Organizational Identification And Workplace Management: Challenges And Strategies

Challenges faced by organizations

Discuss about the Organizational identification and workplace.

Organizational behavior refers the way of interaction between the individuals or between the teams in an organization. The human behavior towards an organization is the major part of the organizational success. The organizations tend to diversify by mitigating the workplace problem. In order to bring success in an organization, it is crucial to bring change in the organizational behavior as well as the employee behavior. Team conflict, employee motivation, workforce management are the major issues that occur in an organization (Wilson 2017). Lack of open communication is the major factor of such issues. In the recent years, workforce diversity and workplace management are the basic two organizational behavior issues that affect the growth as well as productivity of an organization.

One of the major challenges that the managers of an organization face are dealing with different people belongs from various cultural backgrounds (Qureshi 2017). This issue hampers the workforce diversity management in an organization. Every team in an organization has a common goal which can be fulfilled by maintaining workforce diversity. The organizations are trying to be cosmopolitan. However, many still many people are not able to accept the cultural differences in an organization. A difference in gender is another reason, which hinders the workforce diversity management in an organization (Palmer et al. 2017). However, due to the gender discrimination growth of the organization is affected. Organizations have lost their competitive advantages due to workforce diversity challenges. On the other hand, workplace challenges include employee motivation and employee rights. Often the employee expectations are changes due to change in workforce demographics. In the current period, employees have a demand for empowerment and quality of the status from the management this creates a big barrier to the organizational performance. 

Several organizational behavior theories are applied to the organizational settings to enhance the performance of an organization by satisfying the employees. One of the vital theories of organizational behavior is the attribution theory. According to this theory, people need to understand the way about how to judge an individual and how to behave with them (Gelfand et al. 2017). By following this theory the managers in an organization can understand the behavior of an employee and they can identify the internal or external cause of this particular behavior. This theory is helpful for the managerial heads of an organization to identify the current organizational problem based on the employee behavior.

Organizational behavior theories and strategies

Maslow hierarchy of needs is another theory that is associated with the organizational behavior. This motivational theory is helpful to motivate the employees in an organization, which is a big organizational behavior problem at the present time. Physiological, safety, social, self-esteem and self-actualization need are the major components of Maslow's theory (Healy 2016). Application of theory is beneficial for the managers to recognize the differences between the individuals. This theory allows the managers to identify that each employee is different from one another and they have different needs and personality. As a result, the managers are able to make a match between the people and the job. This reduces the employee conflicts in an organization. On the other hand, the organization is able to motivate the employees by identifying their different needs.

Job design is a big factor to enhance the productivity of an organization and to motivate the employees. Job specification makes the critical job into the simple form. As a result, each individual can perform over a select number of tasks through the repetitive process (Pinder 2014). In order to design a job, it is important for the managers to make a proper job description. However, the job description is detrimental to the performance of employees. However, the managers need to design a job as per the need of the employees. This will highly motivate the employees as well as increase their performance. On the other hand, working condition is another big factor that is associated with the performance of the employees and organizational growth. However, the establishment of a friendly working environment is crucial for an organization to lead their employees to feel comfortable. However, if the employees are not feeling comfortable in their work then it will be difficult for them to continue. In order to establish a good working condition, the managers need to keep the employees right in the organization (Gagné 2018). The managers should assure the employees about their job security and treat each employee equally. This will be helpful to reduce the workplace conflict and issues regarding the workplace diversity. Goal setting is another factor that has a big impact on the productive performance. To give the shape a business objective it is crucial to set the goal. In order to reduce the gender inequality, workplace challenges and challenges regarding the workforce diversity can be reduced by the managers by setting a goal to establish a collaborative work in the workplace. 

Reward and intervention program

From the above discussion, it has been found that maintaining of the workforce diversity and reduction of workplace issues are the main challenges of the organizational behavior. However, employee conflicts, gender discrimination, and racism are the rising issues of the organizational behavior. To mitigate such issues reward and motivation are an effective way. However, due to gender discrimination and racism, it is hard for the managers to manage workforce diversity (Lazaroiu 2015). Hence, to reduce this it is important to motivate the employees highly to enhance their performance. To motivate the employees one of the effective methods is the reward program. The managers need to motivate the employees by performance appraisal and giving a financial and non-financial reward. However, it is important for the managers to manage the intervention program as well as reward program with sensitivity to ethical, cultural and social concern. The managers need to provide a similar appraisal to all employees those are working in the same designation.

