Behavior Organization - Personal Statement Example

Organizational Behavior Table of Contents Section Motivation and Rewards 3 SECTION #2 – Decision-Making and Creativity 6 SECTION#3 – Teamwork 8 SECTION #4 – Communication 11 References 13 Section 1: Motivation and Rewards Outline for this study: Introduction Employees needs analysis Apply to a specific employee Maslow’s Needs Hierarchy Theory Discussing the level of need that is most important to employees Linking this need theory to McClelland’s theory of learned need Discussing job design Apply job characteristic model to this employee Recommendations both for need theory and proper job design Conclusions The purpose of this paper is to analyze the motivation of employees based on different theories in order to comprehend that how individual employee can be motivated so that his performance can be maximized which is fruitful both for individual and organization, Employee’s needs are the determining factor for their motivation, if employees’ needs are analyzed there may be a long list of need which are contingent upon each employee preferences, however all these needs are summarized in Maslow’s Needs Hierarchy Theory, where employees’ needs are categories into following broad headings, Physiological needs Safety Belongingness Esteem Self-actualization Now deciding which need is more motivational for selected employee is not a subjective matter but in fact each employee is different and each one has different needs in life, e.g. someone may be looking for job security while other may be concerned with their physiological need i.e. food, cloth, shelter etc. If I consider myself then I will go on the above road map of needs where on accomplishment of each need I will move to the next as like other employee, but the point is how organization know about each employee that where he/she stand on the above road map of needs, (authors, 2015) But once this picture is clear than it is easy to determine that how employee can be motivated e.g. when my basic needs for living are accomplished than safety need will take preference and so on it will move after each and every need. As for as I consider my organization, to evaluate that what are the motivation factors for me in current scenario than its simple if my basic needs are fulfilled than my next preference would be safety need and if I feel comfort in this step than ultimately it would jump to next step of belongingness where I would need belongingness or an association with organization and then esteem need and finally self-actualization, and according to this theory on accomplishment of each need employee feel motivated. As for as McClelland theory for need is considered where these needs are further classified into more broad headings of Achievement, Affiliation, and power if we analyze this theory of need than it is evident that except physiological and safety need all other are all those that are considered in Hierarchy of need theory, e.g. here self-actualization is replaced with power, hence either it is Hierarchy of need theory or McClelland theory for need individual motivation would be based on his preferences, if someone’s basic needs are not fulfilled than how he/she be motivated with other needs. Job design is a much important thing in each organization because each individual motivation is connected with this factor, if job of each individual is properly designed than he would feel motivation as such job increases his/her field’s knowledge e.g. if in my organization I am on belongingness level of need than if at such level my job is properly designed where I can groom more or my work has some recognition in the organization than it would result in my motivation for further achievements. Recommendations in context of needs theory, where it is difficult to assess that where each and every individual stand (if Hierarchy of need theory is concerned), but after identification it is quite easy to enhance employees motivations , therefor it is recommended to conduct a survey to identify these levels in order to enhance employee motivation. Further proper job design is also a key factor to enhance employee motivation, because if job is properly designed (employee input is addressed) it would result in employees’ motivation. For effective employees motivation it is crucial to determine factors for, which it could result in such motivation instead of imposing self-assumed motivation factors, because employee will be motivated when their concerns are addressed, further proper job design should be taken seriously to motivate employee. (TEAMS, 2015) SECTION #2 – Decision-Making and Creativity Outline Introduction Decision making power analysis, rational choice and either involvement and creativity or constraints on decision making Recommendation for either decision Conclusion The purpose of this paper is to analyze decision making process, and which process should be adopted in such decision making that is either involvement or creativity or constraints, and then recommendations at the end with clear cut conclusion. As for as decision making process is considered in my organization here majority decision are taken in the board meetings where most of the time they do not produce required result, it is just because of one sided decision making process where employees are not involved in these decision making processes as employees are the ones who implement these decisions. (process, 2015) In rational decision making process, it is based on six steps, where each and every alternative in decision making process are evaluated in order to arrive a rational decision, these six steps are, Define the situation and the desired outcome Research and identify options Compare each alternative and its consequences Make a decision Design and implement an action plan Evaluate action plan In my organization here first two steps are common and the problem arises at evaluation stage where alternative options are not considered, means employees input is not taken positively, which become a cause of non-effective decision making process. For an effective decision making process there should be an environment of involvement and creativity where it is possible that each and every alternative in decision making is evaluated, and where decisions are taken