Organisational Behaviour and Human Resource Management - Literature review Example

Organisational Behaviour and Human Resource Management Student Name Tutor Date Introduction Work is an essential part of a person’s daily life. Paid work is closely connected to with personal identity and status of an individual in the community and this is the reason why individuals usually feel self-conscious on the type of work they do. Therefore, unemployment or job loss leads to loss of a chance to earn salaries or wages and losing of self-identity, which then results to negative effects on the socio-emotional needs of the individual. Paid employment and identity Work is an essential feature of people’s life. Paid work defines individual identity and offers a basis of social ties. Paid employment influences the standard of an individual’s livings and its lack is a major contributing aspect to social disparity. Gay (2002) argues that work allows an individual to exert his physical and mental powers, ones talents, and skills to achieve an objective, to create and express individuals self. To the extent that job organization permits, work can act as a boost for individual identity because it assists in boosting self-esteem. If a person does a constructive work, he truly establishes a self-sense, dignity, and worth. Self-esteem helps individuals to evaluate their self worth and helps individuals to measure how they are perceived and recognized by others. It also functions to endorse interpersonal relations, which are connected with improved well being. Through attaining meaningful results, a person grows, achieves himself and actualizes his complete potential and somehow gains an opportunity to be who he is and contribute to improvement of life conditions and those of the organization. The personal and social dimensions of paid employment are both significant. Preferably, apart from paid work being materially rewarding, it must lead to other features of wellbeing. Encountering challenges at job can lead to a sense of self-work and satisfaction. Paid employment is more probable to be gratifying where individuals can get employment that match their abilities and skills (Morgan, 2004). According to Haslam, (2003), work offers social contact, which is a significant part of individual wellbeing. Majority of individuals find social contact through their work and people usually attain a sense of identity or belonging from their works, identifying themselves as well as their co-workers via the firm they work in or the form of job they do. Work quality is vitally important because a meaningful job can improve individual’s satisfaction with work. Work management Work enables people to engage with one another, it assists them to define their sense of identity, and therefore its organization, management, reward, and allocation are of great importance. Managers are therefore required to think in more sophisticated and new ways on how to better organize and assign work, and how to better utilize and direct those in charge. Bureaucratic organizations use already established procedures and rules in the way employees are supposed to perform work. Wilson, (2010) argues that employees are not flexible in their job and this greatly influences their personal identity. Workers are supposed to work in accordance to the dictated procedures. Communications between employers and employees are restrained by the rules and this result to reduced motivation and low job satisfaction. People working in bureaucratic organizations get used to the laid down rules and extent the bureaucracy outside work and this affects their personal identity at work and their private lives (Grey, 2009). Therefore, employees and managers have a common interest in the subsistence of their firms, such that when disagreements emerge it is not likely to manifest itself to an extent that will make the organization insolvent. Human resource management belief that firms’ tensions can be entirely solved through nurturing a psychological contract grounded on cooperation. Employees display different emotions at workplace. Fineman (2003) argues that emotional labour is a type of emotional control whereby workers are anticipated to show particular emotions as part of their work, and promote organizational goals. Emotional displays are intended to influence other people who may be customers, co-workers, subordinates or clients. For instance, a hotel waitress is supposed to display positive attitudes towards her customers. She should also have the ability to think quickly and have a good memory so that she can serve and meet the needs of customers without any inconveniency. Possession of these qualities makes an individual to realize that she has the ability to serve others perfectly which in turn creates self trust and the subsequent self esteem and self identity. Emotional work influences personal identity and should therefore it should be carefully managed to enable positive interaction among employees and between employees and other individuals within and outside the organization (Clegg et al, 2008). The choices of employee relations in this case are predicated upon the belief that the forces connecting employees and managers, and their work are stronger than forces dividing them. It is the responsibility of the management to enhance these uniting factors forces through developing workplace conditions that endorse independent individuals, whether management of employees, to work jointly for the common goal. Companies are required to consider workplace relations holistically, where collaboration between management and employees is endorsed via the establishment of a unifying culture, pervasive and strong leadership, and an apparent vision of organizational goals (Roy, 2005). The employee relations intention is to solve internal tensions through shattering down workplace social class, establishing open lines for communication between diverse stakeholders, and encouraging a mutual understanding that the interests of all organizational members are served better through working jointly and evading conflict. Collaborative management practices in the type of workplace teams, together with performance appraisals, personal contracts of employment and performance related pay are actions that can be used in work and employee management (Marchington, & Wilkinson, 2005). Managers can use job satisfaction as a commitment behaviour, which contributes to workforce retention and identity. According to Knights, & Willmott, (2006), employee commitment is an indication of sentimental relationship between team members, subordinates, and bosses that influence vital firm’s outcomes like job performance, job satisfaction, team work, and turnover. Motivation acts as a catalyst that rebuffs the eagerness of employees to work devoid of pressure. Workers don’t do job only for financial benefits but for various factors. Individuals do jobs since they have goals to accomplish which exceed monetary gains from their employment. Unemployment and self identity Unemployment or lack of work, along with