Druk Green Power Corporation LTD - Essay Example

DRUK GREEN POWER CORPORATION LTD of Contemporary theories in management are used toaid the understanding of the effective management of organizations in the modern work environments and businesses. The expectancy theory is one of the contemporary management theories which postulate that the relationship which lies among effort and performance in addition to the outcomes of the applied effort is the determinant of the extent to which an individual is motivated (Jones and Noble, 2007, p. 85). In this sense, it can be said that the management of the Druk Green Power Corporation Ltd can apply this theory to enhance its performance in the management of the electric power production within Bhutan. The employees of the company should be motivated so that they are able to apply the best of their abilities and knowledge in helping the company to meet its goals and objectives. Nonetheless the value which emanates from the efforts of the employees and the management of the company are the basic determinant of the level to which they are motivated. Through motivation both the eldership of the company and the employees will be able to enjoy their work activities with a view of promoting the management of power production and its distribution within the various regions of the state. Jones and Noble, (2007, p. 89) points out that the expectancy theory is one of the contemporary theories win management which describes motivation in relation to valence, expectancy and instrumentation. Effort in work activities is described within the expectancy theory as the input of a worker. The motivator of human effort is the perceptions of the performance which emanates from this effort. Gupta and Boyd (2008, p. 991) reflects that the contemporary theories of management postulate that effective managers must motivate their diverse workforce so that their productivity is enhanced. In accordance to Bell and Martin (2012, p. 107), the product of expectancy, valence and instrumentality is motivation. This argument further reveals the components of motivation which needs to be present for a company to achieve its goals effectively and efficiently. Within Druk Green Power Corporation Ltd, there are various departments which are charged with different functions which are all aimed at addressing the common vision of the company. Without the functions and roles of the employees within these departments, it is not possible that this would be achieved. It is therefore evident that the development of the company and its growth in productivity depends on the level into which the human resource within the company is motivated. Gupta and Boyd (2008, p. 991) reveals that instrumentality within the expectancy theory represents the belief of the users of various tools that they would promote the performance within the company. It is in this sense that the adoption and implementation of information and communication technologies are recommended for the company to promote the belief of employees for better performance. This is a set of instruments and tools which have played a very important role in promoting the productivity of a company. According to Giacalone and Rosenfeld (1997, p. 445), the expectancy theory further puts forth the beliefs of workers on the realization of outcomes as the measure of instrumentality. Bell and Martin (2012, p. 109) argue that the contemporary theories in management postulate for the application of various instrumentations in organizations to enhance efficiency and effectiveness. This is because of the increased competition in various sectors and markets. The application of technology and the belief in its use is therefore the core instrumentality which will also enhance the speed at which business activities are carried. This is because technological instrumentation makes work easier and as a result motivates the staff through the belief that they will be enabled by technological tools to achieve more. The expectations which the leadership have for their employees must be realistic as said by (Druk Green Power Corporation, 2009). This means that the management of the Druk Green Power Corporation Ltd must consider the abilities of the employees so that they are not overwhelmed with activities which they may not be able to perform. Bell and Martin (2012, p. 109) argues that the ability of employees to perform activities defines the kind of motivation that they get at their work place. Valence is the value into which the outcomes of the employees are given by the management of a company (Giacalone and Rosenfeld, 1997, p 445). Therefore it is evident that if the work of the employees is considered to be valuable, they are more likely to be motivated for higher productivity. Additionally valued work activities demonstrate that employees are more creative and innovative. Jones and Noble, (2007, p. 89) reveal that the contemporary goal theory postulates that the behavior of people is to a large extent determined by the intentions and goals that they have. This reveals that goal theory is one of the contemporary motivational theories which describe what encourages people to achieve their goals. The goal theory further postulates that goals should be challenging, precise, measurable, time specific and focused at dressing a specific issue (Jones and Noble, 2007). The