Motivation and Performance: Organizational Issues from Downsizing - Coursework Example

Motivation and Performance Student Name Institution Executive Summary This report is on the relationship of motivation and performance. The report analyses the OB theories in relation to a downsizing case scenario. The report explores how management can use empowerment to engage and empower employees in an event of downsizing in an organization. Introduction Downsizing in an organization leads to several Organizational Behaviour issues like stress among staff. The issues lead to the workers being demotivated and their performance at work is affected. Using the organizational behavior theories this issues in an organization during downsizing can be understood. The workers if motivated in the right way can go back to giving good performance at their work. Organizational Issues Arising from Downsizing Scenario Learning The employees in the given scenario of the Paloma Company which was going to engage in downsizing were taken to attend a comprehensive training program that would help them incorporate the use of the new software. The ability to learn is an individual organization behavior of the staff of an organization. Perception How the staff were able to perceive the coming of the new technology in to the business is also another organizational behavior issue. Depending on how staff perceives something in the organization can affect their overall performance. Motivation This is an organizational behavior issue that is displayed in the downsizing scenario. The staff needed motivation to be able to work under the condition of having uncertainties of when they were going to lose their job. Task performance The performance of the staff after being told of the downsizing and moderation that was to happen went down. This is an organizational behavior issue that as well needs to be looked at. Leadership Leadership is an organization behavior issue that happens at the group level. The leadership is a key component during downsizing as it is the one that gives the orders. Interpersonal Communication How the employees relate and communicate to each other especially after some are to be sent off after the downsizing is critical. This is a group level organizational issue that also need to be addressed. Stress The staff become stressed on a personal level on the possibility and uncertainty of losing their job. Understanding the Issues Using the OB Theories and Concepts of Motivation The OB theories help in understanding the above organizational issues which are the human behaviors and how they relate to the performance of an organization. Quality output of the organizational output is highly dependent on the human behavior quality of the workforce and how effectively it is utilized. 1. Scientific Leadership/Classical Organization Theory This is the first organizational behavior theory. The theory focuses on how able jobs in an organization can be done effectively. The scientific leadership determines the objectives of the organization. It then defines the performance standards. Workers are assigned jobs in their areas of specialization as managers believe there is one way that is best in performing certain jobs. Standard time for job performance could be given once the job in the area of specialization is given. Basing on how workers fit in the new job requirements, they are selected and trained in the standard work methods. The workers are then supervised closely and reward and punishment are used to motivate the work force. The management has the task of planning and control. In the case scenario of the downsizing, the organization came up with the new method of in cooperating a little more technology in its operation. This method had to bring up learning and training of the staff in using this soft wares. The staff had different reactions on how they perceived the whole idea. Those who had completely no idea of the software had to be downsized. This brought stress to the workforce which brought under performance and thus there was need of motivation for the workforce to be able to perform. 2. Human Relations Approach/Neoclassical Organizational Theory The authoritarian structure of the classical theory resulted to the human relations approach. The approach tries to address the many problems that are inherent in the classical theory. The classical theory is filled with over conformity and rigidity which hinders creativity and individual growth. The classical theory as well kills motivation. The human approach a genuine concern for the human needs. Paying attention to employees in a nonthreatening and friendly environment increases output (Mayo, 1933). Organizations are systems of consciously coordinated activities (Barnard, 1968). The role of the executive is creating an atmosphere with coherence of values and purpose. The success of an organization depends on the ability of the leader to create an environment that is cohesive. The case scenario of downsizing faces the issue of interpersonal relations among the workers and the management. The management need to use a lot of human relation approach in trying to deal with the employees that are anticipating their job loss. This could help a great deal in motivating them to perform at their job. 3. Decision Making Approach/Contingency Theory This theory looks at compromising between behavior that is goal oriented and behavior that does not aim at goal achievement. It focuses on the importance of making decisions. Organizations should act in a rational, linear and sequential manner in adapting to the changes in environment. Management’s effectiveness is the ability to adapt to new changes (Chandler, 1962). The leadership in the downsizing scenario had to make the choice of having new technology for the betterment of the organization regardless of the impact to the staff. Making the decision was tough but necessary. 4. Systems Theory. Changing one variable of an organization affects many others as the components of an organization are interrelated (Kast and Rosenzweig, 1972). Organizations are open systems that continually interact with the environment. When adapting environmental changes organizations are in a state of dynamic equilibrium. The downsizing scenario faces a similar situation. When the organization shifts to using new technology to fit in the current market, the staff is affected as they have to learn using the new software. Some of the staff have even to me sent home. This many changes brought by one factor change need to be addressed as they affect the performance of the workers. Using Empowerment to Motivate Employees in a Downsizing Scenario Employees in a downsizing scenario face high demotivation and morale to work. The employees under perform on their duties and the output of the employees and the organization go down. It is important to motivate this employees and be able to have effective output. Empowerment is a good tool in engaging and motivating the employees to work in achieving the goals of the organization. Empowerment is achieved by using the needs identified by experts such as Herzberg, Maslow, Adams and Maccoby in the fields of motivation theories (Manl, 1998). The organizational behavior in employees of a downsizing scenario is the basis of empowering the employees to motivate them. Their Needs In the scenario the employees find their jobs to be something they need. Taking it from them will demoralize them. The management need to empower this employees by assuring them of their needs being taken care of so that they do not worry and fail to perform. Emotions The employees in a downsizing scenario have their emotions so low. They are stressed and they cannot perform their work effectively. The employees need to be empowered. Value This is how employees believe things ought to be. The employees in downsizing despite believing in their ability to be working they face being eliminated. This employee’s need empowerment to perform effectively. Enhancing Performance after Downsizing The management needs to come up with a strategy of motivating the employees and increasing performance after an event of downsizing. Below is a strategy that could apply. 1) Discovering where the employee’s interests and passion lie and improving them. 2) Trusting in the employees abilities 3) Ensuring clear communication to the employees to keep them in the know of everything happening. 4) Asking the employees of any support they may need in performing their duties. 5) Giving the employees the training they need to deal with the situation References Barnard, C. I. 1968. The Functions of the Executive. Cambridge: Harvard University Press Chandler, A. D., Jr. 1962. Strategy and Structure. Cambridge, MA: M.I.T. Press. Kast, F. E., and Rosenzweig, J. E. 1972. "General systems theory: Applications for organization and management." Academy of Management Journal. 15(4): 451. Manl. (1998), Quality management and organizational behavior – University of Portsmouth Mayo, E. 1933. The Human Problems of Industrial Civilization. New York: Macmillan. Read More