Performance and Occupation - Essay Example

?Performance and Occupation Occupation and performance are two sides of the one coin. In the present scenario the occupation has become themost important factor in everyone’s life. There are many people are there who have chosen their occupations but they are not happy at all. Some of them are not at all like their job profile. However, life has to go on and the occupation has to be there to earn the livelihood. However, with the proper occupational therapy the scenario of the present status can be changed. It is really important to understand the specific occupation. This paper will focus on the importance of the understanding of the occupation and this paper would also try to find out the proper occupational therapy to improve the performance of the employees. Introduction: To be written…… Value of skills and knowledge in the occupational therapy: To be written…… Professional skills: Personal and Professional Development, is the most important part of any educational course. The academic remarks will fetch good marks in the exams but, in the professional field the personal and professional development is very much important. The proper combination of good academics and the PPD would help a person to achieve a sustainable position in the real life corporate world. For any corporate on-job projects needs a personal and professional development training, because the fresher are not accustomed with the corporate world. And each and every organization has their own scale of professionalism and expectations from the employees. For any graduate the on-job projects are successful while they get confident about their personal and professional development during the projects. Most of the business schools send their students to the on-job training to get accustomed with the corporate world so, while they join the organizations in their final recruitment, they would be polished enough to join as the professionals. For any on-job training there is a learning stage and most of the time this learning stage is an ongoing process. This paper would try to reveal all the positive learning and the personal and professional developments during the training. The main outcomes of the process are written bellow. The meaning of success: It is very important to know the meaning of success. It is very easy to say that a course is very successful but it is very important to understand meaning of success. Erik Weihenmayer treated as one of the most successful man to reach his dream. He climbed the Mount Everest being the first blind men to reach the peak of the Everest (Throop and Castellucci, 2003). Now it is very important to understand why he is been treated as one of the most successful man, well, reaching the personal goal with the help of professional experience can be treated as the success. He was a blinded at the age of 13 and started climbing from the age of 16. With hard work and touch of professionalism he reached his goal and that is the reason he was successful. Same way in this case the meaning of success has been found with the proper blend of self belief, potentiality and values. Self belief: the confidence is a very important factor for any job to be done successfully. Nobody is perfect at the beginning; he or she has to nourish him or herself to gain the confidence. And with the mistakes the perfection will come, and that will make the person more confident. Potentiality: trainings are basically to improve the potentials of the individuals. Potentiality is a hidden strength and with the proper training it can be strengthened. The trainings and on-job projects help the individuals to learn from the others and it also teaches to understand the potentiality of the others. Values: personal values, professional values, ethical values and the ability to respect the values of the fellow employees are very much important. The particular course taught to respect what other thinks, how they feel and how an individual should act toward the values of the others. Organizational changes towards the better occupational therapy: Group behavior: An organization is made of different people from different cultural back grounds and the group behavior plays a vital role in this context. However, group behaviors can referrer to many things. For an example, a group made of similar mentality people for some personal achievements can be a great negative character for an organization. However, a systematic grouping of employees for the betterment of the organization can be called as a team. And, team work is a great positive point for any organization. However, a group behavior is less predictable as many people are associated with a group (Yalom, and Leszcz 2005). Job Attitudes: The attitude is a relative and evaluative statement; it can be favorable or unfavorable towards an object, person or job (Robbins, 2010). It is a complex behavior of a person and it is highly dependent upon individual. However, attitudes can be molded with proper behavioral practices. The attitude of an employee towards her or her job depends upon many important factors and they are the job profile, motivation level, the behavior of the manger or the supervisor etc. the professional attitude is mostly expected from the employees towards their jobs, and for that the managers and the human resource departments are trying their level best to meet the expectations of the employees. Motivation theories and techniques: The traditional organizational behaviors are focused on the motivational theories of F. Herzberg, E.G. Mayo and A. Maslow. According to the Herzberg’s motivator-hygiene theory there are few motivators which help the employees to get satisfied with their jobs. The main motivators are achievements, recognition, stimulating work, responsibilities and advancement. And there are some hygiene factors such as company policies and administrations, technical supervision, interpersonal relationship, salary, and working conditions (Kreitner 2008). According to Mayo the employee satisfaction is a very vital determinant of the productivity and performance (Hoque 2006). According to the Mayo the psychodynamics drove the behaviors of the worker and the labor conflicts were basically a form of group psychopathology (Grint 2000). The principle of the human relation became a great initiative in today’s life. The theory of Maslow is one of the most well-known theories in the field of organizational behavior. The basic concept of the needs is explained in this theory. And many dozens of needs are classified into five main categories. The motivational factors vary person to person. For an example, Self actualization is the need and a motivational factor in the higher level. The need hierarchy theory is applicable to most of the people but the motivational factors related to the needs depend on the person to person. However, there theoretical approaches are very important to streamline the motivational tools. But, the reward system and the money incentives are widely used to motivate the employees to be happy and productive. Leadership: Leadership is a great virtue within a person to lead an organization towards the betterment, or to lead a group towards the goal with a systematic approach. Leadership can be treated as the highly valuable intellectual commodity. There are many people think that leadership is the way of finding the path of being successful in the professional life. However, the virtue of leadership has a great impact over the interpersonal behavior and at the same time it has a great responsibility towards the society. Some of the core skills are stated bellow (Phelan 2008). 