after much deliberation. Therefor it is recommended that for effective decision making process above six steps should be followed strictly, if someone follow one or two steps, than it would not result in required result, further it is recommended that for rational decision making process decision should be based actual facts and figures instead of overwhelming approach. For effective decision making there should be a group decision making process involving each and every individuals input in decision making rather than getting the wrong decisions and making them right at organization’s cost. (Sanghi, 2015) SECTION #3 – Teamwork Outline Introduction Team effectiveness analysis Organizational and team environment Team process. Either team development or team norms Team cohesiveness Recommendations and conclusions The purpose of this paper is to analyze team effectiveness, that how it can result in effective and efficient performance, here we would evaluate our team some characteristics of our team that show either positive or negative impact. The effectiveness of team depend upon the output of the team, there are a number of KPI’s which can be used to evaluate team performance, that include; Environment of group i.e. relaxed or informal\ Decision making by consensus Criticism is frequent or not Objective is well understood Self-consciousness A lot of discussion Leadership shift from time to time On the basis of above some KPIs here are some strength and some weaknesses of our team environment, (Robbin, 2015) Strength Clarity in team goal Improvement plan Clearly defined goals Clear communication Awareness of group process Established ground rules Weakness Absence of trust, stemming from unwillingness in team member Fear of conflict due to in ability to engage in constructive debate Lack of commitment because of there in ability to here new ideas Avoidance of accountability, without commitment to clearly defined goal team member will hesitate to call their colleagues on their action Inattention to results, Team member prioritizes self-interest over organization interest (tools, 2015) Team process is a process that comprises of following steps i.e. forming, storming, and norming performing, and adjourning, as far as we consider our team it is clear from the traits that it exhibit, that it is in storming stage where there is much confusion about goals, and there is also much conflict about individual role in the team. Team cohesiveness means the strength of bond among team member, those teams where there is much cohesion then those team performance is high it is one of the key performing indicator of high performing teams. As for as recommendations are considered it is clear from above strength of high performing teams, in order to build a conducive environment for our team it is necessary to Bring skillful and positive leadership who can positively overcome intra group conflict\ Make a clear identification of objectives Encourage positive and innovative thinking Further for effective team process it is necessary to get the team out of this storming process as early as possible for there should be at least, Establish processes and structure Build trust and good relationship among team members Resolve conflicts softly and support those who feel less secure After through study of team environment and team process it is now concluded that team should be properly organized so that organization can take adequate benefits team rather than making them a liability for the organization. (Management, 2015) SECTION #4 – Communication Outline Introduction The communication process model Communication channel Communication barrier Recommendations Conclusion In this we would analyze communication process, and a situation where I with my boss were engaged in a communication for increase of sale, where he is of the view that for increase in profit sales should be increases and on the other side me in sale department. In given situation where I was engaged in communication with my boss on the topic of increase in sale in a telephonic conversation, where he is of the view that sales should be increases but I have the other view that as per given resources it is already on high stage, and we can only increase sales more if we expand our production line first, but my this view is not properly conveyed to my boss, due to communication barrier, There are a number of barrier in our communication process that include, perceived authority of my boss, nonverbal miss communication, improper communication channel and lack of information were the key barriers in our communication process that result in ineffective communication process, Recommendation for effective communication could include, prior homework for such communication, so that it can be made effective further my counter suggestion was not properly communicated due to nonverbal barriers which can be made effective if it is supported by some facts and figures, further instead of telephonic conversation if it is done through direct one to one channel than it would result in effective communication process, As per above discussion of communication process it is concluded that always attempt should be made to make the communication process more effective before it is concluded otherwise it would result in miss communication that may be terrible. References authors, E. f. (2015, aPRIL 7). ELSEVIEER. Retrieved from ELSEVIEER: http://www.elsevier.com/journal-authors/home Management, L. &. (2015, APRIL 7). slideshare. Retrieved from slideshare: http://www.slideshare.net/category/feature?category=leadership-management process, c. (2015, April 7). study.com. Retrieved from study.com: http://study.com/academy/lesson/what-is-the-communication-process-definition-steps.html Robbin, S. P. (2015, April 7). HIGHER EDUCATION. Retrieved from HIGHER EDUCATION: http://www.pearsonhighered.com/educator/product/Organizational-Behavior/9780133507645.page Sanghi, S. P. (2015, April 7). goodread. Retrieved from goodread: http://www.goodreads.com/book/show/7356990-organizational-behavior TEAMS, E. (2015, April 7). ODportal.com. Retrieved from ODportal.com: http://www.odportal.com/teams/effective/chapter3.htm tools, m. (2015, April 7). Essential Skills for an Excellent Career. 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