Organisational behaviour Case Analysis
Introduction
This report was conducted in order to determine the problems and issues face by the company in terms of their human resources or employees which affect the overall performance of the company. This report is given to raise the concern of the problems faced by the company because of the misconduct of their employees which results in more conflicts and issue for the entire organisation. In this case, the possible solution is the implementation of the Performance management system that would allow the company to align the organizational needs and the employee’s demand in order to have a successful operation. Herein, the aim of performance management approach is to enable the company achieve a positive organisational behaviour.
Overview of the Case
This case was about the problem of an organisation about their employees who are not doing their responsibilities well in the company, which is the ABX Company, a glassware manufacturer. In this company, a total of 20% of the workforce at the production department had not turned up yet. On the other hand, the marketing department, not only the lights had not been switched on but there was no employees can be seen in the office. In addition, almost 10% of the HR personnel at the human resource department had not turned up yet and the worse thing is their ’attendant cards” had already been punched even earlier than 8.00 am on the same day. The security guard who are supposed to be on duty was seen sitting on a chair talking to someone on his hand phone and keep on laughing and yelling in spite of the General Manager standing in front of him and watching him. As the general Manager investigated on this, he discovered that this seen was a usual seen in their company for how many years.
Human and Organisational Issues
Given the situation of the employees within ABX Company, different management issues pertaining to organisational behavior can be acknowledged (Rollinson, 2005). With the given situation it can be considered that the company is lacking the ability to strategically manage their human resources. Managing the business is characterized by the process of directing and leading the systems within the company by ensuring that each members of the company contributes effectively in achieving organisational objectives. In the given situation of ABX Company, it can be said that the company is lacking effective management approach to handle employees and to motivate them to do their work effectively.
The following are the issues that must be considered by the company in order to prevent problems among employees.
- Inability of the management to use a strategic performance management system
It seems that the company is facing problems with their employees because the company is not been able to use sophisticated performance management process in managing their employees. Performance management is a central tool used to align employee behaviour and organizational objectives, especially in the hard model. Processes such as performance management tend to be inflexible, highly resistant to change, and subject to rapid ossification.
- Lack of Career Development Programme
In the case given, it said that the company has not given the opportunity for their employees to be engaged in trainings that will enhance their potentialities.
- Inability to Promote or Initiate a Performance Management Programme
It looks like the company has not been able to use a more comprehensive performance management program that would measure the performance of their employees.
- Inability to have effective communication
In the given case, it can be said that the company lacks effective communication to know directly from their employees the problem and how this can be solved.
Analysis and Discussion
It seems that the company lacks the ability to align both the function of the organisation and its employees. The problem that arises just like in case of ABX Company may be avoidable if the company would consider the implementation of performance management programme that will measure the performance and overall potential of a certain employees. In this manner, the company needs a performance management system that would help them enhance the way they manage, measure and assess all the performance of their employee. It is also important that the company, through the use of performance management system should be able to keep the data of their employees for future use. It is also important that as part of the human resource management in association with the performance management system, the company would be able to give opportunities for growth and skill development among their employees. This is to motivate the employees that they are so much more to give for their personal enhancement and the enhancement of the company’s performance as well.
Recommendation
The organisational behaviour of company shows negativity at levels from top management to their down lines. In this regard, to be able to solve this issue, Mr. Ricky, as the new manager must be able to change their organizational behaviour by having performance management approach, or career development approach and effective communication.
Performance management is often regarded to be the aspect of human resource management which can make the greatest implication in organisational behaviour as well as performance (Philpott & Sheppard, 1992). The utilisation of this management approach to build a positive organisational behavior has also been viewed as an essential part part of the strategy process (Huff & Reger 1987).
In the regard, ABX Company really needs this to be associated with their human resource management. Herein, the theoretical contributions if ABX Company will implement this can be categorized into broader aspects. First, since performance management is regarded as a vital integrative system, ABX will have the ability to link their employee goals and responsibilities to their objectives. Furthermore, the industry can also combine major interventions—such as employee appraisal, motivation, rewards, training, and development which hereby facilitates strategic fit for the benefit of the organisation and its behaviour as a whole.
