Organization

There are various reasons why conflict surface in the realm of organizations. A common observation on conflicts in an organization is the possibility to compete with workers of the same rank by having the head of an organization catch their attention which will then lead on to an upgrade on the level of amazement. Eventually, it will then be taken to assumption that there is a huge possibility for the two individuals to dive in a closer relationship as social science may clearly define it (Perrow, 1986).

However, not all that is designed, implemented and emitted by the use of the reward system gives a positive impact on the worker’s performance. One must keep in mind that everything that is too much does not make any good. In some cases, it results a person be greedy and craving for more which then blinds their sense of morality and the selfish deeds are most likely to surface. Service bargains are implemented for the purpose of employee satisfaction (Kerr, 1995).

It is a well-versed common organizational technique to keep the company’s employees under their umbrella instead of losing them for a reason of searching for greener pastures. For example, one of the major activities done by a human resource manager is to send out evaluation forms to its workers (either annually or quarterly) embroidering a set of questions on how they find their work and the administration’s performance in attending to their needs (Hood & Lodge, 2006). For some, they include the workplace’s ambience as well as the assessment on the benefits that they receive for the purpose of knowing their level of performance.

An organization’s performance is evaluated through various types: survey, interview, keen observation by a committee or a resource person and the most effective, and the above-mentioned employee evaluation. Public administration deliberately stress that work plus reward is not enough (Ferstman et al, 1991) — sensitivity is required in molding a more productive individual by giving concern on the essence of its constituents being human beings and not as pets being fed with whatever is available in the cupboard.

References:

Hood, C. , & Lodge, M. (2006). The Politics of Public Service Bargains: Reward, Competency, Loyalty – and Blame. New York: Oxford University Press, USA. Kerr, S. (1995). On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1), 7-14. Perrow, C. (1986). Complex Organizations: A Critical Essay (3 ed. ). New York: McGraw-Hill Humanities/Social Sciences/Languages.

There are some problems need to be improved after SST was owned by Rick Brock. First, SST has not a strong organizational culture of it own, because few workers are able to identify the company’s goals and strategies. Second, the present structure of SST has not to structure a clear position responsibility between Ojala and Suttie. Which structure caused large PLC vendors not investing in the learning curve themselves but just came to SST to solve their problems. Moreover, a personnel constraints issue in PG and lack a formal audit of customer satisfaction. Third, SST has not a complete reward system, which led to staffs’ dissatisfaction. The present compensation is hard to practice partners’ bonuses to improve talent employees’ loyalty. Fourth, SST lacks a good performance appraisal, even that no one can be found to answer question about benefits ranges for various jobs.

Recommendations

Although SST could maintain it existing organizational culture, because that led to a high motivation and flexible workplace. SST need to strengthen it culture, to ensure all employees have a clear vision about is, could understand it and “fit” in with it. As a high-technology company, the flat organization structure is beneficial for company, but cannot too flatter, too few middle management layer is against quick decision-making. SST also needs to consider its external environment for design the best structure (dynamic, complex, diverse and hostile environments).  SST needs to build a complete reward system; they should pay bonuses based on workers performance and could make a plan for the partners’ bonuses. In order to make sure the reward system is fair, a job performance evaluation system is necessary.

Factors

1. Employee morale: an inappropriate structure be chose and reward system be built by the company, would result in low employee morale, which is not conductive to the development of SST.
2. Risk: there would have some risks when SST chooses a wrong direction, the company would unable to get what they desire (quick decision making, high performers, etc.) and may need to spend more money and time to make adjustments.
3. Staff turnover: a wrong decision-making may cause employees dissatisfaction.
4. Motivation: the ultimate goal is to maintain high employee motivation.

