How Organizational Structure And Culture Impacts On People Business Essay Example

of management styles required for handling diverse behaviors:

According to Theory X and Theory Y, people within an organization can be managed using two different approaches. The first category, X, typically has negative connotations and involves an autocratic leadership style that prioritizes power and controlThe first categorization, X, is generally viewed negatively and involves an authoritative leadership style. This approach emphasizes control and relies on disciplinary actions when necessary. In contrast, the second categorization, Y, is seen as positive and promotes a participative leadership style. It allows individuals to align their own goals with company objectives.

For example, GSk utilizes both theories by enforcing discipline when needed (theory X) while also encouraging employees to express their opinions and display creativity (theory Y). The belief in self-fulfilling prophecy suggests that expectations can create or influence situations or individuals. Management can utilize this theory to enhance employee productivity and behavior by instilling confidence and unity among workers.

The Hawthorne effect is a psychological phenomenon that leads to improved performance due to increased attention from superiors, customers, or colleagues. Companies can use this concept to foster group interaction and shared objectives for better outcomes. Robert Gibbons highlights the importance of this impact within a company.

Understanding organizational factors that affect people's performance includes recognizing the effect of leadership styles on individuals and teams. The trait theory provides detailed information about leadership which can be applied at all levels in various types of companies. Supervisors can utilize this theory to evaluate their position within the company and find ways to strengthen itAccording to M. Stogdill (1974), administrators can develop a deep understanding of their strengths and weaknesses, as well as how these traits

will affect others in the company. This awareness allows them to effectively utilize their leadership qualities.

The behavioral approach, as described by Peterson (1998), refers to the combination of explicit and implicit actions perceived by subordinates. It encompasses managers' philosophy, skills, traits, and attitudes. The behavior exhibited by superiors has a significant impact on others within the organization who then follow suit. When superiors consistently display positive attitudes, work performance, and communication skills, they are able to effectively influence and control others.

According to Donaldson (2001), the contingency approach suggests that environmental factors such as contingency attack, work engineering, and company size can impact different forms of authority. In constant environments, mechanistic elements like centralization, formalization, standardization, and expertise are necessary for achieving performance and reliability.

The autocratic model of leadership is characterized as bossy and authoritarian. It is based on a set of beliefs about worker behavior known as "theory X".The leadership model described in the text is effective for management but not desirable for employees as it limits their freedom and creativity. This approach is no longer considered valid in modern times (Slocum, 2010). Current concepts of charismatic leadership suggest that leaders with charismatic qualities will be recognized by subordinates through greater respect, trust, satisfaction with superiors, shared identification, team processes, and feelings of power. Different leadership styles have a significant impact on motivation and creativity. The Democratic approach promotes more work and creativity from individuals, while bossiness hinders the natural flow of work and flexibility. Various behavioral theories enhance credibility and trust in supervisors, motivating employees. Situational theory helps increase productivity through performance and charisma. A well-structured leadership style involves effective communication with subordinates,

highlighting the importance of a communicative leadership style for company success. Flexible working patterns provide numerous benefits for employees by granting them a high level of freedom that fosters empowerment within the company (Smith, 2011).Many corporations, including WalMart, GlaxoSmithKline, and Cisco, implement flexible working conditions as part of their policies. This is due to the trust established between employers and employees. Practicing flexible working patterns can lead to higher productivity levels and improve employees' quality of life compared to other policies while showing them respect. The benefits also include decreased stress levels, job satisfaction, and better-paid work. Adopting flexible work environments also brings advantages for organizations as it significantly motivates employees, increases their engagement, and fosters creativity. Both employee and company productivity improve with this practice in place.

When considering flexibility, it is important to have adequate installations and systems that support it in place. This can bring benefits such as decreased absences, support for diversity values, and retention of valuable staff for the organization. The working environment plays a significant role in impacting people's performance within an organization. According to the Hawthorne effect, people strive to improve when they know they are being observed. When all the necessary factors for flexibility exist in the work environment, employees feel motivated to work with enthusiasm. Abraham Maslow also identified a good working environment as a requirement for job satisfaction and achievement.According to the Hygiene theory, there are specific factors that can either satisfy or dissatisfy employees. Intrinsic factors, such as the work environment, company policies, and quality of supervision, contribute to job satisfaction and ultimately impact performance. Another crucial factor is organizational ethical practices which influence employee

motivation levels and performance. Valuing ethical principles in all aspects of business is beneficial as it enhances relationships with suppliers and improves business techniques' distribution, ultimately increasing stakeholder satisfaction.

