Organizational Behavior at Hampshire Fire and Rescue Services - Case Study Example

Organizational background Hampshire fire and rescue services (HFRS) are one of the leading fire and rescue organizations in UK. The company is said to be more responsible in the implementation of policies and procedures, maintenance and also testing of the operations equipments which the company uses in order to try and ensure that it has dealt with fire cases more effectively. Its major objective in this case is to try and ensure that it has maximized the emergency services which are usually provides to the members of the community. The organization has also a strategic management in that it ensures that its services are differentiated from the other fire and rescue organizations. In this case it uses the Porters Generic strategy when giving its services which has led to its competitive advantage. So in this case, the civil protection department is one of the recently established areas of the Hampshire fire and rescue operations (HFRS). This department was recently incorporated in the organizational operations in order to try and help the organization in managing some of the organizational rapidly emerging specialist’s operational capabilities which are said to be required by a modern operating fire and rescue services. (Atkinson, 2000). You tend to find that most of these specialists’ capabilities stem from the new legislation which is so much requiring the fire and rescue services to have more technical rescue capabilities. This is because the objective of HFRS is to ensure that it has provided its community with the best level of specialist’s emergencies which will respond to utilizing its new and also the existing resources of the organization in most effective ways. Some of the areas which are said to be managed by the department of civil protection include areas like animal rescue plus the rural safety, protection of convoys, confined space rescue, storm clearance rescues, high volume pumping, technical rope rescue, new dimensions, trench rescue and the united kingdom fire services search and rescue team. (Eysenck, 2000). Role of individuals within the organization Hampshire is one of the fire and rescue organizations in UK which has applied the organizational behavior so much. It is one of the social systems whereby there is a proper interaction of the employees and the management. You will find that roles are properly defined to ensure that workers can be in a position to work so well hence leading to the success of the organization. The workers here work as a team. There are also formal and informal groups within organizations. Informal groups implicit a code of ethics or even unspoken set of standards which tend to establish an acceptable behavior in an organization. They have their own norms which are said to be indifferent from those of the organization. Formal groups on the other hand are the recognized groups of the organization as per the code of ethics of that particular organization. These groups form according to their team work. It is in these working teams whereby you will tend to find such groups. These groups form according to their team work. It is in these working teams whereby you will tend to find such groups. (French, 2003). Learning theory The learning theory has widely been applied by the Hampshire fire and rescue services in UK. This learning involves the combination of the management training with the learning from experience. Most of the workers in this case have been exposed to learning from the formal management of the organization and also from experience. At Hampshire, you will find that the employees here work as a team and hence it is in these teams you will realize that field projects can be conducted on the complex organizational problems. These learning teams are then supposed to meet after every two weeks with their instructors hence its through this meeting they will be in a position to learn from each other. Learning from experience will mean that through interaction in the organization and observing what others are doing, these teams will be in a position to acquire more skills as far as the provision of these services are concerned. Its through this that the organization will be in a position to have more profits which will lead to the growth of the community since you will find that less cases of fire will be less since people are also educated to be fire preservatives through the use of smoke detectors in their private housings which will detect any cases of fire in the house. Learning in this case can be measured and controlled by the use of a sample survey. This is one of the most effective ways of trying to measure behavior through the focus groups (teams). It is in these teams whereby you will find that learning can be measured as whether effective or not and hence after measuring, the data which is collected can be analyzed. (Eysenck, 2000). Reinforcement and punishment are two things which are said to work effectively in Hampshire fire and rescue organization. First is behavior reinforcement. Secondly is punishment. This is one of the best ways of trying to deter certain bad behaviors which most of the employees do have at Hampshire fire and rescue services. So the HR in this case has taken the initiative of ensuring that the correct punishment has been given to the workers. One of the ways which have been applied is the counseling programs which are facilitated by HR. If the behaviors are persistent, then the workers can be expelled from the organization. This will act as a way of educating others who may be having certain intensions of repeating such behaviors. Behavioral change in Hampshire is very much important. This can be seen through workers and also the discontinuation of the organizational activities which will involve changing of the organization activities to more advanced roles. (Eysenck, 2000). Personality theory Personality in this case can be taken to mean the study of the personality types, individual behaviors and personality traits. This is very much important since its through studying personality traits that the organization can be in a position to try and change the behaviors of these people. Sigmund Freud is one of the key contributors to the personality theory whereby he said that it’s through studying personality in any organization whereby one can be in a position to try and know the good traits and bad traits of this person. This is very much important since if we know the good traits and the bad we can be in a position to try and change the bad behaviors hence leading to the hence leading to improved performance of the organization. (Eysenck, 2000). Personality can affect people at work so much. This is because it tries to explain workers behavior and what constitutes their behavior. Its through the study of this personality you will find that the workers can be in a position to develop their optimality and also try and avoid the