Human resource practices are very essential for the organization. It is usually significant for an employee to reflect on his work experience in the organization over a certain duration which enables the employee to appreciate his or her efforts in the career and identify the parts that need to be improved in the organization.
The reflective analysis is very significant in the life of an employee. This is because it enables an individual to assess him or herself together with the work environment and appreciate the achievements she or he has made and establish areas for further improvement.
Relevance and Experience
From my own experience as an employee, I have discovered that thinking where you have come from, where you are now and where you want to be in future in your career is very crucial as it gives you a sense of direction in life.
As an employee, I have always been so sensitive about my performance at the place of work. Giving my best to the organization has always been my first priority, and this is what has ever made me do a reflective analysis of various workplace issues that have a direct impact not only on my performance but also on the performance of other employees within the organization.
The nature of organization.
Hatch (2018) states that the organization can be perceived in the following ways: It is a process since it entails identification of critical activities and assign them to relevant individuals with the knowledge and skills to enhance the achievement of the established goals and objectives. It is a structure because the organization should have a clear leadership structure to enhance the adequate flow of information and to facilitate the decision-making process within the enterprise. The organization entails division of labor for various tasks that enhance the success of the organization. Various activities within the organization are usually designed to enhance the performance of set goals and objectives. Various individuals have authority in multiple capacities to enhance the performance of multiple tasks. According to Chowhan, Pries & Mann (2017), the administration has the following functions: Setting objectives to be achieved within a specific period by the employees and formulate the strategies to enhance the achievement of the set goals. The management has to establish the performance gaps that need to be addressed among the employees and facilitate employee training and development within the organization. The management communicate the concept to all the employees so that they can have a clear sense of direction to which motivates them. There are various challenges faced by organizations which are: changes in technology creates the need for adapting to the new technology in production which tends to be expensive for the organization as it necessitates employee training and acquisition of new machines and tools. Stiff competition creates a need for skilled employees to achieve the best performance who might not be available. Employee resistance to change inhibits creativity and innovation within the organization hence the organization growth and development is stagnated.
Relevance and experience.
From my past experience in various organizations, it is important for managers to understand this concept because it gives them a vast knowledge about the organizational aspect which enhances their performance. Managers should be aware of these challenges so that they know how to cope with them.
These concept has always helped me to choose the organization to work for since the nature of the organization depicts much about the organization. I have learned that the organization cannot exist without employees who are the critical assets for the success of any organization. As a manager, I will ensure that the organization I work with has all the aspects that make all the organizations skeleton. I learned that challenges are part and parcel of life and managers should establish various ways to overcome them. As a manager, I find it difficult to go against the employees' decision especially when there is a need for change, and yet they are resisting. In the future, I shall apply John Kotter's eight steps for change management.
MOTIVATION AND INFLUENCE
Motivation refers to the reinforcement to enhance the repetition of any desired behavior in an individual (Kauppila, 2018). For the success of the organization, employees need to be motivated in various ways such as promotions, rewards, etc. (Lazaroiu, 2015). According to Stansbury (2015) influence is the ability to enhance action among a particular group of people. For the success of the organization, a manager should be in a position to influence activity among the employees especially by adopting a good style of leadership and involve the employees in the decision-making process.
Relevance and experience
From my experience with various organizations managers can achieve their objectives due to good performance among the employees which can be achieved if the employees are motivated. The ability to influence employees' actions enhances cooperation within the organization which is crucial for the achievement of goals and objectives
Organizations can be successful if there are rewards for better performance among the employees. The employees feel appreciated and tend to do their best hence the achievement of the organizational goals and objectives. Leaders should use rewards to influence the action of the employees.
Communication is a very crucial aspect in any organizational setting as all the activities are undertaken due to clear communication (Katz, Lazars Feld, & Roper, 2017). Managers need to formulate clear communication channels for effectiveness.
Relevance and experience
Clear communication enhances achievement of the set objectives within the organization. It enhances giving and receiving instructions that is vital for effective employee performance within the organization.
Lack of information have an adverse effect on the performance of the organization. The organization has to communicate with both the internal and external stake holders.
According to Clegg, Mikkelsen & Sewell (2015) conflict in the workplace may be as a result of poor leadership style, resistance to change, etc. The manager should come up with effective ways for managing conflicts to enhance the performance of the employees.
Relevance and experience
Organizational harmony enhances high productivity among the employees due to less amount time involved in conflict resolution. Conflict resolution strategies should be formulated by the organization for effective performance of the organization.
Conflict is part and parcel of human life but what matters is how individuals manage their anger. I have learned that organizations can achieve more in a cool working environment where individuals are in good terms.
According to Helms & Oliver (2015) negotiation the process of agreement between two parties to come on a final decision. Parties in a conflict can negotiate to reach the final approval over a given matter.
Relevance and experience
Enhances satisfaction for the parties in a conflict since the parties reach a final decision. Each party is usually given an opportunity to express its ideas.
Today negotiation is the key to the success in all the aspects such as business where during the purchasing process individuals have to negotiate to reach the final decision.
It is very vital for the organization to adhere to various human resource practices which enhance the employee job satisfaction which in turn results to the success of the organization. Employee motivation enhances job satisfaction among the employee which enhance. Organizational peace enhances a good environment for production due to less time focused on conflict resolution and much time focused on production.
Clegg, S., Mikkelsen, E. N., & Sewell, G. (2015). Conflict: Organizational. In International encyclopedia of the social & behavioral sciences. Elsevier Science.
Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human resource management practices, work organization, and strategy. Journal of Management & Organization, 23(3), 456-471.
Hatch, M. J. (2018). Organization theory: Modern, symbolic, and postmodern perspectives. Oxford university press.
Helms, W. S., & Oliver, C. (2015). Radical settlements to conflict: Conflict management and its implications for institutional change. Journal of Management & Organization, 21(4), 471-494.
Katz, E., Lazarsfeld, P. F., & Roper, E. (2017). Personal influence: The part played by people in the flow of mass communications. Routledge.
Kauppila, O. P. (2018). How does it feel and how does it look? The role of employee motivation in organizational learning type. Journal of Organizational Behavior.
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, 97.
Markides, C. (2015). How established firms exploit disruptive business model innovation: strategic and organizational challenges. Business model innovation: The corporate dimension, 123-44.
Stansbury, J. (2015). Moral imagination as a reformational influence in the workplace. Journal of Markets & Morality, 18(1).