Alternative Solutions

Organizational structural:

• Solution 1: To keep the original structure, divisional structure; and choose to operate with organic structure.
• Solution 2: Change to a matrix structure and choose organic structure

Comparison of Solutions

Organizational structure: to compare two solutions, Matrix structure has a higher employee moral, the divisional structure would reduce motivation of workers to share knowledge, but Matrix would cause conflict between two bosses and may increase staff turnover. Organizational culture: Innovation has the highest employee moral and motivation. Outcome orientation led to a high job performance, higher employee moral. Team orientation is people orientation, led to the lowest staff turnover.  Compensation system:  is best one, which led to the highest employee moral, lower risk and high motivation. Solution 1 could reduce staff turnover and Solution 2 has the highest motivation to compete for promotions.

Implementation Plan

First, to choose matrix structure and organic structure, which is useful to solve the issue between Suttie and Ojala, Suttie could be de functional leader. Then, to hire more staffs for PG marketing team and hire an auditor for customer satisfaction. Second, as a technology company, innovation is better for SST’s culture. Through control system, social glue and sense-making process to create an adaptive culture, in order to help workers to understand organizational goals and strategy. Third, to build a performance-based rewards system, through practice the employee share ownership plan to create an “ownership culture” in order to improve pay satisfaction and employees loyalty. Fourth, HR department need to keep a record of each worker’s performance, and build an evaluation system to make sure the reward system is equitable.

The difference between an executive leader and an organizational manager lies in the nature of the roles they play for the group. This paper shall discuss the roles of the executive leader as compared to that of the organizational manager. In some companies, the executive leader is put in-charge of determining which products or markets they should focus on. In addition, they are the ones to decide the on which suppliers and distributors are to be used and where they are to locate their operations.

Perhaps the most important role of executive leaders lies in influencing the values and culture of the organization which, in turn affect its practice and shapes its future. As executive leaders cannot completely motivate all of the employees, they can encourage their employees to go beyond doing the usual directives of the organization. With the help of their peers, and stakeholders, executive leaders can design an organization that can pull through challenges and problems (Zaccaro and Klimoski 122). Furthermore, executive leaders are expected to encourage and motivate those who belong in their organization to produce good results.

This lies in their capability in building trust and respect for each other within the firm (“The Evolving Role of Executive Leadership” 23). Moreover, they are in-charge of using influence to make sure that employees gain, manage, and distribute knowledge (“The Evolving Role of Executive Leadership” 26). On the other hand, an organization needs a leader to oversee some important tasks. Researches indicate that an efficient management of change is dependent on organizational politics, organizational cultures, and transitions.

A leader who can effectively manage in these areas will surely bring change to the organization (Cameron and Green 111). Organizational managers, have roles that in some ways are similar to the roles of executive leaders. The organization depends on them to enable improvement in the areas of performance and effectiveness. Organizational managers should help people in learning as they change through managing transitions. They are also responsible of evaluating the organizational culture and implementing ways in which to make that culture adaptable for everyone.

They are also tasked to develop skills necessary for political purposes, such as controlling the media and building alliances (Cameron and Green 111). Works Cited Cameron, Esther, and Green, Mike. Making Sense of Change Management. United States: Kogan Page Publishers, 2004. “The Evolving Role of Executive Leadership. ” 2001. Accenture. 6 March 2009 http://www. accenture. com/NR/rdonlyres/5CB0BAA8-98D6-4084-A441-A0475ED719FA/0/Evolving_Role_Leadership_Report. pdf. Zaccaro, Stephen J. and Klimoski, Richard J. The nature of organizational leadership. United States: John Wiley and Sons, 2001.

Any type of organization who did business or commercial activity, like production and trading the goods or services. We can also name it as business organization, business enterprise or business firm as well.Difficulties Faced by Women Workers (Sapphire Textile)Ladies laborers confront distinctive difficulties in the work environment like sexual orientation based separation, provocation, residential limitation, work and family issues and unequal pay In the previous couple of decades, the part of ladies in our general public has been definitely changed.

Ladies can be viewed as warrior stream pilots, educationists, client administrations head, and organization administrators, administrator heads, saving money, HR and telecom area. Ladies are making a huge commitment in every segment. Men are never again considered as the main bread worker of the house. Ladies of the family are currently additionally fiscally supporting their family. Despite the fact that the quantity of working ladies is expanding step by step yet at the same time there are sure boundaries that they need to cross to substantiate themselves helpful for the activity advertise.