previous described outcomes of these outcomes only gave negative response to them. So you will find that if certain personal behaviors do not have any worth to develop, then this person can change that behavior hence good behaviors can then be developed. The ideal fully functional person trusts in his own organism and hence lives a good life. This particular good life can only be achieved through acting morally in the organization. (Wilkins, 2003). Personality assessment is very much important. This is because it’s through personality assessment one can try and change behavior effectively. When trying to change ones behavior, there are so many measurement tools which can be used in this case. An example is the ability to change scale which is so much useful in trying to measure behavior change. So under personality assessment, one will be in a position to assess ones personality and what is needed to change that personality from good to bad personality. (Wilkins, 2003). Communication theory Communication theory is very much important in Hampshire fire and rescue services. It’s through proper channels of communication you will find that people can interact so well with each other hence leading to effective performance. So in this case, you will find that the management here that is HR ensures that there is effective communication. There are some barriers which tend to hinder proper communication channels. Some of these hindrances include the cultural blocks. In trying to do their work, you will find that the employees come upon so many cultural blocks some of which are the stereotypes which people have due to their own values and beliefs. It is due to this fact you will find that effective communication will be a problem hence the need for cultural management by the HR. Language is another problem. At Hampshire, you will find that it has all sorts of employees from different cultural aspects. Also when trying to deliver their services, they come upon so many cultural groups hence the problem of communication will arise here. This is due to the cultural dimensions which are existing. Its through this that meetings should be established within the organization to ensure that the employees have been enlighten on proper communication since its only through proper communication the workers will be in a position to work effectively. Communication can be more effective if we try and analyze and understand the barriers to communication. (Wilkins, 2003). Motivation theory Motivation theory is one of the aspects which are applied at Hampshire fire and rescue services. It is the role of HR to ensure that the employees working in your organization are motivated. This is because its through workers motivation that you will be in a position to get the best out of your work. Workers motivation will involve appreciation of work done hence the need for a reward over that work. Human nature may seem more complex hence the need to try and motivate them. Rewards are given and some of these rewards which are given to the employees as a way of motivating them will include improved conditions of work, employee training, and salary increase among others. (Locke, 2001). Maslow hierarchy of needs is one of the theories which are used to explain the theory of human motivation in the work place. In his hierarchy of needs, it’s only composed of five levels which are used to explain the human motivation in an organization. The levels include the physiological needs, safety needs, love/belonging needs, and self esteem needs and lastly are the self actualization needs. The physiological needs in this case involve the human needs like food shelter and clothing. So you will find that when someone is hungry, he will require food hence the need for food satisfaction so that one can be in a position to function so well. Once the physiological needs are satisfied, one goes to the safety needs. Safety needs are needs like self protection from any arm. So once the human needs have been satisfied, the safety needs will be required here hence they try to dominate ones behavior. Love needs in this case will involve the presence of others. We need other to try and motivate us to do something. So in this case you will find that the interaction with other people will be very much important in trying to realize of competencies. Self esteem in this case will mean the respect we give or get from others. It’s through self respect you will find that people will be in a position to co-exist so well in an organization. Here recognition will be important in that we will tend to feel more motivated to do more. The self actualization needs is the last stage of Maslow hierarchy of needs whereby he said that it is the final stage where people can reach. This is arrived at when all the other needs have been realized. It is the stage when one feels that he is most effective and the most mature human being. The diagram below explains Maslow hierarchy of needs. (Maslow, 1997). Source: (Maslow, 1997)) In the many organizations people work in, these people need to be more motivated. This is because you will find that a more motivated workforce is more likely to live the brand, support its organizational culture hence responding more positively to changes in the organization. It is due to this fact that workers need to be motivated since it’s through workers motivation that their performance will be improved hence leading to the growth of the organization. (Nader, 2001). Improved working conditions also led to more motivations by the workers in the organization. The environment is more conducive for the workers to work in hence it’s through this you find that the workers are encouraged to work more hence leading to the growth of the organization. The many incentives which are given to the workers can also try and motivate them. Incentives like increased salary, house allowances, and transport allowances among other benefits can also make the workers to work more. (Nader, 2001). Conclusion Organizational behavior is very much important to any organization. This is because it’s through organizational behavior you will find that there is proper interaction of the workers and the management hence you will find that the organization will be in a position to be run well. Reference Atkinson, J. 2000, Motivation, Personality and action. New York: Praeger. Eysenck, H. 2000, Biological dimensions of personality. Handbook of personality, theory and research. New York: Guilford Press. Pp 132. French, E. 2003, Motivation as a variable in work partner selection. Journal of abnormal and social psychology. Vol. 2(1). Maslow, H. 1997, Motivation and personality. New York: Harper and Rowe. Wilkins, A. 2003, the creation of company cultures. Human resource management. Vol. 8(1). Nader, H. 2001, Learning in organizations. New York: Guilford Press. Locke, E. 2001, Building a practically useful theory of goal setting and task motivation. Englewood Cliffs, NJ: Prentice Hall. Read More