This assessment task serves to demonstrate students’ abilities to take a managerial perspective to provide solutions to issues related to organizational behavior. Students will be required to write an essay in response to a question that will be provided.
Employees are an important asset in any organization. Therefore, it is important to ensure that employee behavior is effectively managed to ensure successful operations. Explain the factors that may influence employee behavior in an organization of your choice. Describe any five (5) strategies that your selected organization can implement to change employee behavior for better organizational performance.
The behaviour of human beings are full of intricacies and it is highly difficult to understand or apprehend it. There are several factors that join together for determining some peculiar kinds of patterns for the employees’ behaviour in all organisation. There are certain employees who are coarse, some are amiable, some are stone hearted and many are soft hearted. Also, there are some who are empathetic or apathetic and on the other hand, there are also the indecisive or decisive ones as well. Hence, reasons are different in nature, comprising of the behaviour outline of the employees in the organisations. It is very important to study and understand their behaviours as employee behaviours play a significant and vital role in determining the overall success of the organisation (Brett et al. 2016). This essay is going to explaining the various different factors that may influence the employee behaviour in an organisation. The chosen organisation for this purpose is Walmart, an American retail giant of contemporary world. With the same, it shall describe five different strategies that this organisation could implement for changing the employee behaviour for better organisational performance.
The work quality in an organisation directly influence the comparative success of every organisation at the market place (Bolden 2016). However, it greatly depends to the fact that how the employees of the very organisation communicate and connect with each other. In other words, it can be said that the behaviour of human beings is of utmost importance. Every organisation produced outputs by means of machines and all those machines are operated by human hands who create and develop new designs and ideas producing the products at a price that makes them worth for the amount for the customers. Hence, employees are an important asset in any organisation. Therefore, it is very important to ensure that the behaviour of these employees is effectively management in order to ensure some really successful operations. In retail companies like Walmart, there is rarely any interactions among the top executives, the CEO’s of the company and the lower level employees who work at the front end and serve the customers. Hence, a sense of being unimportant works on majority of the employees on a large scale. With the same, there are several cases of internal theft within the stores and hence, the loss or security prevention team of the company focuses more on the internal theft rather than on the customer theft (Maki et al. 2017). Although, there are organisational managers who strive for creating positive environment within the workplace and ensuring that the employees are feeling recognised for their contributions and behaviours of the company. It is indeed important as it has been claimed by Crane and Matten (2016) that, when the employees feel that their role matters, their work ethics get improved automatically.
However, it is to state that managers play a very important role in influencing employee behaviour at the workplace (Deery and Jago 2015). It is their positive influence and their effective skills of leadership that brings a positive change in the employee behaviour. Hence, one of the main factors that affects employee behaviour is the leadership style of the managers. For example, in Walmart, the organisational strive for creating positive environment within the workplace, which in turn helps in making employee feel that they are valued. Once the employees feel that they are valued, they automatically try to give their best in their respective job role. Leaders and managers play a very important role in influencing the employee behaviour at the workplace. It is the duty of the leaders to set certain direction for their team members. In most of the cases, it has been observed that the employees do not want to continue going to their work as they do not want to confront strict bosses (Mowbray, Wilkinson and Tse 2015). Furthermore, the factors that influence their behaviour are the working culture, effective communication, their job responsibilities, their relationship at the work, their personal and family life as well as their family background. In terms of Work culture, it is to note that employees need to feel comfortable at their workplace in order remain happy and positive. The company rules and regulations need to be same for each and every one working within the organisation. As per Blok et al. (), “employees ought to be encouraged to respect their reporting bosses and follow the code of ethics”. Hence, complicated reporting systems are not something that they want. With the same, high job responsibilities sometimes make employees feel over-burdened. This automatically reflects on their change in work ethics and behaviour towards their job role. It is very necessary to ensure that the employees are asked to do what they can best perform. They should be encouraged in order to upgrade their skills gradually.
Also, according to several surveys conducted by (), when an individual fights with his or her family members or relatives in the morning, they automatically feel restless the entire day. It has been seen that people belonging from problematic families tend to behave in irrational ways at their workplace. Also, the employees who have strained relationship with their family members stay late at the workplace and destroy the whole working culture of the organisation. Also, the employees who belong from poor family background have a habit of stealing the office items and taking things home, like it is seen in most of the retail organisations. The conflicts in the personal life of the employees result in irrational attitude and behaviours of theirs. They get stressed. Hence, it is very necessary for these individuals to not to brings their respective family or personal issues at the workplace. They should try to make a distinction in between their professional and personal life. Furthermore, it is a very common belief that the individuals who are brought up with huge amount of parental care, affection and love, possess good demeanour with high regard and respect to every individuals. As they are brought up in protected environment, they in turn offer the same to their subordinates as well. On the other hand, the individuals who belong to broken families are much suspicious, unsecured and the very less jovial. With the same, they also lack effective decision making skills as well. Hence, family background is very important to consider before inducting any candidates into the workplace. There are several organisations who grill the candidates in order to know and discriminate them on the basis of this parameter. Also, according to Wu and Parker (2017) in this context, job security is one of the important factors that affect the employee behaviour. Hence, standing by the employees at their times of crisis is necessary.
Five different strategies that Walmart could implement for changing the employee behaviour-
Hence, from the above analysis it is clear that employee behaviour at the workplace is a function of many factors, which are virtually out of sight and that of reach, for the organisations. Not only it is the internal environment of the company, but also there are external factors too, such as the family background, personal issues of the employees etc. that exert significant influence on the these employees for shaping up or govern their behaviour or responses to some situations.
Blok, V., Wesselink, R., Studynka, O. and Kemp, R., 2015. Encouraging sustainability in the workplace: a survey on the pro-environmental behaviour of university employees. Journal of cleaner production, 106, pp.55-67.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Brett, J.F., Uhl?Bien, M., Huang, L. and Carsten, M., 2016. Goal orientation and employee resistance at work: Implications for manager emotional exhaustion with the employee. Journal of Occupational and Organizational Psychology, 89(3), pp.611-633.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Maki, A., McKinney, E., Vandenbergh, M.P., Cohen, M.A. and Gilligan, J.M., 2017. Employee Energy Benefits: What are They and What Effect Do They Have on Employees?.
Mowbray, P.K., Wilkinson, A. and Tse, H.H., 2015. An integrative review of employee voice: Identifying a common conceptualization and research agenda. International Journal of Management Reviews, 17(3), pp.382-400.
Wu, C.H. and Parker, S.K., 2017. The role of leader support in facilitating proactive work behavior: A perspective from attachment theory. Journal of Management, 43(4), pp.1025-1049.
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