Organizational Behavior

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Organizational Behavior

Organizational behavior refers to how individuals conduct themselves within the firm’s surroundings. The analysis involved in this business concept is done at a personal, group, and organizational levels. Management of the organization behavior can help in improving the efficiency in a firm. At an individual stage, the evaluation entails one’s motivation, character, performance, and creativity. Organizational behavior can also be based on group dynamics, social norms, interpersonal communication, and management. In the organization level, it entails the firm’s structure, traditions, and other external factors.

A structural assessment of Fresh Produce Company provides significant support regarding the importance of organizational behavior. This is a medium-sized firm that deals with the growth, processing, and sell of horticultural commodities. This commercial institution is in Rwanda and specializes in mangoes, pineapples, and oranges. its main products include canned fruits and juices. It has clients both within the country’s geographical boundaries as well as overseas. Being in the agricultural market for more than ten years, it has recorded significant growth with its profits increasing steadily.

Despite its immense achievements, this commercial institution has had some drawbacks in its management. For the past two years, it has been struggling financially because of several corruption cases. Evidence has it that a number of its employees in the executive division engage in activities exhibiting nepotism, bribery, or swindling of the firm’s finances. As a way of stabilizing this institution, the relevant authorities are implementing various organizational changes in different divisions. This involves promotion, retrenchment, and employment of individuals in different departments.

As the company seeks to clean its tainted image through a new management structure, the executive ought to reflect on the behavior of its employees both at a personal and group level. This will help it in determining each person’s potential and proficiency. Moreover, they will be able to place individuals in different departments and teams depending on their individuality and motivation. If well implemented, these factors will aid the firm in achieving its interim and long-term objectives while ensuring harmony among the workforce. Using talent management to analyze the two regimes in the firm illustrates similar and different composition of the organizational behavior.

Talent management involves expectations of the needed human resource in a commercial institution in addition to strategies put in place to help attain these goals. This business aspect aims at expanding a company’s operations and returns. This industrial feature relates to organizational behavior since it focuses on the performance and character of the labor force in various facets. Talent management benefits compliant business organizations in a number of ways. This includes client contentment, cost efficiency, improved productivity, and quality commodities.

In the earlier regime of this horticulture-based company, the relevant personnel did not concentrate fully on this business component. However, several elements exhibited this industrial attribute. To start with, the hiring criterion involved was talent-cautious. Various job vacancies were advertised on several media platforms such as newspapers and social networks. These announcements detailed the qualifications that the interested people ought to have for consideration of the position. These conditions not only required academic skills but also sought work experience and desirable personal attributes.

For example, all individuals had to have at least one degree in a horticulture-related educational program in order to meet the selection requirements. Thereafter, the chosen individuals went through an interview as a way of analyzing them further. The person with the most desirable academic, social, and industrial aspects was then picked to occupy the post in question. A number of experts in different departments in the company did this process. This helped in picking employees who will improve the firm’s human capital hence enhancing its productivity.

The selection principle governing Fresh Produce Company ensured that the entire labor force had the necessary skills to perform various tasks in the organization. It also sustained harmony among employees of all ranks because of the consideration of an individual’s social interactions during the hiring process. For this reason, the workers were able to cooperate in a group level hence increasing the company’s output. This principle of talent management also helped the human resource department to place employees in teams depending on their potential, motivation, and skills.

The relevant authorities also trained newly employed personnel as a strategy in talent management. This applied to every individual irrespective of his or her educational or professional background. Trainers gave the employees detailed knowledge regarding the company’s principles, objectives, and regulations. They also educated them on how different tasks are performed. For example, employees in the production department obtained crucial information and techniques regarding pruning, cultivation, disease control and harvesting of the fruits.

The training process improved this commercial institution in a number of ways. To begin with, this comprehension helped the employees to perform their assigned duties in the right manner. For examples, workers in the harvesting subdivision were able to collect fruits with the desired characteristics with respect to ripeness, size, and lack of blemishes. Moreover, recruits with facts about the required chemical portions and appropriate mixing procedure did disease control. This skill acquisition process also guaranteed that the employees worked within the policy framework of the company as a way of upholding business ethics.

Organizational behavior under the previous administration of this commercial association was also evident in the promotion procedure. The management of this horticultural corporation formulated an independent body whose main mandate was scrutinizing employees recommended for promotion as a way of enhancing competence in the firm. This board consisted of various stakeholders in order to ensure that the decision made concerning the member of staff reflects the opinion of a significant portion of the relevant parties. The evaluation process depended on the position in question with high ranks attracting an intense assessment.

Despite these achievements, this management ignored certain aspects of organizational behavior. This negligence was responsible for the instability experienced by the corporation. The relevant authorities overlooked the performance of certain individuals especially those in influential positions. As a result, some workers lacked diligence in their routines. An analysis of the company’s former management exhibits that ineffective organizational behavior played a significant role in knock off the institution’s balance. For this reason, it is important for the new administration to use these failures as a tool to improve its personnel behavior.

For instance, under the former management, some individuals were hired without following the company’s principles. They used their contacts to obtain a post within the corporation. The human resource docket had therefore no way of determining the level of their skills, personality, motivation, and potential. This lowered their competence since some were in positions differing with their qualifications. In addition, some did not go through the standard training process thus had little or no knowledge regarding the industry’s requirements and principles.

In addition, some individuals gained promotion without following the right protocol. This defiance of talent management resulted from the high levels of nepotism experienced in different departments of this horticultural firm. Influential personnel endorsed insufficiently skilled relatives and friends in high ranked positions. For example, a member of the board of directors was accused of sanctioning his nephew, who had no certification from an institution of higher learning, for the post of a production manager. This corruption decreased the company’s products in terms of quality and quantity.

