The textbook describes motivational approaches utilized by organizations. Resear

Question

The textbook describes motivational approaches utilized by organizations. Research a motivational approach implemented by an organization of your choice. Please choose an organization that is not referenced in this chapter of the textbook. Describe the approach, the associated motivational theory(ies) and the impact to employees. Did the implementation of the performance enhancing technique change employee behavior? How and why? Two to three pages, double-spaced, 12 font. Cite any references. Rubric: 50 points - Your analysis of the effectiveness of the motivational approach 30 points – Description and relation to motivational theory(ies) 20 points – Grammar and spelling

'organization that is referenced in this chapter' are 1-Human behavior in Organizational. 2- Behavior in times of change. 3- The Organizational context 4- The formal and informal organization. 5- Diversity of organization. 6- Change creates oppprtunites.

Refrence: ORGB Organizational Behavior

Explanation / Answer

1.The modern approach to organization behavior:

There are four main approaches to organizational behavior.They are:

(a). Human resources approach:

The human resources approach is concerned with the growth and development of people towards higher levels of competency, creativity, and fulfillment.People are the central resource in any organization.Hence it tries to create a work climate for improved abilities.This approach is also known as 'supportive approach' because the manager's primary role changes from the control of employees to providing an active support provider, the performance.The service provider, the employee and the customer have to work together e.g., serving food in a restaurant, buying an insurance, etc.has very high relevance.here the roles of leadership and the leading process are vital.

(b) Contingency approach:-

It implies that different situations require different behavioral practices for effectiveness.Hence each situation must be analyzed carefully to determine the significant variables that exist in order to establish the more effective practices.this approach ensures or at least encourages analysis of each situation prior to action.Thus it helps to use all the current knowledge about people in the organization in the most appropriate manner.

(c) Productivity approach:-

In this approach the output unit is considered, Besides, economic inputs and outputs, we need to have human and social inputs and outputs in the workplace is the premise of this approach.

(d) System approach:-

We have already seen the system approach.It means that the organization 'people' employ 'technology' in performing the task that they are responsible for, while the 'structure' of the organization serves as a basis for coordinating all their different activities.The system view emphasizes the interdependence of each of these elements within the organization if the organization as a whole is to function effectively.This approach also looks at the organization and its broader environment i.e., social, economic, cultural and political within which they operate.All these shapes the organizational behavior.

2.Behaviour in times of change.

organizational change may be defined as "the adoption of a new idea or a behavior by an organization".It is a way of altering an existing organization to increase the organizational effectiveness of achieving its objectives.

Lewin proposed a three-step sequential model of the change process as given below.

The three steps are:-

. Unfreezing - At this stage, the forces, which maintain the status quo in the organizational behavior, are reduced by refuting the present attitude and behavior to create a perceived need for something new.It is facilitated by environmental pressure as increasing competition, declining productivity and performance, feeling the need to improve the style of work, etc.Some measures which are quite helpful in undertaking the unfreezing process are as follows:

--The physical removal of the individuals being changed from their accustomed routines, sources of information, and social relationships.

--The undermining and destruction of social support.

--Determining and humiliating experiences to help individuals to see their old attitudes or behavior as unworthy and think to be motivated to change.

. Changing/moving - This stage involves a shift in the behavior of organizations by modifying the system, process, technology, and people.This happens when change is actually executed or complied with.

. Refreezing - At this stage, the changes are institutionalized and are made part of the culture so that people do not fall back to the old ways.

3.The Organizational Context

Context is that the set of circumstances and conditions, and events that kind the surroundings inside that one thing exists or takes place. The social or organisational context which is operating in has possibly formed abundant of your attitude and therefore the mindsets of your colleagues. for example, if you’re going into a gathering with a co-worker with whom you have got a protracted history and a powerful relationship, you're possible to handle yourself otherwise than you'd if you were meeting with somebody you’d met once, underneath unpleasant circumstances.

The same holds true on an organizational level. Major events like mergers, restructurings, or a replacement leader impact the surroundings, and therefore the context within which individuals work has abundant to try and do with the performance the organization will hope to realize. It will be more practical leading a corporation if the conscious of the context within which you're attempting to steer. Not solely can context assist but to verify what to try and do, however additionally the way to get laid.

For example, one in each of a client recently was forced to downsize an outsized a part of their personnel, in the least levels within the company. it had been a choice they agonized over. For people who remained, leadership thought it had been necessary to bolster the culture. However, given the context of the recent curtailment, they knew they required to proceed fastidiously, and not tout “corporate culture” an excessive amount of. It needed a fragile balance reminding the organization however the culture might facilitate them through this rough patch whereas acknowledging the onerous selections that had to be created. Leaders determined that it might be most useful to model the behavior that had helped them achieve success instead of to travel on a “road show” to market the culture. They were right. individuals listen to a lot of to what you are doing than to what you say. By factorization within the organizational context, these leaders created a good call obtaining the corporate re-energized and targeted on the longer term by manifesting the culture through their leadership actions.

4.The formal and informal organization.

Formal organization:-

Informal organizations, the relationships, roles, norms, and responsibilities are defined and are usually reduced to writing.Consequences of achieving the goals are also defined as the rules of interacting vertically and horizontally.

Informal organization:-

It refers to a network of personal and social relationships which originates within the formal set up spontaneously.This relationship is built on likes, dislikes, feelings, and emotions.Therefore, social groups existing within the overall organizational structure can be informal organizations.

The difference between formal and informal organizations is the conscious effort made in formal organizations and lack of it in the informal organization.The informal organization is not based on any rules and regulations through these organizations often create their own norms, rules, and regulations on mutual consent for achieving their own goals.Eg, A biking group in a company, which goes biking every Sunday,might create its own rules for dress, conduct, frequency, leadership, etc.

5- Diversity of organization:-

This can sound easy, however, diversity encompasses race, gender, ethnos, age, temperament, psychological feature vogue, tenure, structure operate, education, background and additional.

Diversity does not solely involve, however, people understand themselves, and also they understand others. Those perceptions have an effect on their interactions. For a good assortment of workers to operate effectively as a company, human resource professionals have to be compelled to deal effectively with problems like communication, ability and alter. Diversity can increase considerably within the coming back years. roaring organizations acknowledge the necessity for immediate action and are prepared and willing to pay resources on managing diversity within the work currently.
An organization’s success and fight depend upon its ability to embrace diversity and understand the advantages. once organizations actively assess their handling of work diversity problems, develop and implement diversity plans.

6- Change creates opportunities.

If it is Simply put, an organizational modification management set up allows businesses to develop additional throughout the transition. which will develop a group of best practices to take care of growth and innovation in the future, develop leaders to require you there and develop groups that area unit best ready to create it happen.

But just for those that acknowledge and seize them. Look for it and will be extremely rewarded! Look ahead and specialize in the positive that the amendment will bring.
Seeing positive amendment and rising opportunities is that the initiative, seizing them the second, and incessantly innovating is that the third step changes into a journey.

Creating a healthy atmosphere wherever staff is energized and obsessed with building and sustaining change isn't invariably straightforward. staff ar in all probability feeling discouraged immediately, unsureconcerning their own future and thus uncomfortable concerning seizing new work, craving for improvement opportunities in their own work or handling different necessities that ar a part of the “new” organization. that's why we tend to communicate to staff concerning our change strategy is thus vital. we tend to should facilitate staff settle for the necessity for change and energize them towards achieving it. this may need that we offer opportunities for all staff to specific their issues and to channel this energy into a method wherever they feel that they will create a substantive distinction.

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