Organizational Observation in Organizational Behavior - Assignment Example

Written Account of Organizational Observation in organizational behavior Task Step 2 Topic 2 Job satisfaction, organizational value, workplace diversity and job performance comes under the field of organization behavior. Several global organizations are trying to implement better HR practices to maintain effective workplace balance. It is very much important for the organization to provide job satisfaction and security to the employees. In addition, the organizations in global market place are trying to implement workplace diversity process as this process can result collaborative performance of the people of different caste and culture. Employee motivation is the key growth driver for an organization (Bruce, 2006). Lack of motivation and encouragement can affect the performance level of a skilled and efficient employee. Maslow’s hierarchy of needs theory can be applied to determine different stages of human needs. There are five stages in this model, such as physiological needs, safety and security needs, social needs, self-esteem and self-actualization. People always try to satisfy their basis needs, such as need for food, clothes and shelter. These needs are considered as the physiological needs (Landy & Conte, 2009). Safety and security need is the second stage of this model. Under this stage, an individual tries to secure their job, health and neighboring associates. Social need is the third stage in this Maslow’s hierarchy of needs theory. Individuals try to achieve social recognition within this stage. In terms of a workplace, an employee tries to achieve social recognition from their sub-ordinates and colleagues. Promotion in job place and positive performance appraisal are major degrees of this need (Hertel, 2003). Self esteem and self actualization needs are quite similar to each other. In self esteem, a person tries to achieve the power of esteem. In terms of an organization, an employee tries to avail decision making power after fulfilling his social recognition needs. Self-actualization is the last stage of this model. Getting valuable gifts, lucrative retirement benefits or consumption of expensive flats and vehicles generally comes under this stage (Podmoroff, 2005). It is important for an organization to understand and take care of all the needs of an employee. It can enhance the performance of the employees. Topic 3 In terms of workplace motivation, Herzberg’s Satisfiers and dissatisfies’ theory can be applied. According to Frederic Herzberg, the individual needs of a people should be satisfied within an organization. Effective job and individual needs satisfaction can result significant organizational productivity. According to this theory, there are two influences or degrees that can affect the level of perception of an individual within the workplace of a company. Motivators or satisfiers and Hygiene factors or dissatisfiers are considered as specific influences. Nature of work is an important motivation driver. Several positive aspects can fulfill the job satisfaction of an employee (Wood, Zeffane, Fromholtz, Wiesner, Morrison & Seet, 2013). Achievement of career objectives, social recognition within workplace, job promotion, potential opportunity for individual development within organization and level of responsibility are considered as the motivating factors that can enhance the efficiency and performance level of an employee. On the other hand, several hygiene or dissatisfiers factors can upset employees. It has several negative consequences on the business productivity of an organization. Inadequate workplace environment, poor developed policy and unjustified salary distribution can be considered as the dissatisfiers factors. Poor organizational policy can affect the motivation and performance level of an employee (Baldonado, 2008). Needless paperwork or bureaucracy within an organization can be considered as a major barrier for a particular assigned job. In addition, poor workplace environment or employee discrimination can create several workplace conflicts. However, these negative aspects need to be identified by an organization in order to improve the productivity. It is true that all the leading organizations around the globe are trying to increase the level of skills and competence of the employees to retain effective and skilled employees. Task Step 3 This part of the essay will review the workplace behavior of Toyota. Organization background Toyota Motor Company is a leading global automaker organization headquartered in Tokyo. The organization is referred as the third largest automobile manufacturer in global market place. In the year 2000, the organization has reported that they have manufactured their 200 millionth vehicles. The organization was established by Kiichiro Toyoda in the year 1937. Slowly and gradually, the popularity and market share of the organization increased due to effective business strategies. Employee strength of this organization is 325,905. Observed Behavior Toyota introduced Lean Enterprise Model in the year 1970. Since 1970, the organization has implemented change process across the globe. According to this Lean Enterprise Model, organization can define value from the customer’s perspective. Organization can eliminate non-value added activities across the organization. In addition, through the adoption of this enterprise model, an organization can reduce the level of insufficiencies and waste in several support functions. An organization can identify internal processes and activities that add value and identify significant linkage between them. This model helped the organization to meet the market demand. In terms of workplace behavior, the organization believes that employees are the greatest asset of the organization. Effective skills, knowledge, competence and efficiency of the employees help the organization to introduce innovative and well-designed vehicles. The organization always provides effective value