Management and Organisational Behavior - Essay Example

Employee motivation- Herzberg theory, Maslow’s theory Motivation is the key to employees not only working extra hard in the workplace but also increase their production and minimize the high turnover rate. There are very many things that can be used to motivate employees and I am a witness to that. I have worked and interned in several employment locations and have experienced motivation in different forms and others no motivation at all. I was really motivated in my first internship and I came back to even work in the same place later on. My supervisor was very encouraging giving me most afternoons off to go study for my examinations and this act may seem minimal but motivated me to work even harder to always make him happy so that the time off could continue. The other motivation I got in another internship was being given token gifts and allowances even though it was a non-paying internship. The allowances were not much but they meant everything to me and were a sign of the company appreciating my work. My current workplace where I have worked the longest motivates its employees through providing trainings to the best performing employees as well as having paid vacation leaves where the company provides even vacation packages for those with families which are fully paid. The employees never willingly leave the company and they have made the company excel in terms of increased profitability as well as gain competitive advantage in the industry. Herzberg Two factor theory explains very well about motivation and the factors that can motivate the employees. According to the theory, there are two types of factors in any organization and these are the hygienic and the motivational factors. The hygienic factors are those employees cannot do without as their lack leads to dissatisfaction and their presence motivation. They include factors such as salaries, interpersonal relations as well as good working conditions (Brooks, 2010). The motivational factors on the other hand are rarely present in an organization but their presence satisfies and motivates the employees immensely. These factors are mostly ignored in many organizations but if used can bring a great difference in terms of performance increment. They include factors such as awards, recognition and responsibility among others. The other motivational theory is the Maslow’s hierarchy of needs theory. This theory has five levels which individuals have to pass before they completely become self-actualized. The completion of each of these levels is a motivation to move to the next level. These levels of needs are: physiological needs such as sleep, breathing, food and shelter. The next need is the safety need which includes health, job safety, property and security of these things. Next is the love and belonging level which comprises of having friendships, family and intimacy. Esteem needs are include achievements, self-esteem, respecting others and even confidence(Mullins, 2010). Lastly is the self-actualization needs which include problem solving, morality and lacking prejudice among others. The motivation provided by this theory is for people to aim at always fulfilling the needs of each level and moving on the next level quickly. Leadership models and styles- Trait theory, transformational theory Leadership has always been confused with management but they are very different. Leaders connect with their followers and they listen to them intently as opposed to using their position to coerce them. I am a leader in one of the several clubs which I am a member. I had a few challenges at first because I wanted to use my leadership position to make and affect rules to the rest of the members even without consulting with them first. This almost led to the collapse of the group as the members’ waged war physically during one of the club meetings. I aimed to change my tactics of leadership and management once I was given another chance. This time round I attended leadership training where I got to learn what was expected of me by my followers. A leader is supposed to dialogue and consult with the members on everything and anything before imposing any final judgment. I tried this tactic in changing one of the club’s policies and it worked really well. From that day onwards, I decided to abandon the myths that surround a leader and being the head of the group but rather follow the theories of leadership. Another experience I have is that of working under a leader who was acting like a leader. He was very friendly with the employees always seeking their opinion on anything and especially any changes about to take place. He tried to assist the employees in their work and even in their personal lives. He motivated us constantly and this was the kind of leader I aspired to become in future. One of the most common leadership theories which explain some of the experiences I have undergone is the trait theory. This theory explains that leadership is not so much learnt as it acquired and supported by the character traits of an individual. According to the trait theory, there are six personal traits that are related to leadership and they are extraversion, adjustment, having intelligence, being open to any new experiences, having self-efficacy as well as being conscientious in their actions and words (Brooks, 2010). These traits act as a motivator to the followers as well as ensure that they work with relaxed minds and on a relaxed atmosphere which is important for increased productivity and minimal errors. Many individuals who are leaders more often than not have these traits. They should also be adopted by those aspiring to become successful leaders. The other important leadership theory to note is the transformational theory. Leaders are surrounded with changes on a daily basis be it changes in organizational structure or of employees themselves and they must learn to accommodate them. The leaders should always learn to communicate about the changes that are bound to transform an organization. This is possible if they first of all accept these changes and look at the bigger picture they will bring about. The theory also discusses how it is the work of the leaders to ensure the employees accept and adopt these changes as well through transformation of their attitudes and work practices (Robbins and Judge, 2012). Organizational structure and design- Neoclassical organizational theory, systems theory The structure of every organization is the backbone that holds the organization together and facilitates its running and ultimate success. It is therefore important to form a strong organization structure and center the organizational design on it. The organizational structure not only links employees to management but to the outside environment as well. One of the most important issues surrounding the organizational structure is that of bureaucracy. Starting up in any job fresh from school means that one is “the new kid on the block” and hence likely to get confused and picked upon. I was confused in my first month at work trying to figure out the organizational structure which my supervisor never bothered to explain to me about. I remember one time in my second week where I met the organization’s vice president on the elevator but I had no idea who he was. He picked up a conversation with me about how employees in the company are behaving. I started blabbing out about the incompetence of the management and the changes I would like to see enforced if productivity is to increase. Later on I was called into his office and upon learning about his position, I was shocked and sure I would get fired. He however made me work with him to create an organizational chart with the organization structure to be pinned on strategic points in the office and to be given to every new employee. Neoclassical organizational theory discusses about improvements in every work environment and how they can improve productivity if carried out in the right manner. According to the theory, in order for an organization’s structure to succeed, employees need to accept all the managerial authority being given to them (Mullins, 2010). This is bound to make a coherent organization and increase productivity to the company. The obedience of managerial authority and the workplace bureaucracy is what in most cases leads to creation of equilibrium in the workplace. The other organizational structure and design theory is systems theory. This theory describes that every organization does not work as a whole but is rather an interrelation of many departments (Robbins and Judge, 2012). These may include departments such as marketing department, finance department and even the human resource department among others. All these departments make up the structure of the organization and they can affect the organization positively or negatively. A failure or success of one part of the organization can make or break the whole organization. In this regards therefore, the advice offered by system theorists is that the leaders in every organization should beware of the changes they are making in any department and the implications it will have to not only the department but the whole structure of the organization in general. It should also focus on the effects of such changes to the environment of the organization. Where organization systems is concerned, great care should always be taken to ensure equilibrium is maintained at all times in each of the parts of the organization. Reference Brooks, I. (2010). Organisational Behaviour (4th Ed). Harlow: Pearson Prentice Hall. Mullins, L. J. (2010).Management and Organisational Behaviour (9th Ed). Harlow: Pearson Prentice Hall. Robbins, S. P and Judge, T. A. (2012).Organizational Behaviour. Harlow: Pearson Prentice Hall. Read More