Sexual harassment based separation: Working men are generally given out of line advantage in contrast with the working ladies. In this male ruling society, men are viewed as all the more dedicated, keen and preferable representatives over ladies. This sexual orientation separation result in expanded level of pressure and employment disappointment. It likewise diminishes inspiration to work and duty towards the activity.

Essentially ladies are given lesser open doors for quality training which thus brings about absence of information with respect to innovative progression. Local Restrictions: Prior ladies were limited to their home and their essential part was to deal with family unit tasks. With time, because of increment in financial weights on families this limitation has been discharged. Presently in the vast majority of the families ladies are likewise permitted to get advanced education and do paid employments yet under specific limitations.

The greatest level of working ladies can be viewed as wellbeing laborers, educationist, assistants or whatever other low paid occupation that are very little favored by men in light of the absence of development openings and low pay-scale. Ladies are permitted to do such occupations in light of the female prevailing condition. This thing has confined the lady’s introduction to other accessible openings and restricted their development in the formative area.

After throughout the day of work at office, regardless of how tired they will be, they additionally need to take care of local errands. Provocation at work put: Provocation is another fundamental issue looked by working ladies, as they are viewed as a simple focus by the male partners.

The greater part of the ladies in Pakistan left their home to procure cash just at the season of extraordinary need, they are much powerless and associates and higher administration hassle them by passing improper comments or ridiculing them or in outrageous cases they disturb them sexually. Typically ladies stay noiseless on such acts or overlook them or endure it in dread of losing their activity. They are hesitant to make claims against the guilty parties.

Some of them leave to dispose of this since they realize that it is of no utilization to make a grievance against them. Degenerate officers and higher specialists don’t bolster them. Strict laws are there to help working ladies however just if this gets revealed. This is one of the real reasons why families don’t enable ladies to work. Lower Pay-scale: The business ought to guarantee that uniform wages ought to be paid to the two people on an equivalent measure of work done.

In numerous work environments, representatives are not permitted to examine their pay rates in view of which nobody ever comes to know whether they are paid less or not. Tormenting, provocation and mishandling are striking acts however bring down wages is a quiet offense, nobody makes any dissension and the issue proceeds. Ladies are paid less in light of the fact that business has this preset idea that she will leave the place of employment after marriage or in the wake of having youngsters.

Ladies gain low likewise on the grounds that they need to pick a less difficult activity for themselves so they can invest more energy at home. Parenthood influences the lady’s vocation antagonistically as opposed to men. The association should offer some family-friendlier approach and furthermore ensure break even with wages ought to be given to the workers without sexual orientation segregation. Staying noiseless on such act implies that we are quietly supporting this wrongdoing.

Hitched Working Women: The majority of the wedded ladies are not permitted to carry out a vocation and furthermore, it winds up troublesome for them to keep up work and family tasks harmony as a result of expanded duty. Customarily, men are the bread workers of the house and it isn’t considerable if ladies bolster the family fiscally or if ladies gain more than men. Hitched working ladies additionally confront issues at work. It isn’t feasible for them to work in late hours.

The vast majority of the work environments don’t have nurseries or childcare where moms can keep their youngsters. Negative demeanors of male colleagues: Demeanor of male colleagues is now and again extremely mortifying and one-sided. It is viewed as that ladies are enlisted just to add shading to the workplace condition. Absence of working environment social help, from partners and chiefs prompts non-attendance, low turnover and occupation disappointment.

Higher experts should endeavor to build up a strong and favorable workplace. Transport: The vehicle framework in our nation is extremely poor. This is a major obstruction for the ladies who need to go out for an occupation. People both need to confront this issue. In spite of the deficient accessibility of the general population transport, ladies likewise need to confront provocation. They will undoubtedly go on transports and vans since taxis are costly.

