Human Resource Management in the Organization

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Human Resource Management in the Organization

Discussion 2

  1. Job dissatisfaction has the overall capability of affecting an individual’s degree of commitment to the firm. Normally, many employees usually face dissatisfaction with their occupations at a certain point. However, failing to address this issue can impose a myriad of negative consequences within any organization. Foremost, employees with high job dissatisfaction can affect a firm since they are not motivated. This lack of motivation influences poor performance, which generally, affects the productivity of the employee. Employee turnover is also another considerable consequence of job dissatisfaction. As mentioned, some workers may decide to leave if they are discontented with their occupations. If the number of unsatisfied workers is considerable, then a turnover can create a loss in labor investment, and hence, a reduction in the finances invested within human capital. Personally, job dissatisfaction is not a rare occurrence for other workers. In their perspective, factors such as underpayments and lack of advancement opportunities have contributed greatly to their discontentment. In relation to this, my factors for job satisfaction comprise good pay, fair benefits package, job security, promotion opportunities, work interest, effective management, good workplace relations, employee fairness, role in decision-making, and workload flexibility.
  2. Based on the Myers-Briggs Type Indicator test I took, my profile fits the criteria of INTJ (Introverted Intuitive Thinking Judging). To an extent, the outcome of the test does befit my personality. Foremost, I am significantly aware of my introversion. I have developed this quality from my youth. In most occasions, my lack of engagement with people has been misconstrued as self-confidence, definiteness and even arrogance. However, that is false since my limited social interactions only arise from my capacity to be alone in most states. As such, I usually have trouble in attempting to be part of a crowd. My lack of social engagements normally provides with a capability of assuming various expertise. However, if I am unable to perform a particular activity, I find it justifiable and fair to cease immediately. My sense of intuition is also considerable. My personality profile exudes a moderate preference of intuition in comparison to sensing. This explains my ability to exude willingness in trying to establish a relationship regardless of its difficulty. Nonetheless, I also possess a limited sense of empathy but based on my intuitive capacities, I am usually capable of deciphering certain aspects such as facial expressions, vocal tone, and phrases.

Discussion 3

  1. In overview, retrenchment can actually impose a downward shift in employee productivity. In this hypothetical situation, the announcements of layoffs by the bank’s CEO seem to have influenced low productivity among workers based on my role as the branch manager. Thus, concerning my analysis, it is evident that the level of motivation among employees is low due to the possibilities of job layoffs. A range of aspects may influence this occurrence. Foremost, it is possible to suggest that a riff may exist between the inputs of the employees and the outputs they are expected to receive solidarity. Based on the equity theory, it is highly possible for employees to be demotivated especially in instances where the level of effort seems to mismatch the rewards or benefits. In this respect, the branch workers, regardless of their hard work and loyalty to the bank seem to disagree with the low degree of job security, especially after the announcement of the lay offs. Further speculation also correlates with the expectancy theory. Indeed, the employees are inclined to relate the potential lay offs to the amount of work they are performing. As such, they may believe that their work is insignificant enough to warrant a lay off. Based on this line of thought, it is possible to feel unmotivated. The probable loss of a job can also demotivate employees based on their predisposition to gratify their needs. According to Maslow’s theory on needs, people usually progress towards self-actualization. Since the aforementioned factor comprises an unmet need, then it motivates them to fulfill other necessities starting from physiological to safety to social to esteem needs in order to achieve self-actualization. However, progress can also be hindered through different occurrences and interfere with the gratification of these needs. Lastly, it is also possible to suggest that job insecurity demotivates the employees since it contributes largely to job dissatisfaction as highlighted by Hertzberg’s two-factor model.
  2. Referring to the mentioned situation, the level of productivity is still low despite of the lay offs of employees situated within the branch associate level. Because of this impending occurrence, it is imperative to develop a plan aimed at augmenting morale and motivation among the employees. Doing so will comprise an important step in increasing their productivity and the efficiency of the branch. Firstly, developing a motivational plan requires identifying the personal differences within each employee. This is because employees may respond differently to the activities exhibited by the program. Hence, an easier way to do this will involve utilizing goals and feedback in order to gain a response from the workers. Additionally, establishing a sub-plan that enables employee participation can also assist in understanding disparities and the impact that the decisions will have on them. Connecting the rewards and benefits to the performance of an employee is also another factor to consider. Usually, rewards function as units that are strongly capable of enhancing job satisfaction and increase motivation among workers. However, the management needs to identify between extrinsic and intrinsic rewards in order to determine the motivational packages that each employee requires. Lastly, guaranteeing that the system is equitable is considerably significant in relation to the motivation of employees. The plan should ensure that it balances the inputs of the employees by providing enough compensatory packages for rewarding their efforts that they have applied in their respective occupations.
  3. Generally, perception is the manner in which an individual construes his or her experiences. In organizations, especially among leaders, perception is imperative since it outlines the effectiveness and the organizational climate of the workplace environment. Hence, the process is rather significant since it may impose a negative outcome on the firm especially if the manager perceives a situation wrongly and fails to consider every fact involved within and outside the workplace surroundings. Reflecting on the bank branch’s situations, it is possible to assert that the top managers may perceive the situation as less considerable, and hence, their non-involvement. However, this awareness only conflicts with the perception exuded by the branch associates in comparison with the top managers. Interestingly, it is worth noting that employee perception can be different in contrast to that of the leader. Indeed, a leader may perceive a workplace situation in his or her terms and fail to communicate with other members of the organization. As an outcome, employees may have a negative perception towards the leader. These disparities in awareness can actually establish an environment of low motivation and productivity as evidenced in the aforementioned situation. This explains the need for communication. Accordingly, the top managers seem to be unperceptive or less perceptive of the situation. At this point, it is imperative to communicate in order to establish an affirmative perception or alter a despondent one. However, in order to do this, it is vital for the leaders to be sensitive to the perception of their employees. This will also allow them to handle the situation in a way that does not conflict with the employees.