and respect to their employees. The management and leaders of the organization always try to take care of the personal and professional needs of employees (Hor, 2012). According to the organizational value, motivated employees can perform effectively. Effective motivation and leadership strategy motivates an employee to perform effectively. It increases the productivity of an organization. The managers in Toyota always focus on effective performance appraisal, workplace diversity, and compensation and employee engagement process. These processes helped the organization to generate a significant employee loyalty. Moreover, the organization also provided retirement benefits to all the employees. The organization generally divides the total workgroup into different small groups. It enhances better communication, employee engagement and employee interaction. However, the organization is suffering from few workplace conflicts, such as workplace hazard (Holman, Wall & Clegg, 2003). Lack of continuous maintenance of machineries and equipments can result injuries and casualties. It can create negative reputation and several legal challenges among the employees in global market place. Behavior Explanation According to the Herzberg’s satisfiers and dissatisfiers theory, several positive aspects of the workplace of Toyota give employees significant job satisfaction. The management of the organization always follows organizational value. The organization believes that effective motivation process can force the employees to perform significantly. Toyota is one of the largest employers within the global automotive industry. They provide effective training to their employees to enhance the level of competence and skills. Moreover, providing opportunity for personal development, effective performance appraisal and lucrative compensation process helps the organization to retain their motivated and effective employees. Considering Maslow’s hierarchy of needs theory, it can be stated that, an individual always tries to fulfill his basic individual and social needs (Lauby, 2005). Toyota understands these needs of employees. They try to take care of both individual and social needs of employees through providing job promotion and job security to the employees. The manager of a workplace tries to implement appropriate leadership strategy based on the nature and behavior of the employees. Most importantly, the managers try to maintain effective workplace diversity in order to avoid several workplace conflicts and issues. Engaging an employee in the decision making process is another motivational strategy that are adopted by the manager (Marksberry, 2013). It will help in both ways. It can generate several strategic options. On the other hand, this strategy will help to increase the motivation and self-0confidence level of the employees. Behavior Assessment Effective employee engagement and motivation process is an important organizational growth driver. It is true that employees are the strongest assets of an organization. Toyota is one of the leading automaker within global automotive industry (Glanz, 2002). The organization always tries to motivate the employees to increase their efficiency and performance level. It is true that, the organization achieve its business objectives through sheer innovation and automation, but end of the day effective performance of employees help to complete all the business process within a quick period of time (Crouse, 2005). The management of the organization provides value and respect to employees. The organization takes care of both social and individual needs of employees within the workplace of Toyota. Discussion of OB Theories These Herzberg’s satisfiers and dissatisfiers theory and Maslow’s hierarchy of needs theory are two important HRM theories that help to review and determine the motivation level of an employee within an organization. Herzberg’s satisfiers and dissatisfiers theory helps an individual to understand and measure the influences that generally affect the level of perception of an employee (Pink, 2010). Several numbers of aspects of a workplace provide job satisfaction to the employees. On the other hand, inadequate decision making strategy and poor workplace or employment policy can reduce the efficiency and level of performance of the employees (Belding, 2004). According to the Maslow’s hierarchy of needs theory, people always try to fulfill all the needs of hierarchy due to general human instinct (Thomas, 2009). These theories can help an individual as well as an organization to understand the need for motivation process within a workplace of an organization. References Baldonado, A. (2008). Exploring Workplace Motivational and Managerial factors Associated with Generation Y. New York: Nortcentral University. Belding, S. (2004). Winning with the employee from Hell. New York: ECW Press. Bruce, A. (2006). How to Motivate Every Employee. New York: McGraw Hill. Crouse, N. (2005). Motivation is an Inside Job. New York: iUniverse. Glanz, B. (2002). Handle with Care. New York: McGraw Hill. Hertel, F. (2003). Motivation in the Workplace. Munich: GRIN Verlag. Holman, D., Wall, T., & Clegg, C. (2003). The New Workplace. New Jersey: John Wiley & Sons. Hor, J. (2012). Managing Workplace Behaviour. Sydney: CCH Australia Ltd. Landy, F., & Conte, J. (2009). Work in the 21st Century. New Jersey: John Wiley & Sons. Lauby, S. (2005). Motivating Employees. London: ASTD. Marksberry, P. (2013). The Modern Theory of the Toyota Production System. New York: CRC Press. Pink, D. (2010). Drive. New York: Canongate. Podmoroff, D. (2005). 365 Ways to Motivate and Reward Your Employees Every Day--with Little or No Money. Torronto: Atlantic Publishing Company. Thomas, K. (2009). Intrinsic Motivation at Work. London: Berrett-Kohler. Wood, J., Zeffane, R.; Fromholtz, M.; Wiesner, R.; Morrison, R. A & Seet, P.S. (2013). Organizational behavior: Core concepts and applications, 3rd ed. Milton Qld.: John Wiley and Sons Australia Ltd. Read More