Organizational Behavior and Human Resource Management - Research Paper Example

Question The organizational behavior according to Rook (pg. 252) describes how the employees work, feel and think within the settings of the organization over a long period of time. This in turn comes from the cultural values, training and group learning, astrophysical beliefs and the means of developing effectual teams (Rook, pg. 253). An organization wishing to establish a happy environment where there is proper co-ordination amongst employees with the desirable level of motivation must consider all these factors. Figure 1: Change Strategies. Strong leadership characterized by strict adherence to the values regarding the management of the organization and embacing the spirit of mutual trust and respect among all levels of employees will set the foundation for employee hapiness (Rook, pg. 254). This will come through constant communication to the leaders on the importance of uphelding the values of the organization. Good job design and work content will ease operations and reduce job stress leading to greater appreciation. Proper staffing by adopting excellent recruitment methods will assist in having the right people for the various jobs resulting to reduced ineficiencies that prevents excessive supervision. Good work relationships ensure low chances of conflicts between workers. All theses steps will amount to employee satisfaction leading to happy business environment free from conflict and characterized by greater co-ordination. Question 2 Fair evaluation of performance refers to a systematic approach used in assessing the performance of employees in an organization (Rynes, Gerhart and Parks 571). This considers important factors such as employee level of education, training and experience. A fairly, conducted evaluation exercise uphelds the principle of equity by treating all employees equally and appropriately targeting the specific attributes desired and within the goals and objectives of the organization. Every organization that aims at ensuring high motivation in its employees provides rewards and compensation depending on the level of performance of the individual employees. A fair evaluation system enables the company to identify the right individuals performing well and pushing the organization’s agenda (Rynes, Gerhart and Parks 571). If the compensation goes to the right persons then this will improve the morale leading to increased innovation and productivity. A poor evaluation system will not identify the right persons and this will demoralize the hardworking employees causing poor performance. With an unfair evaluation system, it is difficult to identify employees that need additional training in the areas they serve. Various factors inhibit fair evaluation of employees. Some employees fear biasing and end up giving poor response when they feel that some favouritism may occur. Another factor is hypocricy during the process as some employees may display some unique characteristics to earn higher ratings with the aim of attracting rewards and compensation. The level of trust between supervisor and the junior employee may greatly act as a very serious factor (Lussier and Hendon 3). Higher level of trust may mean good commentaries about the employee leading to higher ratings under all conditions and this may undermine other employees who have recorded better performance. Organizational practices such as poor definition of roles and responsibilities of employees may lead to misinterpretation that in turn may prevent some employees from displaying their true capacity. Poor job design may also pose some challenges to employees and hide their great contribution right from the earlier stages leading to innaccurate repoprting about them. Failure by the organization to assign the real value depending on the obstacles and technical differences between the tasks performed may lead to very unfair evaluation process (Rynes, Gerhart and Parks 580). Question 3 Narcissts are individuals that naturally, see big pictures and hence productive narcissts comprehend the vision things excellently. They do not analyze matters to see their complexity hence can sometimes manage complicated issues with ease (Maccoby 95). They do not struggle to understand future events thus creating their own future leading to unique means of tackling problems. Above all, they attract followers easily through the word of mouth hennce can assist the organization to build cohesion with minimum resources. However, narcissts are very sensitive to critism and this may hinder organizational change since they are always defending their stance and convincing others that they are always right (Maccoby 96). They are therefore, poor listeners especially when faced with threat and hence difficult to understand new ideas that will inhibit innovation. It is also difficult to train narcissts for new skills hence slow development in the organization. This is because; narcissts lack empathy and like independence and hence reluctant in learning from others. Among the costs narcissts inflict on themselves is lack of employment and sometimes expulsion especially in organizations committed to the spirits of innovation and latest modes of business operations. In addition, narcissts often face the problem of isolation when they fail to convince others to follow them and when they feel ctitisized by the rest (Maccoby 97). Failure to think about the future may make them to fail in planning well to meet their future expectations. However, narcissts idea of creating their own future enable them to do things uniquely that earns them fame and honour. They are always free from the shame of imitation and copying from others. In the case where commitment to long