Organizational Behavior Essay

With the advancement in technology the operations and scales of more or less demarcation give up become global in nature. Aside from this the target commercialise of the corporations has to a fault increased to include regional as well as international customers. This has requires the enculturation in most multination enterprises to change and adapt to diversification. Corporations down as a result invested in a diversify custody that represents the various types of customers it targets and help execute a much(prenominal)(prenominal) better intelligence round the always changing and evolving target grocery store.With the changing marketplace kinetics the companies ingest also had to change their management styles. The most app arnt prune for corporations has been to create a pass judgment ground market-gardening where the determine atomic number 18 derived from the customer and business point of placement the procurement tuition of employees is brute on this ring of system. The best way to do this is by hiring pack who contract the desired talent and set required by the comp all. This reduces the live of training and development for the go with in the initial stages and contributes to a much better conk rip which is intone with the ecesiss objectives and value system. save in most cases the new employees do require formal orientations where they be circumstantialally certified well-nigh flori goal in place ion the institution and how the business conducts its operations. unless again hiring tribe who sh atomic number 18 similar determine as the scheme does provides more harmony and direction for the workforce. Organization and Culture Before urinateing on a code of conduct of devising a formal culture for the geological formation, it is essential to define what institutional culture is. The culture at both validation is how the operations are performed in the entity and how the employees perform their spe cific jobs.Whenever the order is formally writing the effect of the culture it is acknowledging the core determine of its operations and the smart set itself. As a result the culture should be ordinary of everyone in the shamup and the values derived from it should acquire the fraternity and its stakeholders as a whole. Therefore it is critically important for government activitys to fully comprehend and understand the brass instrumental culture in place in their organization before specify the values for the company or hiring strength depending on their portiond values with the business.Cameron and Quinn have designed a framework for the culture ground on competing values. This framework identifies that there are essentially four kinds of cultures in an organization and any company give the sack have either one of them or a combination as their organizational structure. These cultures have been specifically place as the market culture, hierarchy culture and the ad hocracy culture and the clan culture. Companies who have a clan type of a culture are organizations that rent based on their loyalty and relationship with others.Tradition and loyalty take care as high priorities here and as a result employee commitment is a strong factor. Examples of organization that have this type of a corporeal culture are the Japanese Companies. The market culture is characteristic of supermarkets and those companies operate in the retail sector. These kinds of organizations are result oriented and counseling on getting the job done. The people usually employed in this company are competitive and goal oriented. The new hired sought by the company are leadership who notify be tough and answer to the demanding nature of the organization.The company deems the pricing policies and intense competition as intrinsic to the business. The vision of such organizations is to attain a large portion of the market share. A nonher form of an organizational cultures t he hierarchy culture which is formalized in nature and structured consort to rank and priority. The leaders in the organization are responsible for getting the work done and there is an essence of pride amongst the employees close to their positioning the company. These companies are relatively predictable and they sharpen on hiring employees who are dependable and committed to long term exercise in the company.The perfect exercises of such organization are government organizations and cosmos institutions. The last type of culture identified in the framework is the adhocracy culture which features entrepreneurship and creativity in the workplace. Organizations have this kind of a culture are usually dynamic and harbor innovation. They seek employees who are risk takers, original and jakes be focus on the long term productiveness and growth of the organization. The essence of this culture is innovation and commitment to change and diversification. An instance of such a compa ny is Google.Discussion The main hotspots for cultural integrating and diversification for Multinational Enterprises exist in the European, Asian and Middle easternmost regions. A recent call for was conducted to analyze the cultural orientation of the workforce and the similarities and differences for a multicultural workforce in Oman. The data for this research was conducted from about 700 employees employed in 6 large strongs in Oman. The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices.Group-oriented HRM practices are like by those who scored high on collectivism and existence orientations, and those who scored low on counting and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and program hunt orientations. Finally, preference for loose and informal HRM practices w as positively associated with being, and negatively associated with thinking, doing and harmony orientations. (Ay stinkpot, (et al), 2007)The HR employment policies and the recruitment process comprises of job identification and job design. When the specific characteristics of the job have been identified it becomes easier to document the requirements for the job. In market oriented firms companies seek prospective employees who are competitive and imparting to embrace the values of the company. Colin Shaw conducted a research in association with the Marketing forum about employment in merchandise.The research showed that 71 per cent of business leaders see customer experience as the next competitive domain to be fought in a commercial marketplace moreover almost are doing anything about it. Seven out of 10 customers say that emotions face for more than half of their customer experience. But most companies have not even thought through the emotions they are trying to evoke a nd will, therefore, fight back to recruit people who are able to evoke the positive emotions the company has identified. (Shaw, 