The aim of this study is to analyze the Digipoint organization as it relates to organization behavior. This study high lights various situations coming out of the company and examines them in the view of organization behavior (OB). In order to accomplish the purpose of this study, the writer analyzed the company and identified the OB issues. The writer also uses various texts and journals in order to gain a proper grounding for an accurate assessment of the case. Additionally, this study will include an overview of organization behavior to show the knowledge of the topic.

Its concepts and theories will be introduced in the over view. Company Background For this study the company Digipoint Company Limited will be used to determine organisational behaviour and its effects. A brief history of the company will now be done. Digipoint Company Limited is a Digicel franchise holder that has been in existence for approximately five years. Its business is located in East Trinidad. Rational The question of why this company is chosen can be justified by acknowledging that the customer service industry deals with a heavy reliance of people management.

How does Digipoint labor force reacts to managers have always been a key issue. As the manager, employees have always shown major and minor disapproval over the years at all levels. The problems of discontentment have amounted to the motivational tactics used over the years to enhance employee productivity, what cause the problem can be categorized as poor management style leadership category. Motivation at Digipoint have not made employ motivation a key factor that will affect productivity of customer service, this lack of concern has caused a high rate for employee turnover over the years.

When the motivation tactics was finally employed, the leader of the organization had to deal with a wide gap that was created by past poor management practices over the years. Overview Organisational Behaviour studies key factors that influence the behaviour of people within the work environment. It’s easy to link the concepts of management and organisational behaviour while it’s monotonous to understand the two factors independent of each other.

Organisational behaviour mainly measures the behavioural approach and what influences the approach. The management structure uses the knowledge gained from analysis of the behavioural approach to develop a highly efficient company. It’s also important to point out how the management concepts that help influence the organisational behaviour, for example the human resource management department and by extension the performance management can have a direct influence on how the labour staff applies them self to working productive

According to Michael Armstrong (1994) performance management is designed to improve organisational, team and individual performance and which is owned and driven by line managers. Another management concept that can greatly affect the company performance by organisational behaviour is the marketing sector. If the front line if the sales receptionist is not kind and courteous the entire team effort from manufacturing to finish have gone in vain.

In today’s dynamic environment where personalities are strong and expectations are increasingly high the concept of organisational behaviour together with the internal and external factors that influence behaviours. According to the Mullins the study of organisations embraces therefore and understanding of The behaviour or people , the process of management, the organisational context in which the process of management takes place , organisational process and the execution of work and interaction with the external environment of which the organisation is part.

Is American Flatbread using a traditional approach to motivation, a human relations approach, or a human resource approach? Explain. American Flatbread is using the combination of a human relations and human resource approach. The management believes that contribution and participation would enhance motivation. They also believe that people would want to contribute anything of importance for the good of the organization. Schenk injects and contributes a sense of realness, fun, relating to the company’s mission, and recognizing beauty; all of these were his manners of applying human relations approach. Human resource approach is applied by the encouragement of the people to bring ideas because a person could not do everything all by himself. The more an organization works together, the stronger the company will get, which results to effectiveness and efficiency of work. Community efforts and recognition for every individual’s work would lead to employee perceptions of equity. The people should believe that they are equally capable of providing useful ideas, thus a manager should recognize and appreciate their efforts, and imply followership because being a good leader means being a good follower.

What worker needs, if any, are satisfied by working at American Flatbread? What needs, of any, are not satisfied? By working at American Flatbread, physiological, security, belongingness and esteem needs are satisfied. First, physiological and security needs are satisfied because they receive enough benefits from the company which is enough for them to stay and work in the company, otherwise, the workers would have definitely fled and searched for another higher-paying job. Second, belongingness is satisfied because the company applies human relations approach to motivate them. Schenk treats his employees of high and low positions equally. He recognizes the ability of every person in the company to be useful and to contribute what is essential and which is better for the company. He is not only a leader, but a follower who could one with the people. Lastly, esteem needs are satisfied because as what was mentioned, he recognizes the contribution of the people and he promotes those who have done well through the course of the employee’s existence in the business. On the other hand, self-actualization needs were not satisfied because we believe that, only the person can achieve this goal of need.  George Schenk, founder and CEO of American Flatbread, is a positive and optimistic person.

