Essay: Relationship Management Business Strategy - Discuss.

Organizational Behavior Theories for Enhancing Productivity

Question:

Discuss About The Relationship Management Business Strategy?

Productive Performance is essential for the organization as it helps to survive for a long time in the market. Organization behavior gives emphasis on the individual behavior. It is analyzed that one of the objectives of organizational behavior is to revitalize the theory of the operations so that the concept of organizational life can be developed.  Organization behavior helps to understand the working pattern of the activities conducted by the organization. Proper interaction can be made within the organization if proper theories related to organizational behavior are taken into consideration (Shields et al., 2015). When employees conduct the activities it is seen that it is important to understand the behavior of others and also make other understand yours so that the goals and objectives can be accomplished effectively. 

Organizational behavior theories are concerned with the human resources so that the productivity level can be enhanced. Managers should instruct the employees in such a manner so that they can give their best to attain success.  Every manager wants to attain success, so it is important to give emphasis on increasing the employee satisfaction level, job performance and also to encourage the leadership.  Performance and productivity level can only be enhanced if there is proper management in the organization (Armstrong and Taylor, 2014).

This report will focus on encouraging the productive performance of employees. So the discussion will be made on designing of jobs, working conditions, setting of goals and motivation. To maintain a good environment for conducting the activities it is essential to adapt the working environment and also to evaluate the goals and objectives that are required to be achieved.

Organizational behavior assists to explain the interpersonal relationships between the employees so that coordination can be maintained between them. Human behavior is easy to be predicted, so it is important to consider organizational behavior theories so that activities can be conducted in a smooth manner.  Managers give focus on maintaining the performance and productivity of the employees who are conducting the routine activities of the organization.

 It is evaluated that motivation plays a great role to enhance the confidence level of the employees.  If motivation is given to the employees then it can easy to accomplish objectives.  Theories related to organizational behavior are taken into consideration by the managers so that performance productivity can be enhanced. It is essential to have brief knowledge about the activities that are conducted in the organization. Proper knowledge will assist the workers to conduct the activities with confidence (De Jong et al., 2016).

Designing Jobs to Encourage Productive Performance

Theories of organizational behavior assist the leaders to manage the activities of the workers. Confidence is also considered as an essential part of the employees.  Confidence can be increased by assigning job according to the interest of the employees.  If the employees are not efficient towards the activities then it can create difficulty to complete the task assigned in an effective manner.  It is essential for the companies to appoint employees who are efficient as the level of competition is increasing day by day. By considering the recent scenario, it is essential for the company to maximize the satisfaction level of the consumers so that growth can be achieved. Goals can be attained if the theories of the organization are considered effectively (Hoch and Kozlowski, 2014).

Designing of Job should be done with proper care and by taking into consideration the interest of the employees towards the activities of the organization. A job should be designed in a proper way so that the employees of the organization can complete it in a proper way.  It also assists to maintain proper relationships between the employees and management.  Quality products and services are essential for the organization to sustain in the competitive environment.

To enhance the productive performance of the employees it is essential to focus on designing of jobs.   The organization can easily attain goals and objectives if jobs are designed in a proper management.  Salary is one of the essential factors for the employees. It is seen that if good wages are not given to the employees, then it can be difficult to retain them for a long time.  The efficiency of the employees depends on the satisfaction level of the workers and satisfaction level comes from the salary offered to the employees to conduct the activities.  Job designing also helps to increase the motivation level of the workers and reduces the workplace absenteeism. It is important to design jobs in such a manner that helps employees to become productive and satisfied with the tasks that are assigned (Navimipour and Soltani, 2016).

"Maslow's hierarchy of needs" is a theory that focuses on satisfying the needs and wants of the workers. There are five levels of "Maslow's hierarchy of needs". Physiological, safety, belonging, esteem and self-actualization need.  It is analyzed that subordinates focus more on safety and belonging needs (Olafsen et al., 2015). The top management focuses on esteem and self-actualization needs. These are the basic requirements for the employees. If it is not satisfied then it can create difficulty to accomplish goals and objectives. This theory helps to motivate employees so that the routine activities can be conducted smoothly.  Flexible timing is also one of the factors that help to enhance the motivation level of the employees. It is important to have a proper balance between the personal life and work life balance (Gelfand et al., 2017).

