Management is critical to the performance of any given organization as it strives to satisfy the customer needs as part of its strategy to remain profitable and competitive. It is the initiatives of the management on behave of the owners to oversee the resources and assess the internal and external environment to maintain the competitiveness of the organization. It is through contingency approach that management show fits relationships among multiple factors. Primarily, their resulting influence on relevant criteria not only by identifying ideal configurations that generate optimal outcomes but also by indicating deviations from such fit arrangements that cause low performance among their employees. However, the management approach results in strategy –structure-performance relationships which if optimized results in clarity and productive form of interactions between the factors of interests. Change in management is a common occurrence in the instance of retirement, death, appointment to a higher position among other incidences. It is through a well-stipulated culture, communication procedures, recruiting and firing, the motivation of employees, and leadership that an organization attains her goals and missions.
Management should be reliable and avoid being bias to any group or sector of the company to ensure maximum outputs through organizational behavioral which is informed. It can be a complex and exciting procedure as variables and concepts involved impact the factors which complicate the manager’s ability (Frey & Osterloh, 2013). It, therefore, assist the management to understand, appreciate and manage others in the organization according to the required standards. It thus helps managers to be in a position to depict the complexity of the situation within the organization and identify problems for solving in the early stages hence correcting them and determine if the changes will yield positive results (Tosi & Pilati, 2011). It is the behavior in which employees interact with the organization and also with their colleagues. For instance, in the UEC Ltd, if there were informed behavioral management, CEOs and departmental heads would have been trained to interact well with the juniors creating a smooth transition of information. However, this was not the case and created difficulty in disseminating the information across the organization. It further destroys rapport of the assigned supervisors with the juniors as they appear pushy on the employees even if the order was from the higher management level.
It focuses on the individual-organization interface whereby environmental interface interactions with individuals bring the unique qualities of personal characteristics and their experiences from previously served organizations and personal backgrounds. It encourages individuals to act on their abilities without doing something to show off or please the management. Thus, individuals should not work in isolations, and teamwork should be encouraged in a variety of ways. Therefore, there should be a stipulated behavioral management system in the organization that looks into the foreign perspective the individuals bring into the organization to regulate such upcoming in the working setting (Tosi & Pilati, 2011). The introduction behavior by the employees can be healthy and should not be put-off and ignored as they may be constructive and geared towards the organization success as the organization exists before a particular person joins and continue to live after his or her exit. Therefore, the organizational behavior should be maintained in all instances.
The interaction of the organizational behavior and its nature
Organizational structure brings about the protocol in the company on how matters are handled in the organization levels. Breach of etiquette results in repercussion on the perpetrators, but for the UEC Ltd, the CEOs and departmental heads were judgmental and non-ethical in their undertakings by not interacting with the other works resulting in a breakdown of communication. Moreover, the junior employees are the pillar of the organization’s management system as they are the base and makes up the production team and should be respected and treated with significant attitude. The elevation of departmental heads to the position of CEOs provides a sense of encouragement to the junior employees in the room of growth in their careers (Cascio, 2018). However, selecting employee to such position, proper interviewing should be put in place to obtain the most competitive individual for the position rather than minor selection procedures. It is ascertained that the individuals selected failed in interacting with the junior staff which will be replicated in the higher job they have been placed. Therefore, it provides the need for them to strive and aim higher in being productive. Reporting leads to the exchange of knowledge in the firm and also enlightening those in management to understand the roles of their juniors and have a little understanding of the job they undertake to reduce instances of being looked down upon by the juniors.
The culture of an organization provides a detailed way of doing things. It stipulates the dos and don’ts of the organization and guides new and the seasoned employees of the company to evade punishment and penalties in going against it. It grows and set root with the prolonged existence of the organization as thoughts and emotions of the members tend to look alike (Schein & Schein, 2016). However, it is affected by thought, language and emotional processes especially when a subsidiary company moves to another new country. For example in the UEC Ltd, change of the CEOs would affect the company’s performance momentarily when employees tend to adjust, but the remedy is that the elevated CEOs understand the company correctly having been employees previously. Furthermore, it provides the ideal method of handling matters in the firm and also punishing strayed employees and providing boundaries in each section. Organization’s ethical culture attracts clients hence enabling good working relationship amongst the employers and employees (Schein & Schein, 2016). It provides the protocol for solving any arising issue. Additionally, new employees joining the institutions have the mandate to evaluate the ethical culture of the organization and ascertain if they can cope with it. An organization with reputable culture is envied by the competitive employees and also the clients.
Leaders should be role model to their juniors in any organization set up to earn respect from the juniors. For instance, the case of UEC Ltd directors’ retiring shows a sense of professionalism in the company and provides a challenge to their successors. Being boss-like figure in a company makes one appear bully but lying low and listening to one’s junior staff provides a conducive working environment (Schein & Schein, 2016). Team building should be encouraged to nature good understanding and also provide interactions among the organization members in building working relationships. It further provides discovery of some attributes in the employees which would not have been discovered in the working environment. Nevertheless, decentralization of power should be encouraged in an organization to ensure smooth flow of work in the event where superior employees are not around, and permission needs to be granted (Schein & Schein, 2016). It allows for free participation in decision making and contributes to the feeling of satisfaction hence some crucial effects on the organization.