goal theory is applicable both in the contemporary and contemporary work environment. This is because this theory is based on the intentions of workers to play their roles in the achievement of personal, group and organizational goals. Druk Green Power Corporation Ltd has an opportunity of implementing goal motivated management for its employees so that they are able to meet the goals of the company in energy production and distribution. Jones and Noble, (2007, p. 89) explain that the goal theory present the goals of an organization as measurable and time specific. Additionally, the theory shows that the goals must be precise and designed to address a specific issue within a company. It is therefore recommended for Druk Green Power Corporation Ltd to come up with accurate short term and long term goals and ensure that its employees are adherent to the approaches of meeting these goals with effectiveness. If goals are specified, people will be motivated to achieve them (Druk Green Power Corporation, 2009). This is because they would be working with a specific intention. Gibson (2004, p. 209) describes attribution theory in relation to the manner in which people view others. The attributes or characteristics of an individual are the core aspects of the attribution theory and these are used in judging the intentions and behavior of others. Gupta and Boyd (2008, p. 993) reflects that the reinforcement theory is one of the commonly applied contemporary theories in management. This theory explains that preexisting beliefs and attitudes determines the information which people remember later during work and social activities. The theory further explains that it is human nature for people to dislike being wrong. Therefore attribution and reinforcement theory is also one of the contemporary management theories which define the background of a company’s performance and its future within a specific market. Druk Green Power Corporation Ltd is composed of diverse workforce. Because of this the behavior and characteristics of each individual is defined by the diversity within the workforce. This diversity is represented in terms of social and economic standing, gender, skills, abilities, race, ethnicity, culture, nationality and age. Gupta and Boyd (2008, p. 993) explain that the attribution theory is used to understand behavior of individuals within an organizational setting. The management of Druk Green Power Corporation Ltd especially applies the attribution theory as a basic of understanding why employees behave the way they do. The past knowledge that people have and the experiences that they encounter within professional and social relations determines the level of understanding and accommodativeness that they have for other people’s behavior (Gibson, 2004, p. 209). Good relationship among employees and with the management of Green Power Corporation Ltd is attributed to its high performance. The good relationships have been achieved through the ability of employees in understanding the different needs of others. This has also promoted collaboration at the work place and increased sharing of information (Giacalone and Rosenfeld, 1997, p 445). Therefore the attribution theory can be applied in understanding the level into which employees work in harmony and achieve feedback from the management on their performance. It is the diversity within organizations in the contemporary work environment which makes the contemporary theory of attribution applicable in the understanding of the organizational behavior of modern companies (Bell and Martin (2012, p. 114). It can also be argued that the performance of a company is attributed to the level at which employees and management work in harmony with a common goal of achieving the mission and vision of the company. The theory of reinforcement has been applied for a long time in the management and leadership within companies and organizations. Sarkar (2012) says that the reinforcement theory postulates that the challenge of one’s beliefs leads to discomfort. Moreover the information which is congruent and supportive to the beliefs and attitudes of people id easily remembered and appreciated. This theory shows its importance and applicability within a company or working environment. This is because behavior of workers must be enforced through pleasing experiences and dissemination of information which is relevant to their attitudes and beliefs. However, the leadership of organizations may be forced to provide information to employees with a view of demonstrating their performance regardless of the suitability of this information. For example poor performance within Green Power Corporation Ltd can be communicated to the employees by the management with a view of ensuring that there is improvement in the future. More significantly, the reinforcement theory is used to motivate high performance behavior within a company (Gibson, 2004, p. 204). It is therefore recommended for Green Power Corporation Ltd management to employ reinforcement as a way of enhancing the attitudes of employees for their work and as a result improve their performance. Among the management theories which are applied in modern organizations is the social learning theory. Gibson (2004, p. 201) explains that the social learning theory argues that it is within social contexts that people