Organizational Behavior and HRM Issues - Coursework Example

?Organizational Behavior & Human Resource Management Discuss how organizational and team environment contributes to team effectiveness at the workplace? (i) It is a fact that the organizational and team environment at the workplace manifests a sense of success because this embodies the basis of growth and development to be inculcated. The workplace realms receive immense benefits if the team methodologies are working to good effects and producing the results that are asked of them. It is also a given that the organizational and team environment would mean that the organization works as a whole and that there are no problems or issues that exist within its fore. This would eventually boost the basis of the workplace sanity that the employees look forward to receiving in the coming times, and the manner under which proper procedures and codes are followed. What is important here is the fact that the team domains should be highlighted as they work towards bonding the employees more than anything else. The team effectiveness is manifested by a sense of doing things right for the sake of the organization and properly aligning them to achieve results that are deemed as attainable right from the very beginning. Therefore team effectiveness is directly dependent on how the team environment has come about within the workplace and how this will mean long term results for it. (ii) The organizational and team environments depend on the role of the top management as to how the same will manifest their incorporation. What is important is the fact that the team environment does bring about team effectiveness in the long range scheme of things. This is something that is seen as an important undertaking of the organizational and team environment domains because the employees’ undertakings are taken into account. The problems that exist within the organizational and team environment must always be dealt with in a stern manner so that these matters do not come into the reckoning again. The proactive vision to resolve these matters amicably would produce sound results at the end of the day, and thus bolster the basis of organizational and team environment. What is even more important that the team environment lets each one of the team members know what the organization asks of them, and how they will represent growth, development and productivity across the board. The element of righteousness within the organizational and team environment would mean that the team effectiveness exists for all the correct reasons. This is much needed as it will help develop the organization as a whole and let it grow even further in the times to come. 2) Explain what can organizations do to increase the effectiveness of the financial rewards? (i) The organizations can increase the effectiveness of the financial rewards by telling the employees what it expects of them in the long run, and how they shall go about doing things the organizational way to achieve maximum success, both personally as well as professionally. This will ensure that the financial rewards are the drivers behind the organizational hard work and commitment shown by the employees. They will give in their best to achieve maximum mileage and value for the sake of the organizations that they work for and thus manifest their long term commitment with them in the sheer sense of the word. The effectiveness of the financial rewards can also be increased if there are proper procedures and codes behind these incentives in place. This shall tell the employees that they are being looked after well and that their work realms are being monitored in an adequate way. What this will eventually do is to build up trust and confidence in the employees that if they go out of their way and manifest hard work and devotion towards the work processes, tasks and actions, they will be given their due in terms of the financial rewards that have been decided by the organizations. (ii) The role of the organizations in increasing the effectiveness of the financial rewards is such that it wants to showcase how the strengths within the organizations, i.e. the employees themselves would be able to give in their best so that they could be given something of value in return. This goes to suggest that the financial rewards form the vital link between the top management domains and the employees who work under its folds whereby the latter make sure that their commitment and devotion levels live up to the expectations of the organizations. The effectiveness of the financial rewards can be increased by promulgating a proper code of such rewards that will be undertaken by the human resource management department so that the employees know adequately well how they will be given these incentives once they manifest their real basis at work. What is required here is a vision to provide maximum incentives and financial rewards to the employees so that they go about giving their best time and time again. This will prove to be a winner at the end of the day, without any doubt whatsoever, and the effectiveness of the financial rewards will also be increased with the passage of time. 3) Identify and explain four strategies of managerial influence that contribute to leadership effectiveness in the organizations (i) The four strategies to exert managerial influence over the employees so that leadership could be deemed as effective within the organizations comprise of training the employees, providing them the adequate resources, aligning job tasks and responsibilities, and giving them the incentives and financial rewards. These four strategies would ensure that the managerial influence is contributed towards the leadership effectiveness ranks within the organizations of present times. The managerial influence is important to make sure that leadership effectiveness in the organizations is manifested in the way it should be. The managerial influence is important because it makes sure that the organizations are being properly managed and the employees are looked after well so that their work domains do not get affected due to a host of issues coming up in the workplace settings. Leadership is only made effective if there are proper efforts and endeavors to give the employees what they direly require so that their work regimes are bolstered without any hindrances that come to the fore. Therefore it would be correct to state that the leadership effectiveness is ensured when the managerial influence is at its best and duly incorporated within the said realms of an organization so to speak. (ii) There are a number of strategies which take into consideration the managerial influence over the contribution towards leadership effectiveness within the organizations of today. There are four different strategies that are made use of. These comprise of the aligning of job tasks and processes, the training of employees on an organizational level, the allocation of proper resources for their entireties and lastly the incentives and financial rewards that are important for the sake of the employees. This managerial influence is significant because it helps maintain the basis of leadership effectiveness in organizations and without the proper manifestation of these influencing factors that come from the aegis of the managers themselves, there would be no harmony amongst the related ranks. Thus a dire effort is required by the managers to ensure that their exertion and control over the employees is maintained, and that the leadership effectiveness is there all this time within an organization. The leadership effectiveness will ensure that the employees listen and adhere to the rules and policies of their employees, and give in their best no matter how difficult or trying it gets at the end of the day. The leadership effectiveness should always remain within an organization all said and done. 1) There are several types of on-the-job training. Identify and describe three types There are there different types of on-the-job training which include the apprenticeship where the organization passes on its skills to the novices who work under their folds. The second one is the structured on-the-job training where the element of planning is apparent. This is an on-the-job training program where the training comprises of a set of training procedures to teach the workers what they ought to know and thus complete their work tasks in accordance with the same in a successful way. This kind of on-the-job training is a very important investment by the company since a lot of the worker’s time is usually spent in the on-the-job training during the initial days of getting hired within the organization. The last type of the on-the-job training is known as the unstructured on-the-job training which unplanned and the most common kind within the organizations in the present times (Streumer, 2002). The novice employees work alongside the experienced ones, where the latter serve as the mentors. The on-the-job training procedures therefore take into consideration the different mannerisms related with training as to how the same gets implemented within the organizational settings. The on-the-job training is therefore quintessential to impart training in a very readymade way. 2) Identify the one used most often. Provide one reason to justify your choice The on-the-job training that is used most often is the structured one because it is planned and has a hierarchical level attached to it. What this implies is the fact that the on-the-job training should be such that it gives the best return on value to the individuals who are working within the domains of the organization. This shall inculcate a sense of belonging within the employee that he is being looked after well and groomed for the difficult times ahead that lie within his domains. The justification for the structured on-the-job training regime is such that it inculcates a sense of belief and understanding that things could be done the proper way within the organizations and that all-out efforts and endeavors by the top management realms are indeed required at the end of the day. The company is investing within the employees as they seek the on-the-job training through their different initiatives, programs and incorporations. Now it is the responsibility of the employee to give in his best so that success within his own self could be envisaged, analyzed and adequately utilized to good effect. This will mean a good amount of value and success for the organization and more so the employees. References Streumer, J., 2002. Effectiveness of on-the-job training. Journal of European Industrial Training, 26(2/3/4) Read More