1. Administrative, management, public policy knowledge and principals. 2. Personal management, recruiting wisely, managing people and teams. 3. Developing programs and managing funding wisely. 4. Technical and physical activity management. 5. Gathering information and analyzing them 6. Managing emergency situation with proper crisis management techniques. 7. Motivating other to involve in the crisis management work. Training: Training is an important entity in the organizational behavior. Each and every organization has their own organizational culture and the employees have different organizational behaviors. Two bridge the gap between the interpersonal behavior and the organizational culture the training is an essential traditional approach. In most of the organizations the training is mandatory for the new recruit. The training is an essential tool to mold the behaviors and attitudes of the employees towards the organizational goal. The trainings are designed and conducted for some purpose or to meet some specific objectives (McConnell 2003). The trainings can be given by the in-house managers or sometimes they are conducted by some external agencies. Power and Politics: Power and politics are juxtaposed to rule the group of people towards the goal. However, these goals can be for the betterment of the organization and for the mass and sometimes for the personal achievements. The formation of a group or a team gives the fuel to the formation of power and politics. Most of the manufacturing organizations and the public organizations are having unions and the politics and power is closely related with these unions. Politics can be defined as the art of using the power effectively (Marquis, and Huston, 2008). It is very important to understand the internal politics of the employee groups to manage the teams properly and to maintain the organizational culture. Communication: The communication is a phenomenal functional process. Without proper communication process no community or culture can enjoy the sustainable existence. The main influential factor in the environmental conflict is the difference between the cultural communication misbalances. The expectations, verbal and non verbal communicational habits generate the conflicts among the employees (Toomy, 1999).The proper communication method and nullify the conflict among the group member is one of the major job of the leaders (Northouse and Northouse 2009). Organizational Culture: There is a thin line between the meaning of organizational behavior and the organizational culture. The organizational behavior is a vast subject and it depends on the employees of the organization. But, each and every organization has their own culture which they follow strictly and they want their employees to follow then as well. There are many organizations that follow the rational cultures of professionalism and in the other hand there are also many organizations that follow the modern trends to keep up the productivity with the young employees. For an example, Google may allow their employees to come to office with a T shirt and a Jean, but Ford Motors may not allow this, as this is not at par with their organizational culture. However, the organizational culture plays a vital role to control the organizational behavior. New organizational practices: The brief about Best Buy and ROWE program: The organization culture is one of the vital factors within any companies. However, for Best Buy one of the positive factors involved in their organization culture is the ability of accepting the changes. But in most of the cases the culture is one of the factors which help the particular organization to get recognize within the competitive business world. Being one of the most promising American electronic companies, the Best Buy has created a culture within the organization which is a win-win situation for both the company and the employees. The New ROWE program (Chalofsky, 2010) is the example of the new thought to change the organizational culture to increase the level of job satisfaction and the productivity among the employees. The ROWE (Result only work environment) program is one of the most diversified cultural approach in the business environment. This is a program which allows the employees to accordingly their daily schedule. In one hand it can be said that the working hour is 24 hours and in other hand it also can be said that an employee can work when he or she feels. This tactical approach has been proven as one of the most effective way of motivating the employees. This particular approach has also been affective to maintain the low turnover ratio within the organization. The best part about this approach is the flexibility of the work time, employees can work from home, so in this case the employees can enjoy the family life and at the same time he or she can make her daily office work also accordingly. But as usual there would be some flaws which could bring a great negative effect to the organization. For an example there are many departments in the organization which are not allowed to take this program as they need to be in the office and their work schedules can’t be changes to the 24 hour mode. Now, these few groups might feel neglected and that could be negative motivation for them. So basically the ROWE program cannot be implemented to all the people in the organization. In other hand the employees would not be feeling the job pressure in the house while they do work. It means the office culture and the home atmosphere cannot be same for many employees. It is definitely right that they attrition rate has been lowered but sometimes the productivity rate might be affected. Conclusion: To be written…… References Chalofsky. N E. 2010. Meaningful Workplaces: Reframing How and Where We Work. New Jersey: John Wiley and Sons. Grint Keith, 2000. Work and society: a reader. New Jersey: Wiley-Blackwell. Hoque Zahirul. 2006. Methodological issues in accounting research: theories, methods and issues. Beds: Spiramus Press Ltd. Kreitner. 2008. Organizational Behavior 8E (Sie). New Delhi: Tata McGraw-Hill. Marquis B L, and Huston C J. 2008. Leadership Roles and Management Functions in Nursing: Theory and Application. Philadelphia: Lippincott Williams & Wilkins. McConnell J H. 2003. How to identify your organization's training needs: a practical guide to needs analysis, Volume 2. New York: AMACOM Div American Mgmt Assn, Northouse Peter G. (Guy) and Northouse Peter G. 2009. Leadership: Theory and Practice. California: SAGE. Phelan Thomas D. 2008. Emergency management and tactical response operations: bridging the gap. Massachusetts: Butterworth-Heinemann. Robbins. 2010. Essentials Of Organizational Behavior, 10/E. New Delhi: Pearson Education India,. Throop Robert K and Castellucci Marion. 2003. Reaching your potential: personal and professional development. New York: Cengage Learning. Toomy S. T. Intercultural Conflict Management: A Mindful Approach. 1999. Available at: sting@fullerton.edu . Accesed on 24th May 2011. Yalom I D, and Leszcz M. 2005. The theory and practice of group psychotherapy. New York: Basic Books, Read More