Management of employees
The management of employees in a workplace is the prerogative to increasing the effectiveness of service delivery. By ensuring that the accepted code of conduct and workplace values are intact, synchronizing the activities of the various employees in the multiple departments. While the revitalization of a workplace culture is a continuous process, the keenness of several key employee management components captained by the human resource manager is often crucial to sustaining and managing a compact team. A combination of techniques focuses on incorporating internal organizational values without sidelining the corporation’s outer objectives. Successful organizations aim at having a high retention rate for employees, and in workplaces that manifest such impressive patterns, productivity is usually pronounced. Several vital traits of employees stand out as being highly retainable. By quickly matching these traits with one’s employees, the chances of advancing the objectives of an organization become a readily achievable goal. On the flipside, absconding such markers which have proved to be effective in workplace management for years only increases the chances of a human resource manager performing dubious errors while in the process. Suitable individuals are those who have been sorted on the basis of their ability to perform tasks, coexist with colleagues, and learn skills that will handle the demands of a growing company. A company that values performance thus inadvertently puts its employees’ psychological disposition first, and a workplace where workers are content always creates innumerable opportunities for the company.
Employees as the most useful resource in an organization
In order to measure up as the go-to specialist in the globalized market, some essential qualities such as adept learning, personal charisma, motivation, and flexibility have to be a part of their armory. Workplaces resembling the home environment has been the norm, and administrators of companies are adopting frameworks that put the needs of the workers as one of the most useful resources of a company. Unlike in the past, where employees were likened to disposable commodities by employers, things around work environments have gradually evolved to work in favor of the workers. With the evolution of workplaces, initially from mostly traditional jobs, places of work have evolved to become the center of one’s lives. The difference between workplace practices in the 19th century and the current day is abstruse, and industrialization and globalization have been the drivers of these changes. Workers have morphed into invaluable assets, and the best performers based on their skill level are usually indispensable and also high in demand. Despite the vast implications that technology has imposed over the current business market, human resource lies at the heart of production of an institution.
Positive work environments breed positive business results, and employees possess an intimate connection with their places of work. When a person dedicated their period in which they are under a working agreement with a company, they are likely to improve their competence in their specialty, and their workplace will be delighted to have such an employee under their wing. Positive work cultures emanate from positive work environments that seek to ease worker’s problems rather than magnifying them. A place of work could include overtime perks, traveling allowance, team-building exercises, and snacks during work hours. Subtle acts that exemplify genuine care for employees highly contribute to the exuberance that a worker takes upon their role.
Although some skills are more valuable and more in demand than others, individuals who possess a flair in their respective industries are likely to stand out from the crowd. The best marketers quickly seal multi-million deals with minimal effort because they have developed the competency over time due to constant nurturing. In most cases, it is impossible for such a specialized to be disposed of by one firm since many more firms could benefit from the marketer’s services if they did. Competitors are especially notorious in terms of hunting for employees of rival firms who pose a significant threat to the longevity of the profitability of the organization. Hard-working employees are highly valued since they can put in more hours when required to. Hard workers are usually self-motivated, and it takes little effort to please such an individual because they enjoy the tasks in which they are engaged. Constant learning is a trait of high-performing professionals. The promotion of a working culture that motivates such behaviors provides both the employer and the management a lifetime opportunity as they work together. Constant learners are more likely than others to apply newer and advanced processes to their daily routines in an attempt to increase productivity and efficiency at the same time. Such individuals can be identified by their pragmatic propositions towards handling business processes as well as progressive improvement in their contribution to the workplace.
The essence of cultural values in a workplace is that they give each person identity in the organization. The feeling of being part of a massive scheme of thing is that it dissociates a person from the mundane identity of everyday work. As previously identified, when employees feel as if the company is legitimately concerned with the best needs of a worker, such an individual is likely to give her all to the company. Employee motivation in their place is work is directly correlated to their levels of execution of their job descriptions. The image of a company, which is also representative of the reputation of a company, has a massive impact on both current and former employees. Job-seekers always revere more reputable companies, yet some of those seeking to work at such an organization already occupy positions in other organizations. A formidable company image can be identified as institutions that dominate the market for a different kind of produce. Such a company indubitably boasts more sales than competitors. The nature of dominant market players is that once a certain threshold of success is achieved, exponential growth follows, and a company in such stature does not have to market their goods and services; instead, they attract customers in a viral manner.
It is the role of a corporation to provide an environment from which their workers can draw inspiration from. The inspiration could be the ambient nature of the environment in which the premises are situated. It could also involve exposure to hi-tech devices and software that makes the work of employees seamless. Combined with a prominent image of their workplace, individuals working in such a place often have the tools to maximize their personal growth. The image of a company apparently is a primary determinant of whether people will be willing to work with a company or not. Therefore, high-value companies promise a potentially more fulfilling experience for prospective employees. The implications of working with a formidable company over a significant length of time include bolstered marketability among other successful firms.
Organizations that aim at providing the best services and products to their clientele and homely working environments for workers represent the top most functional work places. Such an environment is likely to ignite the passion of an employee as the position they occupy exerts pressure on the management, which is consequently likely to cave in to the demands of their employee. Such an employee could come up with recommendations for a particular research project, of which they are guaranteed the management sponsoring I to its entirety. Personality development which involves the honing of one’s strengths through exposure to favorable conditions.
