HR Assignment: Maintaining Awareness of Organizational Factors - 2018

This report outlines the steps an effective organizational employee can take to maintain critical awareness of organizational factors in line with their professional values, benefiting both the individual and the organization. Key steps include prioritizing organizational goals, adopting a positive attitude, building essential skills such as stress management and soft skills, designing a workable time management schedule with activity logs and action plans, and continuously carrying out personal assessments to improve performance. The report emphasizes the importance of communication skills and career development frameworks in achieving organizational objectives and enhancing professional growth. Ultimately, awareness of organizational factors leads to increased productivity, industry knowledge, and customer acquisition.

Running head: HR assignment 1
STEPS FOR AN EFFECTIVE ORGANIZATIONAL WORKER IN MAINTAINING A
CRITICAL AWARENESS OF ORGANIZATIONAL FACTORS IN LINE WITH THE
VALUES OF THEIR PROFESSION
Presented by
Student affiliation
Supervisor
16th April 2018

Running head: HR assignment 2
There are several benefits and ways in which an effective organizational worker can maintain a
critical awareness of organizational factors and in line with the values of their profession. The
benefits can be felt both to the employee personally and to the organization in totality (Sessa &
London, 2015). The benefits of an employee maintaining critical awareness of organizational
factors and in line with their professionalism include; understanding of top industry trends,
increasing their productivity, coming up with new challenges, building with new challenges,
winning and maintaining new challenges, and getting respect from their colleagues and
management (Lussier & Hendon, 2018). The current study outlines steps that an effective
organization employee can follow to maintain critical awareness of organizational factors and in
line with the values of their profession.
The first critical step that a worker is to perform is identification and setting of own priorities in
order to achieve organizational goals. Priorities enable the employees to subordinate their own
interest on the basis of organizational goals. There are a number of activities to be achieved by
the employee within the working environs (Lussier & Hendon, 2018). It is then important for the
employee to critically identify the main purpose of working that is to ensure is focusing on
organizational goals and own profession. In line with choosing priorities the employee should set
appropriate ones that can add value to the organization and own profession. Setting priorities and
implementing them is important in providing direction and guide in organizational setting
(Spitzer, Silverman, & Allen, 2015).
The second step that an employee needs to perform is adopting an appropriate attitude towards
work and the organization in general. The positive attitude can be manifested in several ways for
example; the employee is able to provide help at all times, achieves work at a higher standard,
responsible for any work provided, and ensures ethical standards are followed in organization.
Having a positive attitude enables the employee to be aware of the needs of the organization and
is able to take up any role and responsibility assigned (Brun & Cooper, 2016). Overall the
employee feels motivated to increase productivity in the workplace and progresses on one’s
professionalism (Sessa & London, 2015).
The third step that needs to be done is building essential skills necessary for working (Wilson,
2018). There are certain skills are essential in supporting the qualifications that an employee
possesses. Both organization and the worker can benefit from certain skills provided by the

Running head: HR assignment 3
employee. For example the employee should be able to manage work related stress this is by
having resting times and maintaining stress diaries. They need to employ personal SWOT
analysis to identify areas that they need to improve or capitalize upon (Wilson, 2018). The
SWOT analysis is important in critical in identifying personal gaps in reference to organizational
values. Another skill for employee is having good soft skills. Examples of soft skills include;
leadership skills, good problem solving techniques, carry emotional intelligence skills and being
creative at work. The soft skills create awareness of organizational factors by adding value to
functions performed and values of their profession (Lussier & Hendon, 2018). Organizations
require acquisition of soft skills in work environs because it contributes positively to the goals of
the organization. Other important consideration for the employee’s is to ensure that they have a
framework for career development. That should include how they intend to grow professionally
in future and personal needs assessments according to the organization goals and objectives.
The fourth step following building of essential skills is designing a workable time management
schedule. Time is a critical resource in organization and proper ways need to be developed both
by the organization and employees in order to achieve the required objectives (Anitha, 2014).
The worker should maintain an activity log that specifies the time values allocated for various
functions. The employees should specify time used for checking and sending emails, attending
meetings, lunch and tea breaks, and making phone calls to customers. In line with maintaining
activity log the employee should learn to prioritize time in order to ensure time is not wasted on
unnecessary tasks or more time is spent on certain non-priority activities (Anitha, 2014).
Time management goes hand in hand by the employee developing a personal action plan. The
action plan is critical in ensuring all organizational critical factors, functions and events are
factored in and nothing is left unattended too. In addition to having an action plan the worker
should set goals and have good organization skills (Lussier & Hendon, 2018). Setting goals is
important in providing guidelines to achieve daily and periodic activities in organizations.
Organization skills are important in how the employee is presenting themselves and defines how
the employees are stationed in their work stations. In line with being an effective worker the
employee should build their communication skills. These include; listening skills, good writing
skills, reporting and presentations. Communication skills are an important item in employee

Running head: HR assignment 4
career and are beneficial for organization in customer care and reporting performance (Rothwell,
Jackson, Ressler, Jones & Brower, 2015).
The last and final step is to have opportunity to carry out own personal assessments. The
assessments can be done by the management through appraisals but can also be done by the
employees themselves (own appraisals). Periodically the employee needs to evaluate their own
performance in reference to the goals they had set. By doing so they are able to improve on their
own weaknesses or poor performance and provide a framework for future (Johnston, Noble &
Gray, 2016).
In conclusion, there is a benefit for employees to be aware of critical organization factors that
goes hand in hand with values of their profession. Awareness can lead to employees increasing
productivity, staying put with industry trends, winning important customers, and set exciting
challenges. The employees need to perform the following; identify good priorities, adopt
appropriate attitude, build essential skills, have management skills, and reviewing own
performance that will contribute positively to organization factors and values of their profession.

Running head: HR assignment 5
References
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
308.
Brun, J., & Cooper, C. (2016). Missing pieces: 7 ways to improve employee well-being and
organizational effectiveness. Springer.
Johnston, L., Noble, C., & Gray, M. (2016). Critical supervision for the human services: A social
model to promote learning and value-based practice. Jessica Kingsley Publishers.
Lussier, R. N., & Hendon, J. R. (2018). Human resource management: Functions, applications,
and skill development. Sage publications.
Rothwell, W. J., Jackson, R. D., Ressler, C. L., Jones, M. C., & Brower, M. (2015). Career
Planning and Succession Management: Developing Your Organization's Talent—for
Today and Tomorrow: Developing Your Organization’s Talent—for Today and
Tomorrow. ABC-CLIO.
Sessa, V. I., & London, M. (2015). Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Spitzer, W., Silverman, E., & Allen, K. (2015). From organizational awareness to organizational
competency in health care social work: The importance of formulating a “profession-in-
environment” fit. Social work in health care, 54(3), 193-211.
Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford
University Press.