Discussion 4

  1. The concept of social loafing exemplifies the predisposition of people towards working less when part of a team. Since each member of the cohort is contributing in order to accomplish a general goal, it is possible for him or her to contribute less effort. Regardless of the importance of teamwork in the workplace environment, the idea of social loafing seems to pose an ethical implication in relation to shirking among group members. Accordingly, since the group members know that they will not be held accountable for the results, then it becomes possible for them to pool less effort than required. Even though teamwork usually assists considerably in maintaining employee relations and idea development, groups may be unable to reach their full potential based on social loafing. However, several ways exist in which social loafing can be handled. For instance, placing emphasis on the importance of the task can lessen loafing among group members. Group members are capable of working harder if they assert high relevance to a specific task. The importance of the collective group to the individual employees can also influence members to work harder. Lastly, understanding the perceptions of the group members can aid considerably in influencing more effort among group members.
  2. It is possible to assert that our team delves within the level of storming with reference to the stages of group development. Regardless of the ease of formation, the storming phase has proved to be rather intricate due to the effect that the change in status quo is imposing on the group members. However, in order to ensure that the team is effective and productive, I have applied various methods. For instance, the implementation of team goals and objectives has allowed the team to focus more on the overall end statement rather than the present issues. Additionally, communication has assumed a significant role in ensuring productivity and efficiency. In order to solve the issues occurring especially in this stage, we have engaged in informing the project manager about the problems that we are facing as a team. Based on this, the project manager has been capable of solving the conflict by acting as an intermediary. In addition, insistence on the task’s relevance can further enable us to focus on the goals of the formation. This will allow every group member to at least, establish a good rapport irrespective of a task’s level of ease or difficulty. Organizations are encouraging employees to work in teams in order to improve employee relations and productivity through brainstorming and origination of innovations.

Discussion 5

  1. Different methods of communication have been utilized in my workplace. One of the most commonly used constitutes the grapevine technique. The grapevine technique has been rather usual in the organization based on its correlation to the firm’s emphasis on teamwork. As an outcome of this, the respective method has enabled different employees within my firm to communicate and relate with each other. In addition, the predisposition towards social media has also influenced the utilization of the grapevine method as a means for advancing information among employees. However, as a group, we have been subject to the barriers that arise from communication. The spread of rumors is a barrier that has affected our team in different instances. This is due to the infallibility of the grapevine method, which can also be used as means for fulfilling the self-interests of an employee. Rumormongering has also affected the organization as a whole. Apart from this barrier, other possible ones comprise misinterpretation or selective perception especially with respect to electronic mails, information overloads, filtering due to the passage of information along the hierarchy, and language. However, such barriers can be addressed by selecting the right communication channel and utilizing feedback.
  2. My employer is one of the leaders that I admire considerably. This is due to the way he utilizes democracy as an effective channel for establish a good decision making structure. Based on leadership theories, it is evident that the mentioned leader employs a transformational approach. Accordingly, my employer emphasizes on altering the workplace so that it conforms to the facets of high morale and motivations among employees. Additionally, his consistent use of reinforcement systems among his employees further describes his transformational approach. Furthermore, the aforementioned leader generally involves his employees in decision-making activities. By guaranteeing that the workers are part of the process, my employer adheres considerably to a democratic approach. In relation to the path-goal theory, the leader is significantly supportive than directive since he concentrates more on the wellness of the employee. This is because he perceives the workers as the main determinants of any organization’s profitability and performance.

Discussion 6

  1. The bases of power that I am most likely to utilize comprise expert power and referent power. Both of my powers largely stem from my ability to connect with people via my intuitive capabilities. The base of expert power originates from my knowledge of specific processes and techniques. In addition, the group values the knowledge and as such, appreciates my contribution as an expert and an individual. However, this power is rather different from other bases since it applies to my personal qualities and therefore, does not result from legitimacy or positional authority. The same notion also applies for referent power. My expertise allows me to interact favorably with the members of the organization. Since I am capable of availing significant expertise to a specific area within the firm, team members respect me to the point that it transitions to admiration, allegiance and emulation. Nonetheless, the bases of power that I would like to gain comprise positional and legitimate power based on the way they impose a commanding influence over other employees.
  2. My preferred conflict-handling style normally is negotiation. Being part of a group exposes one to several disputes between team members that arise from issues ranging from diversity to contribution. Due to the miscellany of such issues, I usually function as an arbitrator in order to determine the cause of the dispute between the warring parties. The same also applies for my team. Whenever conflict arises, the members ensure that they prepare or plan for a collective sitting in which the conflicting parties will present the issues to the whole group. In addition to this, a team code is commonly used to ascertain if there is violation of the grounds. At this point, conflict has the capability to be positive since it can provide the team with the opportunity to discover new forms of issues that may arise. Hence, this can assist in brainstorming novel ideas of conflict resolution apart from bargaining.

 

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