Plenty of people underutilize their talents through failure to tap into their internal energies. Studies indicate how personality development contributes to overall mental health. The brain is known to perform at optimum capabilities while under serene environments and unlikely to utilize full functionality when under stress. Stressful working environments cause employees to quit and barely attracts the top crop of professionals, who would rather work in more formidable institutions or become self-employed. The mental wellness of employees has been a priority over the past few decades. Such measures to improve the workplace have been critical to accelerating the productivity that can be witnessed in today’s work environments. The acceleration of research on psychology has opened ways in which workplaces can be more bearable, and workers not always feeling as if they are being forced to work. A lot of theory on organizational behavior has been the result of globalization which has ended up causing interaction of people with diverse cultural backgrounds and temperaments being forced to work in the same workplace. Diversity in workplaces tends to improve the tolerance levels among workers and managers.
When focusing on operating at the highest levels, pragmatic approaches towards maintaining personnel that gets along across the various departments and organizational structures ought to be implemented by human resource management. The more cohesive colleagues are, the more they are likely to assist each other with tasks and also be able to live with minimum conflict. Therefore, the result of predisposing favorable conditions to their mental wellness becomes the prerogative to utilizing the optimum potential of workers
Organizational design and work design
Organizational design refers to the manner in which activities within a company are coordinated between the various departments and the administration. Essential functions that fall under organizational design include communication, reporting, and supervision. This trio is composed of interdependent functions that form the totality of an organization. Every other function, such as what role a particular employee is to partake, is dependent on previously handled tasks, whether they align to a company’s motives. Some organizational designs are more malleable, while others focus on technical efficiency. The systematic application of administrative functions is key to defining the type of activities to be undertaken within an institution. The management usually has the freedom to determine the behavior and functions expected from employees. Depending on the circumstance, varying rules tend to be enforced in an attempt to control the behavior of employees within a business premise.
Usually, an organization will have a set of objectives, company values, job descriptions, and structured leadership that progresses these significant determinants of how the flow of activities in an organization will carry through. It is mandatory to have a definite organizational structure so that workers do not have to transform their activities intrinsically. Instead, the few changes that happen are usually built upon the main organizational framework. The primary determinants of the style of administration to be adopted by an institution are usually the goals of a company. The primary standards upon which the most useful business functionality has been based basically aim at enriching the internal processes of an organization for enterprises whose major resource is the employees. A software development company, for instance, primarily focuses on its employees, and such kinds of specialized and rare skillsets are likely to be highly favored by the organizational structure. On the other hand, an enterprise that has many people who wrap clothes in a textile industry are unlikely to have limited input to how administrative functions are implemented.
Mintzberg’s nine design parameters represent the mechanisms in which a modern institution can adopt in terms of division of labor while leaving everyone retain their autonomy in their areas of specialty. Division of labor can be challenging to handle for the managerial team, and Mintzberg’s parameters simplify the decision-making process by breaking down the factors to consider before assigning roles. Besides each employee’s job description and roles, pragmatic decisions have to be made occasionally due to the unpredictable nature of day to day activities. Although most patterns are decipherable and, most roles re-occurrent, some instances usually call for someone to step in and determine the scope of the task in the picture and determining the most suitable individual to handle the task based on multiple factors. A human resource manager should be able to determine the nature of a task, define it, and assign it to the most suitable employee for completion.
While the organizational structure and design work to capitalize on all the resources at the disposure of the company to boost productivity, structuring also ensures job contentment by employees, sufficient conflict resolution, nurturing of the whole team for leadership, continual revamping of the team, improving the conditions of living of the employee both internally and beyond the organization as well. Other useful functions of organizational designs and structure towards employees are making the organization to attract its most preferred workforce, understanding the temperament of individual employees and tapping into the potential of the numerous pools of resources an organization could be tapping into.
Organizational design is intimately woven into the collective attitude of the workforce and management as well. By designing the culture around ideals that fit most employees inadvertently heightens the value of the company. Behavioral sciences such as Psychology and Sociology have been deeply enmeshed with theories that bolster the functioning of a group of people. Such studies put into account the numerous quirks that each person could possess and discoveries which aim at creating a productive environment. Most of these studies explore the common grounds that people have when operating in social situations. The most effective techniques that have been findings over the past century, based on the sampling of all kinds of workplaces, tend to draw out the enrichment of a worker’s experience as the first step towards the establishment of world-class workplaces.
The definition of organizational processes in relation to the objectives of a conglomerate moreover ought to flank the strengths of employees while simultaneously covering for their shortcomings. Effective organizational structures ensure that it is easy to identify persons who hold critical roles such that it becomes straightforward to hold particular persons responsible for accountability purposes. This study identifies the essentiality of intertwining organizational processes with its employees. When a strong bond is forged within an institution, implementation and identification of weak points become relatively straightforward. Conflict resolution also becomes easy to manage and easy to identify an employee with baggage from personal issues. Organizational behavior and design, therefore, aim at revamping the psycho-social situations in workplaces. This is following the impressive results that have been attained by successful multinational organizations such as Google and Apple, whose relationship with their employees depicts how essential focusing on improving the wellbeing of workers improves their bonds with colleagues and also bolsters their creativity. When a person is fully dedicated to the task in hand without bothering about external factors, such a workforce is unlikely to be distracted by trivial emotions that take its toll on employees in disorganized workplaces. Unlike it is the case with companies that are genuinely interested in their workforce, companies that contravene this progressive policy are likely to lag in terms of productivity and creativity.