Employee Motivation for Greater Productivity

Next theory is Herzberg's Two Factor Theory in which the leaders take into consideration the employees of the organization.  This theory helps to enhance the satisfaction level related to the job and also evaluate the essential factors.  The first factor is motivator factor that focuses on the satisfaction of the employees and also helps to conduct the activities efficiently.  The second factor is concerned with the hygiene factor in which the employees are dissatisfied if proper salary is not given to them.  To encourage employees for productive performance it is important for the companies to conduct the assigned tasks to improve motivator and hygiene factors. It is evaluated that employees can be motivated by giving appreciation and also by giving support (Ozguner and Ozguner, 2014).

Working conditions also assist the workers to encourage productive performance from the employees.  If proper environment is not offered then it can be difficult to conduct the activities with efficiency. So personality fit theory is related to high satisfaction level of the employees that can be attained from the activities.  The manager focuses on the process of designing of jobs so that the personality of the workers can be matched properly with the workers. If the activities are according to the workers then it is evaluated that efficiency can be attained (Strategy, 2015).

Organizations should focus on providing training to the employees so that proper information of the activities can be given to the workers. Goals of the organization play a great role to conduct the activities of the organization. The companies should allow the workers to share the feedback so that they can feel happy and comfortable to conduct the activities. Reward theories should also be considered by the companies so that the management and the workers can conduct the activities smoothly (Krishnamurthy et al., 2014).

It is essential to offer rewards and incentive by taking into consideration employee assistance programs. These programs give assistance to the employees so that proper balance between work and home life can be maintained. Monetary incentives should be given to the employees like paid time off and cash rewards so that productive performance of the employees can be enhanced (Ruff and Fehr, 2014). These incentives help to encourage good competition between the associates. Monetary rewards help to motivate employees so that they can give their best towards the activities assigned. Non-monetary incentives reward employee performance through perks.  The rewards consist of flexible working hours and training opportunities. The rewards and incentives are valuable for the employees as it helps to gain new skills (De Gieter and Hofmans, 2015).

Training and Feedback for Improved Performance

By evaluating the paper, it is concluded that Maslow's hierarchy of needs theory plays an essential role so that the productivity and motivation level of the employees can be enhanced.  If the employees are motivated then it assists to attract more consumers towards the organization. The managers of the organization should provide proper knowledge so that the activities can be conducted efficiently.  Employees who are efficient can help the organization to accomplish the overall goals and objectives of the organization.

So, it is essential for the leaders to focus on the goals and objectives of the organization so that the activities can be conducted in a proper manner.  Designing of jobs should be in such a manner that will help to analyze the capacity of the workers.  It is essential that the workers should be satisfied with the activities that are assigned so that they can give their best. The working condition also gives impact on the productive performance of the employees. So, it is important to focus on maintaining proper working environment so that the goals and objectives of the organization can be accomplished.

References

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees’ turnover intentions and performance: an individual differences approach. Human Resource Management Journal, 25(2), pp.200-216.

De Jong, B.A., Dirks, K.T. and Gillespie, N., 2016. Trust and team performance: A meta-analysis of main effects, moderators, and covariates. Journal of Applied Psychology, 101(8), p.1134.

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.

Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390.

Krishnamurthy, S., Ou, S. and Tripathi, A.K., 2014. Acceptance of monetary rewards in open source software development. Research Policy, 43(4), pp.632-644.

Navimipour, N.J. and Soltani, Z., 2016. The impact of cost, technology acceptance and employees' satisfaction on the effectiveness of the electronic customer relationship management systems. Computers in Human Behavior, 55, pp.1052-1066.

Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.

Ozguner, Z. and Ozguner, M., 2014. A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory. International Journal of Business and Social Science, 5(7).

Ruff, C.C. and Fehr, E., 2014. The neurobiology of rewards and values in social decision marketing. Nature Reviews Neuroscience, 15(8), pp.549-562.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Strategy, C.B., 2015. Customer Relationship Management as a Customer-Centric Business Strategy.