Applying ethics in customer relationships is vital for success. Business ethics involves doing what is right, and when applied to marketing practices, it also increases sales volume and creates a positive impression on salespeople. Similarly, ethics play a significant role in staff development by increasing employee motivation. Utilizing proper methods of promotion, incentives, and benefits to train staff members enhances their motivational levels.

Additionally evaluating how organizations use corporate social responsibility (CSR) to motivate employees should be considered. Engaging in CSR activities allows companies to support the community through various social programs and help those in need. Companies also fulfill their CSR role by promoting workforce diversity.The text discusses various ways to implement corporate social responsibility (CSR), including implementing new and improved task performance methods, providing work experience opportunities, mentoring individuals, and training others in the industry. The company's CSR agenda, which includes supporting career advancement and offering adequate employee opportunities, serves as a strong motivator for employees. This text also introduces two concepts related to developing individuals within organizations: self-actualization and empowerment. In terms of CSR activities, actively engaging in environmental policy support is considered crucial. Many large companies now participate in environmental initiatives. Furthermore, hiring disabled employees is not only a social obligation but also a common practice among many companies.

According to Maslow's framework, self-actualization is identified as the highest need one can strive for. It involves reaching one's full potential and achieving personal fulfillment. As each need is satisfied, the following need becomes more prominent.

From a motivational perspective, once a need has been well fulfilled, it no longer acts as a driving force.

To promote someone effectively, it is essential to understand their position within Maslow's hierarchy of needs and focus on fulfilling those needs or higher-level needs.

Employee empowerment plays an important role in allowing workers to make decisions regarding their tasks. This strategy grants employees ownership of their work and holds them accountable for the outcomes they produce.Empowered employees can serve customers at the organizational level where customer interaction occurs. This approach is widely used for developing people in organizations.

4.2 Uses of coaching and mentoring:

Coaching is most effective in response to a public presentation task (compared to a skills shortage), or when there is a need for personal improvement rather than the acquisition of specific skills. Tasks and skills are best resolved through training and counseling opportunities. Mentoring is a form of support where individuals with more advanced experience and knowledge (mentors) are paired with less experienced and knowledgeable individuals (mentees) to improve mentee's growth. Generally, counseling is effective in analyzing solutions where specific tasks need to be perfected or workers need to develop skillsets to deal with a changing situation. Mentoring also serves as an effective information transfer strategy that facilitates worker's transition into management from another role.

4.3 Analyzing the benefits of training and development to individuals and organizations:

1.Employees receive assistance in focusing, with priority placed on strengthening workers.
2.Productivity improves, positively impacting the bottom line.
3.Employee confidence builds, leading to retention and development of key talents, enabling group development, improving team/organization morale.
4- Keeping employees updated on new job-related information contributes significantly to better customer support.
- Providing opportunities for career

growth and advancement fosters loyalty and commitment from employees.
- Training and development programs enhance employees' skills and align them with company objectives.
- After downsizing, remaining employees receive training and guidance to handle increased workloads.
- Job positions undergo evaluations or reviews to ensure fair and professional assessments within the companies.
- Implementation of people management strategies includes continuous planning and growth in expansion programs within an organization.
- These strategies effectively coordinate people, technology, job tasks, and resources to achieve business goals.
- Clear guidelines and goals are created and implemented for the organization/company.
- Formal and informal communication channels are established for power delegation and responsibility discussions.
- Key priorities are identified, evaluated, and adjusted to meet changing needs.
- Effective communication is facilitated within working teams, other groups, and the larger community.
- Staff members are selected, motivated, trained, an evaluated accordingly.Strategies to Foster High Performance in Organizations

Acquiring funding, managing budgets, evaluating performance and accomplishments.

Being accountable to the team, the larger organization, and stakeholders.

Promoting employee performance in a company can be achieved through various strategies such as offering incentives and implementing bonus programs. Salary adjustments can also be made gradually to increase job satisfaction and enhance performance. Encouraging employee engagement without incurring additional costs by providing benefits improves participation while maintaining fulfillment and retention rates. Creating a reputation as a modern company that goes above and beyond to care for its employees by offering contemporary benefits further enhances the company's image.