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Organizational Behavior and Performance

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Added on  2020-05-16

Organizational Behavior and Performance

   Added on 2020-05-16

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Running head: ORGANIZATIONAL BEHAVIOUR AND PERFORMANCEOrganizational Behaviour and PerformanceName of the studentName of the UniversityAuthor note
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1ORGANIZATIONAL BEHAVIOUR AND PERFORMANCEIntroductionOrganizational Behaviour refers to the study of an individual along with groupperformance in an organization. It examines the human behaviour in the workingenvironment and analyses how the structure of the job and motivation have an influence onthe performance of an employee within an organization (Shin and Konrad 2017). Thisresearch essay discusses in detail how designing of jobs, working conditions, goal setting,motivation and reward affects the performance of an individual in the company.DiscussionJob Designing is indicative of the process that puts together different elements andbears in mind the individual worker requirement. Job designing refers to the kind of task,how the tasks should be done, in which order are the tasks to be done and the factors thataffect work. The employees should have the option to try out different activities on the basisof the personal needs and that of the circumstances within an organization. Training is asignificant part of a job design and training can help the employees in understanding thedemands of the job. The modern behavioural scientists like that of Maslow, Likert andHerzberg has said that work should be challenging and complex so that it can satisfy thehigher order needs of an individual (Kim, Liu and Diefendorff 2015). This is referred to as‘job enrichment’ and it lays stress on the psychological growth with the help of work. Jobenrichment can improve the efficiency of an individual and provide the individuals withsatisfaction that can augment their performance in the organization (Barrick et al. 2015). Itcreates a greater scope for that of personal achievement along with recognition. It providesmore opportunity for the growth of an individual. An improvement in the job context factorscan motivate the employees and improve the performance of the employees.The working environment comprises of three important factors: technical, human andthe organizational environment. The technical environment is indicative of the tools andinfrastructure that helps the employees in carrying out their respective job role. Humanenvironment is indicative of the peers, team, leadership and management with whom theemployees have to interact (Armstrong and Taylor 2014). The environment should bedesigned in such a manner that encourages informal interaction in the workplace and createsopportunity for the sharing of ideas. This can help in attaining maximum productivity. Theorganizational environment is inclusive of the practices and procedures within an
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2ORGANIZATIONAL BEHAVIOUR AND PERFORMANCEorganization. Management can control the environment of an organization. A measurementsystem in which people are rewarded solely on the basis of the quantity of work that isproduced will not help the workers in improving their quality (Petrou, Demerouti andSchaufeli 2015). According to the Herzberg theory, there are different factors in theworkplace that lead to job satisfaction of the employees. The various factors that motivatepeople changes through the course of life time of an individual. Respect is an importantwhich if meted out to the employees can lead to positive satisfaction. The “MotivatorHygiene Theory” of Herzberg points out to the two factors- motivation and hygiene that hasan important bearing on the performance of employees within an organization (Vijayakumarand Saxena 2015). High motivation along with high hygiene can help in creating the perfectstate that motivates the employees to give their best for the organization (Lazaroiu 2015).People will aim at achieving the “hygiene needs” as they feel unhappy without them but ifthey are satisfied then the effect will wear off very soon. Satisfaction is conceived to betemporary in this case (Kim, Liu and Diefendorff 2015). According to Herzberg, theorganizations that are poorly managed fails in understanding that people do not feelmotivated on addressing the “hygiene needs”. People feel truly motivated in an organizationif the real motivator like achievement and development is satisfied that represents a deeperlevel of fulfilment (Shimazu et al. 2015).The goals that are established by an individual in the organization play a significantrole in motivating the employees so that they can produce superior performance. Theemployees should be engaged in relation to role setting and their role expectations should beclarified to them. Regular performance feedback within an organization can also help in theprocess of setting of goal (Barrick et al. 2015). In order to excel time along with energyshould be devoted in providing the employees with performance incentive and adequateresources. The managers should put out in front the human face of the company. The key ishuman-to-human interaction by providing the employees with individualized support alongwith encouragement (Jain and Kaur 2014). Employee performance is a construct that ismulti-dimensional that can help in achieving results and it has a strong link with that of theplanned goal of the organization. The main multi character factor is performance that canhelp the employees in attaining the outcome that has connection with that of planned goal ofthe organization (Welsh and Ordóñez 2014). The Goal setting theory of Edwin Locke thinksthat the creation of a work environment that is attractive and satisfactory can help inmotivating the employees so that the employees get a sense of pride in what they are doing.
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