Organizational Behaviour at Blackhill Comrades Club - Assignment Example

?Organizational Behaviour: Work Place Report Table of Contents Introduction 3 Overview of the Organization: Blackhill Comrades Club 4 Developing and Managing Effective Teams 5 Productive Management of Diversity/Cross Cultures 7 Theory and Practice 8 Conclusion 9 Recommendations 10 References 11 Bibliography 13 Introduction For developing and managing effective teams, an organization should share information about the company’s basic requirements and objectives among its workforce. Sharing of information helps team to support and work towards basic objectives of the company. To build up an effective team, an organization can take various steps for training their member. It is in this context that modern organisations need to face various challenges in order to train their teams as effective to cope up with the changes occurring in its external environment. It is fundamentally owing to the reason that a diverse culture can be witnessed in the present day working environment which requires effectual implementation of productive strategies (Spreitzer & et. al., 1999). In the similar context, productive management of diversified culture can help to develop effective teams that can be increasingly productive for the organization. Through productive management, an organisation is quite likely to gain efficiency in managing a diversified culture emphasising on encouraging shared values, team efforts, and generating the organisational objectives as more important than the individual interests. This indicates that managing diversification of culture effectively within a team, can lead to similar thought which can be quite advantageous for the organization in continuously improving productivity (Mickan & Rodger, 2008). Based on this notion, the objective of the paper is to describe the procedure adopted by Blackhill Comrades Club for controlling, monitoring and at large, for steering its employees towards enhanced productivity. With this concern, the discussion will emphasise on taking into account the theories related to the strategies majorly implemented for managing effective teams with diversified culture. Overview of the Organization: Blackhill Comrades Club Blackhill Comrades Club, which is currently located in Consett, United Kingdom, was formerly established in 1948 as an extension to the Blackhill and Consett Community, but was again rebuilt as a separate non-profit organization in 1977. Blackhill is fundamentally engaged with hospitality services for their guests and visitors from all communal dimensions. Blackhill also serves with the services related to accommodation and fooding facilities for their stakeholders. The vision and mission of Blackhill is to manage a diversified culture from the community rendering quality services to the members as well as its other stakeholders (Blackhill Club, 2012). In order to fulfil the vision, the organization should frame the operational process with due regards to its employee or team efficiency as well as the requirement of the stakeholders. With due regards to the qualities perceived by the team members the organisation also intends to implement noteworthy strategies for enhancing its productivity taking into account the importance of shared values, proper definition of the specified job roles in every hierarchical dimensions, as well as promoting a learning environment within the work culture (Blackhill Club, 2012). Developing and Managing Effective Teams Effective teams can be referred to those which are able to render productivity to the organisation in the long run and thus actively participate in the process of attaining the determined organizational objectives. As stated by Mickan & Rodger (2008), effective teams need to have the characteristics of self knowledge, reliability, loyalty and flexibility at the individual level. In the similar context, at the organisational level, the structure of the team needs to have clearly defined roles, specifically defined tasks, effective and efficient leadership, unambiguous purpose, and encouraging culture. With the similar vision, organisations should also focus on managing the teamwork processes providing due regards to proper coordination amid the individual employees, effective communication network, cohesion, as well as conflict resolution strategies (Goh, 2002). Rendering due significance to these aspects, an organisation can develop an effective team by immensely focusing on sharing common values, developing a learning environment where team members will be able to improve their skills continuously and comprehensively defining the overall organisational purpose so that the teams can relate their individual objectives with that of the organisation. This is quite likely to reward with enhanced intrinsic motivation among the workers, increased morale as well as loyalty. Thus, it can be affirmed that these strategies can be quite helpful in developing an effective team (University of Cambridge, 2012). With regards to the strategies applied by Blackhill, it can be observed that the organisation emphasised on introducing its long associated members for the managerial posts rather recruiting new employees considering the fact that those members are more loyal and can relate with the ultimate purpose of the organisation at comfort. However, the new members are recruited through a selection process by its existing members taking into account the voting procedure. This renders the superior employees to have an active role in the recruitment process and thus share their values towards the organisational process (Blackhill Club, 2012). The organisation also follows the strategy of having an effective leadership to manage the team for higher productivity. For instance, the operations of Blackhill are primarily observed by the Maureen Richardson. Furthermore, in order to develop a learning environment within the organisation, the staffs of Blackhill are trained on job by expert members. This tends to enhance their individual level competencies to create an effective team. It is in this context that the associated members and teams of Blackhill perform their responsibilities by observing the performance of senior members which leads to better cohesion and coordination in the work process. The team in Blackhill are also observed to spontaneously perform their functions towards rendering the services to their guests, which depicts that the workers are self-directed and self managed. It is worth mentioning that the ethical perspective of Blackhill is to serve its stakeholders with quality assured hospitality services. This particular attribute is also noted to be unambiguously communicated to the workforce, which again enhances the virtues of shared values in a widely diversified culture. Hence, it can be stated that the organisation renders significant consideration toward developing effective teams by managing the individual level, organisational level and process related characteristics of the workforce with efficiency (Blackhill Club, 2012). Productive Management of Diversity/Cross Cultures Productive management can be identified as the managerial