How do his attitudes and behavior affect his workers’ social learning? What impact does their learning have on the organization? Schenk infuses positivism and optimism to his workers. A positive attitude can affect the workers’ relations towards their boss and co-workers in a good way. In one way, they could comfortably work together resulting to effectiveness and efficiency of work. Schenk’s way of thinking only the best-case scenarios would feed the minds of his people with goodness, improvements and fun. Because of his positive attitude, some of his people, if not all, would unconsciously adapt his manners of positivism which is good when applied inside and out of the business relations. Chapter 1

“High-Yield Humanism”: Managing Growth and Change at Ikea

How did Pernille Spiers-Lopez’s personal experiences affect her behavior as a manager? As a matter of fact, a behavior is the response of an individual to its environment. In Pernille’s life as a manager, she used her personal experience to balance her duty as a mother and wife to her husband and children by setting limitations on her career as a manager. Being a manager is not as easy as we think. Based on Pernille’s story, she had gone through many disappointments and challenges with her prior job, but it certainly not give her any grounds to bring herself down. She used that unpleasant incident to be more optimistic and confident to reach her goals in life. Therefore, as she goes on to pursue her dream, she became the first and only woman to be part on the company’s North American board in the management ranks at Ikea. Despite the fact that she turn out to be very successful, yet there is something missing in the puzzle of her life. As she was so busy chasing her ambitions, she didn’t realized that she has a family waiting for her. Therefore, after recognizing that problem, as what I’ve said earlier in my second sentence, she then set limitations in order to balance out things right. Now, she turns out to be more fulfilled and contented in her existence here on earth.

Does Pernille Spiers-Lopez have a universal perspective on her work or situational perspective? Why do you think so? As what we understand based on the case, we chose the situational perspective. Generally, in connection with what we answered in the previous number, we had successfully identified the problem. Thus, we will utilize that information in illustrating the situational perspective. Situational perspective or approach essentially imply that approaches to any kind of problems and situations are contingent; that is, the precise relationship between any variables is likely to be situational- dependent on other variables. Pernille’s used situational approach on her work to build a good foundation to her workers by listening to their ideas. In other words, she believed that as a manager her action or behavior in any given situation depends on elements of that situation.

It is not realistic that everytime there is a problem there is only one best way of responding based on the universal approach. Pernille does not agree with these things therefore she tailed her work to practice the situational approach. Another reason is that she knew the complexities of human behavior and organizational settings make universal conclusions virtually impossible. In conclusion, Pernille’s decision to use situational approach is one of the best things she has done in her life as an effective and efficient manager. What are some of the personal, group, and organizational outcomes at Ikea North America that maybe attributed to Pernille Spiers-Lopez?

One of the major organizational outcomes that were designed by Pernille was the Ikea’s policy of generous leave for new or adoptive mothers and fathers. This is somehow a unique kind of offer that brings Ikea to be more attractive in customers’ eyes. Under her leadership, she even flourished the organization. She promotes productivity and performance- a two important behavior as an employee. Productivity is an indicator for efficiency and is measured in terms of products created and services rendered. On the other hand, performance is a broader concept. It is made up of all work-related behaviors. She even help out to increase the number of American stores to double and sales were the fastest growing of all the Ikea regions. By doing such, she mainly assessed their financial performance that made her think of a peculiar idea to assist the organization in increasing their number. By her brilliant mind, she really contributed a big impact on the organization. Finally, by her initiative, the staff turnover has fallen from 76 percent to 36 percent. In a tight market for low-wage workers, Ikea typically receives applications for every sales floor position. Managerial jobs draw twenty applicants. In closing, Pernille’s role and contribution gave Ikea a best support for the organization’s growth.

David Jones’s early involvement with sports helped him a lot in shaping up his management style. In Sports basically the focus is on building a team that can defeat the other team with the help of their talent and skills. A sport is also a lot about passion which improves morale and boosts the enthusiasm. A leader can motivate the players to perform more than they are capable of which helps the team win (Bartkus & Conlon, 2008). As in the article it has been focused that David Jones management style focused on the commitment, enthusiasm and teamwork.