2002)Aside form simply managing variety show in the work force by creating a value based culture in the organization and hiring personnel on the basis of their value characteristics, the companies in multinational sectors freighter also develop relationship with their strategic partners, suppliers and affiliates on the basis of their organizational values. This is formally termed as Supply Relationship Orientation. Using this start the organization can target a much diverse target market more efficiently and can also innateize most of its operations.The internal and outdoor(a) integration leads to strategic advantage for the company therefore but creating barriers to entry in the industry and make the organization more competitive. blood line felicity is highly dependent upon the values that the employees have. These values can be cultural in natu re or those endorsed by the organization. A study concerning the impact of cultural diversity on the employed job satisfaction showed that it is possible for people from polar backgrounds and regions to have different values and work environment expectations.This specific study studied the Chinese nd Chinese organizations and portrayed that Integration, Confucian Work Dynamism and Human-heartedness are significantly different between Chinese and Chinese employees, while Moral find out is not Taiwanese employees have higher ES than Chinese employees Taiwanese employees view career planning is the most important, while Chinese employees think management system is most important For Taiwanese employees, Salary and bene check into, Working load and Management system have effects on ES Age and Education have effects on Chinese employees (Chuan-Cheng & Yu-Chen, 2007)Some cases of prominent organizations pickings sides on their HRM and recruitment policies are depicted in the take i ning examples. Sears, for example, developed a strong culture based on its successes through the 1960s that kept later CEOs from making essential changes that were considered to respond to shifting consumer preferences. On the other hand, Wal-Mart, which was less unemotional by its past, prospered during the same time period. (Powell, 1998)When hiring new employees the bottom-line is to make way for a cohesive organization which is diversified in nature and its workforce yet is united in its structure, values and objectives. This is what has been termed as a model organization with an effective organizational perspective. Essentially the organization has two roles for an employee when it is hiring prospective personnel. These are that the organization needs employees who can help the organization grow and follow what is already in place in the organization.This is required to bring perseveration into the business. However the other goal of the organization when recruiting new e mployees is to hire those candidates who are entrepreneurial in nature, risk takers and innovative, i. e. are willing to do what has never ever been done in the market or sector. In such situations the company needs to identify what are its core values and how it can attain both of its goals simultaneously. This requires identifying which values of the company go over the personal attributes of the company, and fit the situation the company is in.Then it needs to hire those employees which are suited to the values, goals and the job description in the company. Searching for reinforcing fit on frigid values is a good way for an organization to preserve the advert elements of its culture. In fact, adherence to similar process values such as mutual respect, openness, participation, and consideration of preference points of view facilitates a multicultural approach to diversity. On the other hand, searching for either reinforcing or extending fit on peripheral values seems unnecess ary.Employees need to be allowed to express themselves as they wish, as long as they exhibit the pivotal values that support the organizations mission. (Powell, 1998) Another view regarding value based recruitment of personnel is that the diversified and multinational corporations can invest in both kinds of employees by hiring those which are essential for the continuum of the organization as well as hiring those who fit the organizations values and goals. This will enable corporations to have alteration in the workplace and will aid in management of the diversified workforce by the use of actions teams.Aside from this there is another view which introduces that it whitethorn not be in the best interests of any organization to invest in the same values and culture over a long period of time. This is because the external and internal environment for the business is constantly changing and this requires the culture, and values of the organizations to also reflect change with the p assage of time. To be ready to play fundamentally different games at short notice, organizations need to keep themselves from being overly committed to one particular scheme. (Powell, 1998) integrity way of adopting diversity in an organization and building a value based culture to sustain objectives is through the sequential process. The reason for employ this process for managing diversity is due to the fact that the external environment is in a continuous change and the main stakeholders of any company are also facing similar changes in their lives. This makes the purchase decisions to be do on the basis of the vales of the company and therefore the employees and people in the organization are also required to work in accordance with the values of the company.An article by Steve Schuller in 2005 stated that merging diversification and value based culture the organization requires the company to adopt a cerebrate hiring policy. This means that the company should strive to hir e like minded people who share the values of the company. This can require employing on traditionally recruiting methods which can take the form of partnering with similar organization or organizations having similar technology and objectives. Hiring is only the first step.Educating employees to understand and appreciate cultural differences and providing them with guidance about what diversity means to the organization is the most effective way to create an inclusive culture. Timing is critical. Dont make the mistake of marketing to diverse groups before providing your employees with the support and training they need to service these guests, who tycoon have unique needs. Doing so could create negative guest experiences or hurt your efforts in the community. (Schuller, 2005).This text provides answers to the question whether only hiring personnel who share the values of the company is sufficient or should they be trained or not. The article states that even for newly hired personn el who share the values of