notion which fundamentally emphasises on the controlling and steering the various factors within the internal as well as external business environment for the organisation which can have a significant impact on its long term goals. This can be attained by managing the efficiency of the team, especially in the non-profit service sector. Moreover, managing the diversified cultures prevailing in the business environment of modern day organisations can also be quite beneficial in amplifying the productivity level of the organisation (Charles & et. al., n.d.). The effective tools of managing culture diversity are minimizing and effectively managing cultural difference through promoting shared values and common goals (Kundu, 2001). With this concern, Blackhill is observed to re-vitalise its work design or infrastructure with a more clearly defined set of job responsibilities, technology inclusion, and rendering greater focus towards stakeholders’ feasibility. In minimising cultural differences, the Club intends to promote shared values and common organisational purposes amid its team which in turn assists the management to reduce conflicts at the individual level. This in turn assisted the organisation to attain better employee loyalty with their continuously enhancing productivity (Blackhill Club, 2012). Moreover, the productive management of such diverse group of workers was also strategically controlled by the organisation through the implementation of effective training procedures engaging the founding members and the long associated co-workers in the workplace. The organisation also rendered proper emphasis on rendering higher quality hospitality services promoting friendly attitudes amid the employees towards their co-workers and stakeholders as well. These basic strategies helped the organization to manage the cultural differences among the community including its workforce with efficiency (Blackhill Club, 2012). It is worth mentioning in this context that if in a team there are members from different areas with different cultures who all are working for a specific goal without arising any conflicts based in their individual concerns and values, it can be referred as an effective team which in turn is quite likely to be highly beneficial to reward greater productivity to the organisation. In this context it is worth mentioning that diversification can prevail on the grounds of gender and age, physical abilities and personal qualities, functions, ethnic backgrounds, individual needs among other factors (Pyke, 2005). Theory and Practice Considering the strategies adopted by Blackhill in its operational management with regard to developing efficient teams and managing its productivity, it can be affirmed that the organisation renders due significance to the theoretical concepts of both the attributes. Being a social concern, it needs to be ethically sound in managing a diverse work culture and stakeholder community as well. For instance, shared values and significant cohesion amid the workforce is identified to be a vital element in rendering greater productivity as effective teams. Blackhill also depicts its concern towards this notion and thus applies noteworthy strategies to control its workforce in a better way. Essentiality of proper leadership and specified job roles are also considered as vital by the organisation to create effective teams which again depicts a deep connection with theoretical explanation about the matter. Hence, it can be apparently witnessed that there is minimum difference between the theory and practice with reference to the process of developing effective teams and productive management of diverse culture as considered by Blackhill. Conclusion The basic knowledge gathered from this paper is about the operational strategies of Blackhill Club which was formed in UK in the year 1948. Its motive is to serve people and guests from the community by managing effectively the cultural diversification (Blackhill Club, 2012). The development and management of effective teams in Blackhill is often observed to be monitored by long associated members which assists it to channelize the shared visions and objectives as well as the loyalty of those members to the new members. Furthermore, the organisation also emphasises on its productive strategies with due concern to its effective teams and workplace diversification. In this regards, it tends to consider various factors including the process related features, individual level qualities and organisational requirements. It is in this context that the organisational strategies of Blackhill have been noted to be linked appropriately with theoretical explanations regarding the aspects. Recommendations Blackhill Club is known for its quality services in hospitality sector, friendly environment and recreational facilities organised by the club members to render better socialising opportunities to its stakeholders. Considering the advantages and the goodwill, Blackhill can take or implement a few innovative ideas to their functionaries. Steps should be taken by Blackhill to control the continuous modernisation and diversity existing in its business environment. To be precise, with continuous modernisation, the requirements of the stakeholders are also changing rapidly due to which the organisation needs to continuously monitor and measure the team performances. The organisation can also focus on rewarding its esteemed team members with adequate recognitions and facilities which in turn is quite likely to enhance their motivation and morality towards the organisational purpose. References Blackhill Club, 2012. Welcome to Blackhill Comrades Club Website. Home. [Online] Available at: http://www.blackhillclub.co.uk/ [Accessed May 15, 2012]. Blackhill Club, 2012. Committee. Member Information. [Online] Available at: http://www.blackhillclub.co.uk/become-a-member/committee [Accessed May 15, 2012]. Charles, K. E. & et. al., No Date. Workstation Design for Organizational Productivity. National Research Council of Canada. Goh, S. C., 2002. Managing effective knowledge transfer: an integrative framework and some practice implications. Journal of Knowledge Management, Vol. 6, no. 1, pp- 23-30. Mickan, S. & Rodger, S., 2008. Characteristics of Effective Teams: A Literature Review. Australian Health Review, Vol. 23, No. 3, pp. 201-208. Kundu, S. C., 2001. Managing Cross-Cultural Diversity. Managing Cultural Diversity. [Online] Available at: http://www.delhibusinessreview.org/v_2n2/dbrv2n2e.pdf [Accessed May 16, 2012]. Pyke, J., 2005. Productive Diversity: Which Companies are Active and Why? Victoria University. [Online] Available at: http://vuir.vu.edu.au/386/1/02whole.pdf [Accessed May 16, 2012]. Spreitzer, G. M. & et. al., 1999. Developing Effective Self-Managing Work Teams in Service Organizations. Group Organization Management, Vol. 24, no. 3, pp- 340-366. University of Cambridge, 2012. Personal and Professional Development. Managing and Developing Effective Teams. [Online] Available at: http://www.training.cam.ac.uk/cppd/course/cppd-mgt6 [Accessed May 16, 2012]. Bibliography Bono, S. D., 2011. Managing Cultural Diversity. Meyer & Meyer Verlag. Read More