learn. Learning within a social environment is achieved through observation. This theory further postulates that behavior change and learning in general is supported by a social environment. The role of social context in learning is expressed by the fact that people believe that they are able to do activities when they see others successfully execute them (Sarkar, 2012). Therefore the social learning theory is a contemporary theory in management which describes a social environment as a motivator for learning and individual accomplishment of goals. The applicability of this theory is within personal development or training (Giacalone and Rosenfeld, 1997, p. 445). Within Green Power Corporation Ltd, employees and managers are often trained in accordance to the needs which arise from changes in business operations (Druk Green Power Corporation, 2009). The social learning theory would therefore be applied within the company to ensure that the process of developing new skills among employees is as effective as possible. According to Jones and Noble (2007, p. 92), it is through observation that people learn from others. This reveals that the social environment of an organization should be supported by a positive culture which promotes social interaction. It is through effective social interaction that the employees and management of Green Power Corporation Ltd would learn from each other. Gibson (2004, p. 201) adds that the social learning theory in management represents as situation where learning is self driven. This means that the mere interaction among people within a company involves a lot of lessons that people learn from each other which contributes to changes in attitudes and behavior towards work activities. Bell and Martin (2012, p. 107) point out that behavior change in a company or organization can be measured or evaluated through the social learning theory. Through this theory the ability of people to learn from each other is demonstrated. Sarkar (2012) further reveals that the social learning theory explains that the belief that is held among employees in relation to the ability of performing tasks is a reflection of their level of performance. The Green Power Corporation Ltd can therefore employ the social learning theory so that it would be able to encourage positive belief among its employees and give them confidence to perform more. The employees could also be encouraged to take risks in innovating better approaches in performing various tasks. This will enhance creativity and sharing of innovative ideas among members of a team. Group dynamics and team work as one of the most effective work approach provides a forum where members of a group learn from each other. The management of Green Power Corporation Ltd is therefore mandated to facilitate group work and lay emphasis on group dynamics so that employees are enabled to learn from each other as postulated by the social learning theory. Jones and Noble (2007, p. 86) reflect that the applied aspects of management theories also include aspects of compensation, recruitment, appraisal and communication within a company or organization. Green Power Corporation Ltd compensates its employees satisfactorily as a way of motivating them and also reducing employee turnover. The role of compensation in the management of employees within an organization is demonstrated by the improvement in productivity which characterizes highly compensated workers. Additionally, the understanding that managers achieve in the recruitment process is achieved through the postulates of the attribution theory. It is due to this fact that the recruitment procedures in Green Power Corporation Ltd has led to a diverse workforce. This diversity is experienced throughout the company’s offices. To enhance communication, the social learning theory is also applicable in the contemporary work environment (Sengupta, 2012). This is because communication is the aspect of a company or organization through which people learn from their superiors or colleagues. References Bell, R.L. and Martin, J.S. 2012, "The Relevance of Scientific Management and Equity Theory in Everyday Managerial Communication Situations", Journal of Management Policy and Practice, vol. 13, no. 3, pp. 106-115. Druk Green Power Corporation, 2009, ‘Operational Performance” Druk Green Power Corporation, 1 Giacalone, R.A. and Rosenfeld, P. 1997, "Impression Management Concerns and Reinforcement Interventions", Group and Organization Studies (1986-1998), vol. 12, no. 4, pp. 445. Gibson, S.K. 2004, "Social Learning (Cognitive) Theory and Implications for Human Resource Development", Advances in Developing Human Resources, vol. 6, no. 2, pp. 193-210. Gupta, M.C. and Boyd, L.H. 2008, "Theory of constraints: a theory for operations management", International Journal of Operations and Production Management, vol. 28, no. 10, pp. 991-1012. Jones, R. and Noble, G. 2007, "Grounded theory and management research: a lack of integrity?", Qualitative Research in Organizations and Management, vol. 2, no. 2, pp. 84-103. Sarkar, D. 2012, Expect Bhutans winter time import of power from India to increase till 2016 [Power], New Delhi, India, New Delhi. Sengupta, D. 2012, Alstom and Druk Green Power Corporation to establish a joint venture for services of hydro components in Bhutan [Power], New Delhi, India, New Delhi. Read More