the company it is essential for the business to provide them with orientation, mentoring and customer service training for leadership development according to the business ethics and the organizational culture in place in the company.Aside from this it is also important to give-up the ghost the values of the business and the company to the customers as well as to the employees. determine are communicated to employees via overt internal communications, the ripple effect, senior management example/involvement, HR activities and external communications. While for consumers, values are communicated via their holistic experiences of the brand, interactions with employees, external brand communications and the tangible elements of the service offering. (De Chernatony, Cottam & Segal-Horn, 2006)Conclusion It can be derived from the above illustrated discussion that in order to manage diversity in the workplace and in the operations it is best to manage the com pany according to its salient nd existing value structure. This is the best recommended method for managing diversity as it does not contain any bias and conforms to the legal laws of the state and the personal values of the employees and the staff in the organization.The best way for establishing a value based organization culture is to first identify the culture for the organization and highlight its main points. The key values which give the company a comparative advantage and a competitive edge can be focused upon and these values can be derived top establish a new culture which is adaptable, innovative and in accordance with the changes taking place in the internal as well as the staring(a) environment of the business.Most companies seek to retain and manage the value based culture of the organization by hiring those individuals who share the commitment and the values of the organization. However it should be realized that even like minded people can end up having conflicts an d as a result a base period of training has to be established in the organization for successfully managing the organization and its human capital.Organizational Behavior Essay1. What are some of the things managers can look out by walking approximately and having daily sink in with line employees that they might not be able to learn from looking at at data and reports? A this style of management has advantages over typical desk-round approach to management. It is an approach common to several firms that received national awards for being a great place to work.2. As an employee, would you appreciate knowing your executive program regularly spent time with workers? How would you knowing to executives routinely interact with line employees affect your attitude toward the organization? A yes it can strengthens the relationship of the employees with their bosses. The executives will know the strengths and weakness of their employees and recognize them on the problems that they may face during doing their job. Also, this may increase their self-confidence.3. What ways can executives and other organizational leaders learn about day-to-day business operations beside going undercover? A there are many ways can the managers follow on, the different ways will provide all the information required by the executives that can develop their departments and the organization as well.4. Are there any dangers in the use of a management by walking or so strategy? Could this strategy lead employees to feel they are being spied on? What action on the part of managers might minimize these concerns? A the dangers could be happened depend on the executive attitude. And overstated on that may make lose confident of the employees Some managers are exaggerating in doing the walking around strategy which lead employees to feel they are being spied on and it also may lead to loss the confident from some employees and it may decline their innovation to their job. The action which can be doing by the managers is minimize doing these strategy like give them some tasks from time to time and follow them by themselves orsend trusted person to do that.Case hap 2Answers1. To what extent can individual business decisions (as opposed to sparing forces) explain deterioration in work conditions for many workers? A To me it seems the execrable economy is what leads to the deterioration in individual businesses. The poor economy is making it difficult for the business to draw in a steady income and therefor they need to make decisions on what to do to keep the doors to the business open. Thats when they start doing layoffs and budget cuts for the business. Employees end up with reduced hours, pay cuts, lesser pay raises and poor work environments. It seems they will sink to the lowest take aim that is considered legal that to make sure they can still make a dinero within the business2. Do business organizations have a responsibility to get wind that the employees h ave secure jobs with good working conditions, or are their primary responsibility to shareholders? A This is where Corporate kind Responsibility (CSR) comes into play. The concept of corporate social responsibility means that organizations have moral, ethical, and philanthropic responsibilities in addition to their responsibilities to earn a fair return for investors and comply with the law. CSR compels businesses to implement an extensive view of the obligations that does not include just the shareholders. They also need to include other constituencies such as employees, customers, the local anesthetic community, all three levels of government, and so on. However, it still does not require them to ensure job security and good working conditions. Many actually are opposed to CSR and believe that corporations only need to worry about the profit for their shareholders and if they take on the social responsibilities will have competitive shortcomings.3. What alternative measures of or ganizational performance, beside share prices, do you thing might change the focus of business leaders? A Business performance measurement has a variety of uses. The following reasons companies measure business performance To monitor and prevailTo drive improvementTo maximize the effectiveness of the improvement effortTo secure alignment with organizational goals and objectives To reward and to disciplineLooking at the firm as a complex organism seeking to survive or thrive in its competitive environment, performance measurement systems serve as a key contributor to the perceptual and coordination/control capabilities of the firm. 4. What do you think the likely impact of the growth of temporary employment relationships will be for employee attitude and behavior? How would you develop a measurement system to gauge the impact of corporate downsizing and temporary job assignments on employees?