The management also lacked proper motivation strategies as a way of talent management. This in turn negatively affected the organizational behavior in the association. For example, the organization’s profits increased constantly yet these returns did not cascade to the subordinate staff. An investigation done with regard to the organization’s working conditions revealed that junior employees received negligible income in spite of the difficult task they performed on a daily basis. These state of affairs lowered the employees’ enthusiasm thus affecting the overall production.

Likewise, the human resource subdivision did not focus on team development. This destabilized the organizational behavior at the group level. Since the regime did not encourage its labor force to embrace teamwork, the recruits lacked development in their social interaction skills. Consequently, they did not show signs of cooperation, which is a key ingredient of effective organizational behavior. Furthermore, it was difficult to allocate duties within a certain subdivision because of the weak system of joint effort. For this reason, individuals had to perform certain tasks outside their field of specialization hence lack of motivation.

Furthermore, the former administration did not focus on performance evaluation. Lack of this strategy discouraged the employees from making every effort to acquire quality outcomes in their operations. The management could have used incentives as well as contracts to aid in averting this condition. Performance accords would improve the organizational behavior since employees would aim at perfecting their performance. As a result, the productivity of this commercial association would increase because of the high levels of motivation, performance, and development of the labor force.

Nonetheless, the new administration in this horticultural-based corporation seems to be making substantial progress. According to an evaluation on its performance, organizational behavior is one of their major focal points. The management is now directing its attention to the workers’ conduct as a way of enhancing competence in the firm. Some of the strategies used are similar to those in the former regime. For example, the human resource sub sector still undertakes the same recruitment process as the former administration. However, they have more strict policies that govern the procedure.

The board of members mandated to oversee the entire recruitment process consists of a number of people from sectors outside the organization. This has ensured that the individuals hired follow the correct protocol and have the required qualifications. For this reason, cases of nepotism and other corruption forms have significantly reduced. Transparency in the management of the company has influenced the organizational behavior in a positive manner. The work force in this business association now comprises of individuals sufficiently skilled for their positions.

The current administration has also formulated policies with the intention of ensuring that all employees pass through a thorough training program. All recruits have to acquire training regarding the various units in the corporation in spite of one’s qualifications or field of specialization. For example, newly employed individuals in the processing sub sector have to be aware of the proceedings in the production subdivision with respect to activities such as pruning, harvesting, and cultivation. This comprehensive preparation program improves the performance of the individual.

This is because the employees become more appreciative of all processes involved in the attainment of the final commodities. They therefore work hard to avoid downgrading the efforts of their fellow members of staff. This also helps them develop the team spirit. They get motivated to perfect their operations in an attempt to avoid failing their colleagues as well as the entire company.  It is therefore correct to assert that this mode of training has influenced the institution’s organizational conduct. Employees are now more cautious of their character and performance.

The amendment of terms and conditions governing the workers has also helped the current administration to enhance the organizational behavior. The human capital sector has modified the existing guidelines in an attempt to improve the job environment. For example, the employees’ wages have significantly improved since the current regime attained power. Unlike in the former years, the subordinate workers now enjoy additional benefits such as commuter, housing, and medical allowances. These incentives have acted as an appropriate motivation tool thus increasing competence in this business organization.

Nonetheless, the management has not yet reached its potential in terms of organizational behavior. For example, similar to the former administration’s way of governance, the association’s workforce is not guided by any agreement. This lowers their motivation since there is no formal treaty that pressurizes them to perfect their performance. For this reason, individual productivity is moderate as opposed to the required high standards. The labor force does not strive to develop its operations because of inadequate motivation. This in turn has detrimental effects on the entire corporation.

In order to develop organizational behavior, the management of the Fresh Produce Company ought to consider several aspects. This is because enhancement of this business characteristic will help it stay away from actions that led to the firm’s failure under the management of their predecessors. Furthermore, it will aid in reaching the association’s potential by achieving its interim and long-term objectives. This is achievable by following a number of recommendations that entails modification of the existing policies and system. One of these suggestions includes the incorporation of performance contracts.

Signing of performance contracts during the recruitment process will pressurize the labor force to work hard and perfect their operations. This agreement should consist of terms and conditions that ensure that the workers show great dedication and advancement in their performance for promotion consideration. As a result, the employees will strive to attain quality results from their tasks. This strategy will not only be beneficial to the workforce but also to the organization.  It will increase the overall productivity in addition to providing promotion opportunities to deserving individuals.

Another tactic that can improve the organizational behavior in the Fresh Produce Company is the aspect of team development. Teamwork not only eases the process of job allocation but also improves one’s character. Desirable traits in terms of personality are an important feature of organizational behavior. Employees should be able to operate as a group with minimal collisions. This will enhance individual character in addition to attainment of desirable outcomes. Moreover, it strengthens the relationships within a commercial organization regardless of one’s rank or age.

Team development will also improve employees’ motivation. Because of operating in groups, members of staff will work hard in order to strengthen their team. They will also do so to avoid downgrading the efforts of their colleagues. Consequently, their operations will yield high quality products thus increasing the company’s returns. It will also be easier for one to specialize in a certain area. This is because of the straightforwardness in the job allocation procedure. For example, an employee with an academic degree in disease and pest management will not have to perform duties related to pruning but rather will concentrate on his or her field of specialization.

It is also necessary for the management of this commercial organization to focus on the procedure involved in promotion. This is because of the controversies related to it under the previous regime. In the past, certain positions were reserved for particular personnel. For one to attain promotion, he or she had to have a strong relationship with the members of the executive branch of the company. For this reason, deserving employees lost the chance of elevating in rank. Most people in the influential positions lacked the required qualifications both academically and professionally.

 

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