Discrimination should be reduced from the workplace and equality should be maintained while providing a reward. In order to maintain the workforce diversity, it is important for the managers to give similar value and respect to the employees belongs from different religion and cultures. Establishment of the collaborative work between the employees of different ethnic backgrounds will be an effective approach for the managers to reduce such workplace conflict (Blader et al., 2017). On the other hand, an organization of the social events in the office premises will be beneficial to reduce the workplace conflict. Managers should give equal right to the employees belong from the different cultural backgrounds. Giving equal promotion to each employee of the same designation is beneficial to enhance the diversity in the workplace. A reward is a good tool to motivate the employees as to reduce the organizational behavioral issues employee motivation is crucial. Employees are the sensitive part of the organization and associated with the organizational behavior (Cyert and March 2015). To motivate the employees it is essential to meet their needs as each employee has different needs. For this reason, it is important for the managers to identify the needs of each employee come from various ethnic and cultural backgrounds. This will help the managers to manage the cultural diversity in an organization.

Implementation of the organizational behavior strategy is helpful for an organization to bring development in the organizational behavior. As for example, in Woolworths has a low level of employee motivation. This is the main issue of their organizational behavior. Hence, Woolworths has been increasing their remuneration program as the organizational behavior strategy to motivate their employees. The managers of Woolworths introduced a range of incentives programs such as short-term incentives, cash-based incentives, and equity-based incentives. This organizational behavior strategy helps Woolworths to attract and retain the employees besides enhancing the cultural performance (Woolworths.com.au 2018). However, such organizational behavior strategy ensures that employees are motivated by providing them reward and equity in an organization, which can reduce the organizational behavior issues such as employee conflicts and workforce diversity management. Another example focuses on the maintenance of equity and diversity in the workplace of Zara. However, managers of this organization have taken responsibility to maintain the labor rights and the promotion of the human rights in their workplace (zara.com 2018). This is a good initiative of this organization to bring development in the organizational behavior. Implementation of the diversity and the human right in the workplace are the good examples of the development of organizational behavior as it reduces the racism and manages the workforce diversity.

The entire study reveals the organizational behavior and the issues related to this. It has been found that one of the major issues of organizational behavior is the management of the workforce diversity and the workplace challenges. In the recent years, these two issues are more prominent in the organization that affects the growth of an organization. The managers of an organization need to take more initiative to motivate the employees by giving them reward and keep their right in the organization. However, reduction of the discrimination based on the gender and the culture can be done by the implementation of the workforce diversity. On the other hand, Woolworths and Zara focus on the motivation, equality, and diversity in the workplace that ensures the development of the organizational behavior in these two organizations. 

References

Blader, S.L., Patil, S. and Packer, D.J., 2017. Organizational identification and workplace behavior: More than meets the eye. Research in Organizational Behavior.

Cyert, R.M. and March, J.G., 2015. A behavioral theory of the firm. Organizational Behavior, 2, pp.60-77.

Gagné, M., 2018. From strategy to action: transforming organizational goals into organizational behavior. International Journal of Management Reviews, 20(S1).

Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), p.514.

Healy, K., 2016. A Theory of Human Motivation by Abraham H. Maslow–reflection. The British Journal of Psychiatry, 208(4), pp.313-313.

Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66.

Palmer, J.C., Komarraju, M., Carter, M.Z. and Karau, S.J., 2017. Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior?. Personality and Individual Differences, 110, pp.31-37.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Qureshi, I., 2017. Role and Size of a Leader in Organizational Behaviors. Journal of HR, Organizational Behaviour & Entrepreneurship Development, 1(1), pp.13-16.

Wilson, F.M., 2017. Organizational behavior and gender. Routledge.

Woolworths.com.au. 2018. Woolworths. [online] Available at: https://www.woolworths.com.au/ [Accessed 24 Jan. 2018].

zara.com. 2018. ZARA. [online] Available at: https://www.zara.com/ [Accessed 24 Jan. 2018].