Application of Organizational Behavior Concepts - Research Paper Example

?Application of Organizational Behavior Concepts Organizational behavior refers to the study of human behavior in an organization and their impact from respective individuals, groups, or structures. The study includes communication, human resource, and management. Organizational behaviors lead to organizational culture. There are organizational strategies, theories and concepts that help in the understanding the organization behavior of a reference organization. Job enrichment is one of the organizational behavior concepts that will help us in understanding the organizational behavior of Healthcare Inc. Job enrichment concept refers to the variant ways that an organization applies to enhance its productivity by increasing employee’s job motivation, self-worth, and satisfaction. Regardless of the scope, operations, size, type, and ownership, of an organization, the adoption of the job enrichment concept fosters employee production and worker motivation. However, many organizations do not apply job enrichment concept in their management and hence the employees are constantly dissatisfied thus leading to employee turnover. Indeed, very few organizations have the ability to attract and retain trained and qualified employees. This leads to significant monetary loses and affects employee morale, customer relationships, effectiveness of other employees, and leads to job injuries and theft. In fact, high employee turnover lowers the public trust and the goodwill of an organization. Therefore, it is the prerogative of any human resource manager to reduce employee turnover in a reference organization for purposes of reducing accrued losses and low productivity. As such, the Human resource is responsible for compensation and benefits, and advanced opportunities, job satisfaction, and retention of a highly effective workforce. This paper will address the process of identifying the causes of the high turnover at Healthcare Inc., and discuss at least three causes of high turnover. The paper will further draw the relationship between the three causes and the concept of job enrichment. In conclusion, the paper will propose possible solutions to the issues leading to a higher employee turnover at Healthcare Inc. Identifying the Causes of High Turnover at Healthcare Inc In ascertaining the causes of high employee turnover at Healthcare Inc., one should know that if an organization has lost more than 20% of the staff within five years, then that qualifies to be high turnover. One should then observe on where improvements are necessary in the workforce, and conduct interviews on the employee satisfaction. One should consider whether the organization offers a desirable work environment, whether there is appropriate assigning and performance of tasks, whether there is an effective way of communication, whether employees support one another, and whether there is appropriate recruitment and training of employees. Motivational issues, recruitment and employee selection issues, and leadership issues dominate the list of causes of high turnover at Healthcare Inc. (Capko, 2001). Recruitment, Employee Selection Issues and Job Enrichment Concept The employee turnover has a direct correlation with the recruitment and employee selection issues. Recruitment refers to an affirmative process where many candidates apply for the same job while selection involves the discarding of the unqualified candidates (Smith and Lister, 2008). Hence, recruitment precedes selection. The employee selection process involves the hiring of qualified workers for the right job (Collins, 2007). In doing this, the management links the organizational requirements with the skills and qualifications of potential workers. This leads to quality performance by the employees and low employee turnover. However, where selection happens in a fraudulent manner, employee turnover is inevitable. As such, the selection process should aim at selecting the most qualified candidate for the reference job (Smith and Lister, 2008). Issues that relate to the recruitment and selection of employees come up in the process resulting to subsequent turnovers. Where the organization is not able to ascertain the authenticity of the recruiting documents, then it may end up hiring unqualified workers who quit immediately after failing to adjust with the standards of the job at hand. At the same time, where the interview process is fraudulent, then it will be hard to determine the ability of probable employees, which is a wrong decision on selection. The interviewing panel should identify eligible applicants, get relevant data relating to candidates like reason for leaving previous job, experience, and age (Collins, 2007). They should also rate personality, intelligence, and reasoning capability of potential workers in gauging suitability for the job. In addition, they should carry out medical tests to avoid later employee absenteeism. As such, if this process is biased, unprofessional, and dishonest it will lead to adverse issues that will promote later employee turnover. These issues relate to the job enrichment concept, as they will result to the low employee production. Indeed, when an organization employs wrong people for the job, they will not have the required skills, knowledge, and experience, personality, medical status to perform as required and thus they will probably fall back. Motivational Issues and Job Enrichment Concept Motivation is a very essential aspect in the performance of any employee. Since motivation is not tangible, then it becomes a bit hard for the management to instill motivation on employees. Motivation refers to the combination of an individual’s desire and the actual energy he puts in the course of seeking to achieve the set goals (Prendergast, 2008). In a business environment, motivation may include feelings of achievement, rewards, recognition, salary increments, better working environment, promotions, punishments, satisfaction, and the sense of reaching set goals. An employee may have the skills, knowledge, and even the experience but lack the motivation to perform thus causing low productivity in an organization. Where employees are not motivated to be and work in a reference organization, they easily quit work and seek employment where they can get the motivation to perform. Ideally, different employees are motivated in variant ways and at different times. Motivation issues in an organization may result from personality conflicts, family pressures, and poor understanding of organizational culture, harsh working environment, and discrimination, favoritism in the workplace, poor