activities provided by work, results to feeling of emasculation, loneliness, frustrations, and low self esteem. Unemployment is viewed as a stressful experience which aggravates reactions such as reduced physical health, and anxiety among the unemployed individuals. Unemployment is a three stage procedure with the initial stage shock, which is followed by a massive search for work, during which a person is still optimistic and maintains a positive attitude. The second phase comes in when efforts to look for a job fails and the person becomes anxious, pessimistic and suffers immense distress. In the final and third phase, a person becomes defeatist and adapts herself or himself to the unemployed state with a contracted scope (Erez, 2003). Unemployment has negative influences on the individuals physical and psychological well being because unemployed persons don’t experience majority of the affirmative benefits connected with employment like, chance for control, chance for skill utilization, externally generated objectives, physical security, money availability, interpersonal contact opportunity and esteemed social position. According to Noon & Blyton, (2006), globalization has resulted to automation and mechanization of work. People have been required to upgrade their skills in order to cope with the changing work environment. Therefore people who do not meet the required skills are not recognized and therefore end up being unemployed for a long period of time. At times even if employees have these skills, their efforts are not much recognized and machines are viewed as being the major contributors to work. This makes employees to feel aliented, confused and results to loss of individual identity and negative view about work (Jackson, & Parry, K.2008). The pessimistic impact of lack of employment may be the result of the personal segregation from an organization, where these fundamental psychological needs are met. This implies that people within the employment circle have higher socio emotional requirements than people who are in the exterior of employment world. Unemployment experience considerably varies depending upon a wide range of elements, which entails person’s gender, social support, commitment to work, and age. Unsuccessful effort to get work may have the negative impact of decreasing an individual anticipation of success and quality self identity, which may perpetually affect the manner in which a person behaves when he gets employment status. For instance, if graduates who have remained without jobs for a prolonged time gets jobs, their behaviour and attitude towards work will be acutely directed by the distasteful aversive conditions they were in during the duration of unemployment. In workplace, employees are supposed to display positive responses to positive treatment obtained from others because people engage in diverse reciprocation attempts depending on exchange partner. Social resources found at work lead to physical and psychological wellness in two diverse ways. Initially, within organizations individual’s embeddedness of individuals in social network helps these individuals to have a good feeling about their lives and themselves, which in return encourages displaced employees inclination to retain an optimistic attitude at the time of unemployment. Secondly, social resources act as stress shock absorbers and its harmful somatic consequences. Positive social resources in workplace lead to subjective wellness and positive self identity. Unemployment is associated with absence of social ties and relations. Paid work affects identity of employees on basis of relations. Employment entails social life since employees interact with different forms of people and this influences how these employees relate with other people outside the work place as well as their interaction with the entire world. Organizational behaviour which is a set of behaviours of individuals in toward the organization a workplace aspects that greatly affects individual’s relation building and the way they interact with one another when working within a particular department or unit within an organization (Huczynski, 2003). Jackson & Parry (2008) argues that organizational culture helps paid employees to realize what the organization expect them to accomplish when performing work. Several individuals identify themselves with the nature of tasks they perform. Recognizing self within a job assists in identification of accomplishments, professional status and occupation. Paid employees who greatly identify themselves with their professional accomplishments of jobs are affected by the value attached to the employment. Therefore if the organization, employers and other people recognize the meaning of this value attachment to work the personal identities of the concerned individuals are positively influenced. According to Knights, & Willmott, (2007), organisational behaviour influences personal identity of paid employees. A worker within a particular organization demonstrates particular models of behaviour depending on the kind of work one does which is also displayed outside the place of work. Therefore, organisations are supposed to play a significant social role within workers lives by gratifying the socio emotional needs of the employees in regard to communication, respect, approval, and care. In employees with reduced socio emotional wants as a result of previous unemployment, perceived enterprise support can be used to increase commitment, satisfaction, and identity at work through tangible forms of rewards. The employees can in return repay their organization with enlarged performance. Support from relations and friends may accomplish socio emotional wants in interpersonal relations and self identity, organizational support meets significant socio emotional wants in the place of work. Conclusion Paid employment defines ones identity and provides a basis for social ties. It affects an individual’s living standards and its lack acts as a major aspect of social inequality and reduced sense of self. Work permits people to utilize their physical and mental abilities, their talents, and skills, so as to accomplish a goal, to develop and express individual self. Self identity helps individuals to assess their personal worth and how they are perceived and accepted by other people. References Knights, D, & Willmott, H., (2007). Introducing Organizational Behaviour and Management. London: Cengage Learning. Noon, M, & Blyton, P., (2006). The realities of work: Experiencing Work and Employment in Contemporary Society, 3rd Edition. London: Palgrave Macmillan. Wilson, F., (2010). 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Human resource management at work: people management and development. New York: Plenum. Haslam, S., (2003). Social identity at work: developing theory for organizational practice. New York: Blackwell. Kirk, J., & Wall, W., (2010). Work and identity: Historical and cultural contexts. London: Sage. Erez, M., (2003). Culture, self identity, and work. New York: Oxford University Press. Read More