Secondly, performance management are also known as a way of improving organizational control over employees, which constructs consistent statement of managerial expectations, as well as promoting a unitarist perspective of the firm (Coates 1994; Storey & Sisson, 1993). In this regard, if ABX Company will opt to implement it in the company and have more strategic performance management programme, there is plausibility, that problems and issues in terms of employee performance can be prevented. Lastly, the consideration of performance management is held to be an essential driver in identifying important values and outputs, such as employee commitment. Recognition by employees of ABX Company in terms of adherence to its values, goals, and desired organisational behaviours is assumed to carry out strong culture and be conducive to the success of organisation.
Effective Communication serves a number of functions for the organization (Brown, 20001). In management, communication plays its role in the direction, coordination, and control of tasks and activities among employees. Consequently, effective communication within the company may serve as the pathway through which suggestions and insights that would generate change and new ideas in the management system. By having effective communication among employees and other members of the top management, the company will be able to preserve values and relationships necessary to improve the management system of the organization collectively.
Eckhouse (1994) suggested that having effective communication as part of the company’s organisational behavioural can provide four major functions within a group or organization. These include control, motivation, emotional expression, and information. When employee, for instance, are required to first communicate any job-related grievance to their immediate boss, to follow their job description, or to comply with company policies, communication is performing a control function. On the other hand, communication fosters motivation by clarifying to employees what is to be done, how well they are doing, and what can be done to improve performance. For many employees, their work group is a primary source for social interaction. Feelings of satisfaction and frustrations within the group or organization are being expressed through communication. Thus, communication provides a release for the emotional expression of feelings and for fulfilment of social needs. Lastly, the final function of communication is related to its role in facilitating decision making. It provides the information that individuals and groups need to make decision by transmitting the data to identify and evaluate alternative choices.
Having effective communication to solve the issues and problems faced by Mr Ricky within ABX company goes beyond the concepts of effective speaking or listening, or what is commonly considered as linear communication. It is an interactive model which deals with feedback and reciprocal exchanges. According to surveys focusing on areas of improvement among corporations, communication is usually ranked first as an important element within the organization (Harris, 1993). Specifically, communication is recognized as an important aspect of an organization as it keeps employees well-informed and open to communication channels. Moreover, organizational communication enables the employees to comply with company standards, leading to efficiency and accuracy.
According to Petit, Goris and Vaught (1997), organizational communication allows employees to conduct meetings, make memos, provide feedback and share corporate-wide information. Most importantly, supervisors have noted the significant impact of communication to employee performance, motivation, and satisfaction. For every member of the organization to perform effectively, they need to maintain some form of control over members, stimulate members to perform, provide a means for emotional expression, and make decision choices. A careful review of the situations discussed suggests that the less distortion to communication, the more goals, feedback, and other management messages to employees will be received as they were intended. There is also the evidence that demonstrates a positive relationship between effective communication and workers’ productivity in line with the change process of having new computer system. Communication also plays a significant role in determining the level of employees’ motivation.
Apparently, it shows that communication is a factor which is both crucial and feasible management instrument to affect these underlying motives for the change management process. Important questions in this respect are how and what to communicate to organization. Basically, communication is not only important to organization’s change management but also to members of a certain organization. It can be concluded that with the current situation of ABX Company, Mr. Ricky should be able to determine and impose new management system that will motivate their employees to work hard for the company.
In order to have a positive organisational behavior the management should always bear in mind that they are accountable for the growth and development of the organisation and the employees as well. Employees must be given a chance to develop their career in the organisation, not only for the advantages that they can get for themselves but also for the organisation. One of the obligations of the an organisation, specifically the management is to be able understand that the primary goal of career development is to help employees analyze their abilities, skills, and interests to better match personnel needs for growth and development to the needs of the organisation (Johnson & Scholes, 1997).
Conclusion
Based on the given analysis, ABX Company have different human and organisational issues to face that should be given attention to ensure organisational success and ensure that their desired organisational behaviour are always considered within the company and their business operations.
It can be concluded that in order to have a high-performing and competitive organisation, it is critical that the company should effectively align their people, work, structure and organisational behaviours to the purpose of the organisation and effectively reward the right performance that supports the objective of the organisation. Elements such as work processes, organisation design, career path, performance management, and a compensation program are part of human resource management strategy and a plan to ensure continuing success. Also, in managing people, the company should also incorporate a governance process to ensure equality among employees. Hence, the role of human resource management is very crucial in making the organisation achieved its goal of having a working force that will contribute to the growth and development of the organisation as a whole.
Reference
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