remuneration, and lack of recognition (Prendergast, 2008). These issues lead to low productivity where despite the process being good and the resources being available workers opt to perform below standards. As a result, they either seek greener pastures or face layoffs. This promotes employee turnover in an organization. Motivational issues directly relate to the job enrichment concept where they affect the satisfaction of the employees and by extension the productivity of the organization. Indeed, the motivational issues negate the job enrichment concept where they decrease employee’s job motivation, their self-worth, and satisfaction. They lead to employee turnover. Hence, every organization through its human resource should seek to create motivational programs for its employees to evade the adverse motivational issues. Leadership Issues and Job Enrichment Concept Leadership and leadership skills are very important aspects of a business setup. Where the leadership of any organization seemingly lies with the managers, leadership can emanate from various positions in an organization. Since, one of the duties of a leader is to make relevant decisions in solving different crisis; it is the duty of the managers to address performance problems in an organization. However, this has been a tall order for many leaders. Indeed, effective leadership draws the line between organizational success and failure, employee satisfaction and dissatisfaction, and between profits and losses (Lepak et al, 2003). Thus, leadership in an organization will include attributes of motivating, encouraging, inspiring, directing, and addressing employee issues. Moreover, the managers bear the responsibility of enhancing good relations among the employees and focus to the company’s goals. Most significantly is the aspect of leading by example. A leader should conveniently possess team-building skills that will enhance working in an organization. Where a leader has an issue with this skill, then he promotes segregation that fosters employee turnover. A leader should also manifest abject courage and determination to make and defend his decisions. Where a leader cannot do this, the employees are likely to lose confidence, trust in the leadership of the organization, and opt to move out. A leader should equally be flexible with his decisions and embrace other people’s views. Where a leader is rigid, then the employee’s views are rarely addressed and hence they may opt to seek solutions in other organizations. Effective leadership calls for abject integrity, ethics, respect for the law, and respect for all (Lepak et al, 2003). Where a leader fails in any of these he loses employees trust and employee turnover in very likely. Good leadership demands the adoption of risky endeavors and innovative ideas. Where a leader is not ready for this, then status quo remains in the organization and since some employees envy professional growth and advancements in their fields, they will walk out to seek challenging opportunities elsewhere. Most significantly, effective leadership entails the use of good communication skills and offering feedbacks to employee’s queries (Lepak et al, 2003). Where a manager falls out on these, then the organization finds it hard to retain employees. Leaders should prepare to listen to performance issues, explain the issue, seek for reasons pertaining to the issue, solve the problem where possible, forward complaints to the management, and give timely feedbacks. A deviation to these will lead to a leadership issue that will promote employee turnover. The leadership issues stated herein has a relationship with the job enrichment concept that seeks to enhance productivity by ensuring employee satisfaction, self-worth, and motivation. In the presence of the leadership issues, employees are not satisfied; they are not motivated, and feel the negation of their self-worth. Hence, every organization should seek to eliminate these leadership issues and promote the job enrichment concept. Proposed Solutions for Healthcare Inc The Healthcare Inc. faces high employee turnover because of the motivational issues, recruitment and selection issues, and leadership issues. Unless the management tackles these issues effectively, the turnover may increase thus lowering productivity, increasing costs, lowering the goodwill of Healthcare Inc., and a possible closure is eminent. In solving these issues, I would propose that Healthcare Inc. put up better hiring decisions where they will be in a position to collect screen and come up with the best-qualified employees in a recruitment and selection process. That way employee will have the requisite knowledge and skills to work in Healthcare Inc thus lowering turnover from incapability. They should also offer effective leadership that aligns the employees with the organizations’ vision and goals. With this in mind, employees will be motivated to work and remain in the company. At the same time, managers should analyze the relationship between compensation, performance, and employee turnover to ascertain the main issues that lead to turnover. In addressing these issues, Healthcare Inc will retain its employees for a longer time. In addition, since some employees opt to move out of Healthcare Inc due to underlying and unresolved issues by the management, the managers should recognize issues with urgency and take immediate action towards solving the issue. The managers should equally assess the employees to gauge their ability, performance and address any disparities from the norm. Most significantly, the managers should initiate motivation measures to employees by creating a motivated environment, offering rewards, better compensation, and new challenges where possible. This will ensure the retention of employees in Healthcare Inc. In conclusion, the management should seek to offer timely and consistent feedback to employee queries thus motivating them to perform better and remain in Healthcare Inc. References Capko, J. (2001). Identifying the Causes of Staff Turnover. Family Practice management. Retrieved from: http://www.aafp.org/fpm/2001/0400/p29.html Collins, S. (2007). Employee recruitment: using behavioral assessments as an employee selection tool. The Health Care Manager,26 (3), 213-217. Lepak, D., Liu, W, Takeuchi, R & Sims, P. (2003). Matching Leadership Styles with Employment Modes: Strategic Human Resource Management Perspective. Human Resource Management Review, Vol. 13, pp. 127-152, Prendergast, C. (2008). Intrinsic Motivation and Incentives. American Economic Review, 98(2), 201-205. Smith ,P and Lister, J. (2008). Recruitment and selection. Medicina y cirugia de Guerra,24(4), 71-85. Read More