employees feel attached to their ...Download file to see next pagesRead More
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