established standards that are not prone to changes, narcissts sometimes win the reputation of excellent performance (Maccoby 98). However, narcissts are unsuitable in the modern business envoronment because of the rapid changes in the forms of management of corporations. Question 5 Mobbing describes various behaviors within the workplace that cause an individual worker to encounter emotional abuse from other workers. Mobbing occurs when a group of workers altogether gang up to make the life of a particular worker difficult. Bullying refers to continueous verbal, social, physical or psychological attacking conduct by a member or group of members directed towards a junior member or group of members with the objective of causing discomfort, fear or harm. Incivility, according to Sutton (pg. 14) refers to deviant conduct that violates the norms of the workplace causing discomfort to others. Such behaviours that amount to incivility include rudeness, impoliteness and discourteousness. Mobbing, bullying and incivility are similar in that they all cause discomfort and harm making a member or group of members unhappy within the workplce (Sutton, pg. 13). They all aim at undermining others and lead to lack of co-ordination. The three concepts are in contrary to the well-established norms of an organization and tend to hinder co-operation between members (Sutton, pg. 11). However, bullying occurs in a condition where the two members are of different ranks where one is senior and the other is junior. The senior member uses his power against the junior member. Mobbing occurs between members of the same rank only that some members gang up against one or a group of their workmates (Sutton, pg. 14). Incivility can exist within only one member or group of members and usually not intentional or no any motive apart from personal or individual behaviour. It is just a kind of antisocial behaviour within the workplace. Avoiding bullying in the organization means encouraging managers and senior members to focus strictly, on respectful, high quality and constant performance feedback rather than personal objectives. Eliminating mobbing comes through constant monitoring and issuance of early warning and equal treatment of all employees belonging to the same class (Sutton, pg. 15). Efficient communication of the norms of the organization to all employees may prevent incivility. Question 9 Key to boosting employee morale is through recognition and proper reward for excellent performance. Lack of recognition and good reward system greatly, demoralizes employees. Recognition does not necessarily mean payments of money but just communicating your appreciation to your employees may cause a very large positive change. Another step is proper job design and communication of tasks to avoid confusion on what every employee should do may boost their morale and hence excellent performance. Training of employees and showing concern about them attracts very positive attitudes leading to increased performance (Pool 373). In case of some grievances and conflicts, the means of solving them should be appropriate to all employees based on the spirits of justice and equity. Ensuring good job relationships where collaboration and co-ordination between the various departments ease the process of solving problems leading to high innovation, productivity and finally good performance in the market. Question 10 Stereotyping refers to a condition where an individual has an oversimplified or pejorative attitude towards another different individual based on his own experience or what others say concerning the individual. It comes because of incomplete understanding or acceptance of distorted information concerning the individual (Riley, pg. 2). The first antelope statement about the lioness draws criticism from the second antelope showing the misjudgement by the first antelope. All lions hunt but it is not necessary that at this particular time the lioness is hunting. Lioness feeds on antelope and thus dangerous all the time. Peace for the antelope is only when the lioness has not get a chance to reach them or out of its eyesight. The opposing statement from antelope two describes great condition of irony. Perhaps, antelope two could say, ‘no it has not seen us.’ Steriotyping cause poor judgement about the individual in question and in some conditions results to unneccessary stress, fear and losing opprtunities (Riley, pg. 2). On the other hand, steriotyped members usually underperform during and even after the act since the act has a long lasting impact in the individual. However, in some cases, steriotyping assists the one doing it to avoid serious risks and harmful encounters especially when the individual in question is difficult to judge. Works Cited Lussier, Robert N., and John R. Hendon. Human resource management: Functions, applications, skill development. NY: Sage Publications, 2012. Maccoby, Michael. "Narcissistic leaders: The incredible pros, the inevitable cons." Harvard Business Review 82.1 (2004): 92-101. Pool, Steven W. "The learning organization: motivating employees by integrating TQM philosophy in a supportive organizational culture." Leadership & Organization Development Journal 21.8 (2000): 373-378. Riley, Jason L. Please Stop Helping Us: Six Ways That Liberals Make It Harder for Minorities to Succeed. NY: Encounter Books, 2013. Rook, Dennis W. "The ritual dimension of consumer behavior." Journal of Consumer Research 12 (1985): 251-264. Rynes, Sara L., Barry Gerhart, and Laura Parks. "Personnel psychology: Performance evaluation and pay for performance." Annu. Rev. Psychol. 56 (2005): 571-600. Sutton, Robert I. The no asshole rule: Building a civilized workplace and surviving one that isnt. NY: Business Plus, 2007. Read More