All these are major elements of a successful team in sports. The commitment or interest in the sport of an individual highly helps him develop his or her skills and talents in the same way dedication and the will of doing something heats up the commitment. Enthusiasm on the other hand can be triggered by the leader of the team which means that how mentally strong the team is. Psychological affects can alter the enthusiasm level (Silverstein, 2007). If a person is constantly reminded that he or she is good at something than that person becomes perfect on that trait.

This is basically how enthusiasm is developed. Teamwork and diversity is basically the building blocks of a team. If the players do not understand each other and are not friendly towards each other than teamwork is hard to achieve. All these concepts are well applicable to the work environment as well. David Jones brought all these concepts from sports to his work environment, transformed them in to his management style, and implied them to achieve success for his company The organizational structure of Electrolux differs significantly from that of Spectrum Brands.

What would David Jones see as a common thread running across different companies that he has been involved with? As David Jones has worked in several companies before changing his current company Rayovac which is now named Spectrum brands according to its diversified product portfolio. The common thing thread running along all the organizations that David Jones worked for was the fact that all were heavily reliant on a strong sales force and marketing techniques. This common thread had a strong support for the management style that David Jones brought along with him with the help of his background in sports.

The fact is that every organization producing consumer goods needs a strong marketing department and sales force. The expertise required in the field of marketing and sales is very important for the sale of the product. It is not neglected that quality of the product is also an important factor but the fact that convincing the consumer to buy a product only emerges when a product is satisfying the consumer’s needs. This relation can only be created by an effective and efficient sales team and marketing people.

An effective team can be built on the building blocks of creating a team in any sports. This common nature of the consumer goods industry helped David Jones in implementing his management style to an effective outcome. Though organizational structures of companies working in the consumer goods industry differ in many ways but the importance of having an expert sales force and an efficient and effective marketing department remains the same across all the organizations (Miles & Snow, 2003). This is the common thread running across the companies that David Jones has worked for.

Spectrum Brands was formerly Rayovac, which produced only batteries. Today, Spectrum Brands produces a diversified product mix. Explain how departmentalization would play an important role to ensure the success of this new corporate strategy. As the number of products produced by a company increases so does its size. This is a normal fact that is known by all. In a company that has a large operational base and product base it is not easy to control the operations and keep a record of the performance of each and every product.

To a run a successful business it is very essential to keep a control over each and every aspect of the business. Respecting this fact it would also be necessary to keep a strong control over the performances of the different products of the company. This would help in identifying the weaknesses of one product and strengths of another and would help in allocating resources accordingly. When this type of a situation arises department wise distribution of operations becomes necessary and beneficial for the company.

We can look at any big organization that is present in the consumer goods industry. They all run on the department wise distribution of the organization. Another important factor in running a business is the focus of your activities. If your focus is clear and simple then success is inevitable. In department wise distribution of operations the level of focus needed to keep each and every product alive and successful is achieved (Nadler & Tushman, 1997).

This clearly highlights the importance of creating departments for the new corporate strategy of Spectrum Brands which has a diversified product mix. Not only it helps simplify operations of the company but also helps in keeping a track of each and every thing in a huge organization. It is a fact that department wise distribution of operations in large organizations have proved to be a success. References: Bartkus V. , Conlon E. (2008) Getting It Right: Notre Dame on Leadership and Judgment in Business Jossey-Bass Brickley J. , Smith C.

, Zimmerman J. , Willett J. (2002) Designing Organizations to Create Value: From Strategy to Structure McGraw-Hill Miles R. , Snow C. (2003) Organizational Strategy, Structure, and Process Stanford Business Books Nadler D. , Tushman M. (1997) Competing by Design: The Power of Organizational Architecture, 2nd edition Oxford University Press, USA Robbins S. P. , Judge T. A. (2008) Organizational Behavior, 13 edition Prentice Hall Silverstein B. (2007) Best Practices: Motivating Employees: Bringing Out the Best in Your People Collins Business