Moreover, leaders should develop job enlargement to be aware of the tasks an employee performs and have the basis for correcting them. It promotes a quality of supervision by being competent, treated with respect, and provides the best interest in mind boosting open line of communication with superiors (Schein & Schein, 2016). It appears irrelevant for a CEO correcting a junior staff on the duties he is not conversant with in the first place hence cannot ascertain the staff's performance. From the case, UEC Ltd, CEO and department head rarely interact with the junior employees leaving the burden to the supervisors. Therefore, the protocol should be maintained at all the instances in an organization to improve performances and also attach employees to be answerable to his immediate boss reducing cases of quarrels.
Communication is the basis of relaying information and provides the dynamics of how people relate to an organization. The employed methods in organizations can be verbal or written depending on the target people and also the urgency of the situation (Griffin & Moorhead, 2012). Furthermore, they are essential as it acts as evidence of the occurrence of misconducts and can be used against the culprits to deliver warning statements or make an apology for the wrong committed. It disseminates power to the individuals in the mode they send and receive information from others and their capacity to influence them. It determines the functionality of an organization by allowing individuals and groups to coordinate their efforts and activities effectively. It is of the essence as it keeps the staff of a firm tied together and also helps in solving out any arising matters (Goksoy, 2016). Most organization rely on media for communication for they are considered rich and foster higher rank of information but face to face communication should be encouraged as they are binding and gives room to clarify issues and convince the respondent. However, several companies consider telephone communication as they are faster and do not involve physical movement within the offices.
Communication provides a detailed method of the employees gathering their plea to the management phase in a way they can encode and answer them within the shortest time possible. For instance, an organization with proper communication reduces incidences of go slow and strikes in events of late pay or misunderstanding with the management (Griffin & Moorhead, 2012). Moreover, allowing the employees have direct communication reduces chances of doubting relayed information if the sender has a bad rapport with the junior staff. Therefore, the connection is fundamental to organization’s well-being and proper channels should be stipulated. It can be attained through daily meetings before days work coupled with prayers. It assists the staff to share their predicaments and allow bonding time hence reaching instance feedback on pressing issues.
It is the responsibility of the management to motivate her employees and provide a good working environment. Motivation in an organization can be attained by meeting necessary employees’ needs, rewarding them fairly, enhancing beliefs that desires can be rewarded, setting goals, and designing jobs to make them more desirable (Tosi & Pilati, 2011). Motivated employees are more productive and are self-driven. It initiates competition in the firm as each employee is determined to achieve the goals of the company. For instance, appointing the departmental directors in the UEC Ltd was motivational to the other employees as it enhanced the belief that desires were rewarded. Moreover, it should be geared towards teamwork as the employees are working towards the same goal and not competing against themselves to avoid the instances of trying to pull others down or taint their names.
Motivation should not mainly be taken as monetary value but can be paid off, less working hours provided that the employee has attained his daily targets, change of shifts, and assignment of higher responsibilities. It is further explained by the Maslow’s hierarchy of needs how motivation encourages employees to pursue their needs in a growing firm hence making them more productive (Tosi & Pilati, 2011). Nevertheless, in as much as the organization tries to motivate his employees, the initial concept is maintaining the importance of being fair hence calling for fair rewarding to avoid misleading occurrence and manage the input and outcomes.
Motivation as a factor of performance
Goals and mission
Organization’s goals and objectives are identified through strategic planning and are binding to attaining its mission and vision. It stipulates the motives of the company and binds the employees to them. It is the role of the supervisors and the management to assign specific goals to the employees. It is due to some people tending to work at higher levels when assigned some responsibilities and given targets and datelines (Vaughan & Arsneault, 2013). The goals assigned should be challenging but attainable to avoid discouraging the employees. Therefore, if they fail in achieving them, compared to the simple goals which are made readily do not inculcate desire increments in performance. Furthermore, people will work hard to reach challenging goals provided they are within the limits of their jurisdiction, however, too difficult goals subject people to reject them as they perceive them to be unattainable hence making the performance to suffer (Vaughan & Arsneault, 2013). Moreover, the management should strive to attain the mission of the company by following the goals to the latter as they provide customer satisfaction strategies, thus acting as role models to their juniors by setting the par higher.
Authority and responsibility
Organizations operate through the assignment of roles and responsibilities coupled with authority to carry out the assigned duties. Authority is yielded through ethical leadership in an organization and places the management in a good position to command the employees of their roles and heed to them because of the mutual understanding and respect developed in the company’s culture (Natarajan, 2017). It assists in enforcing the rules and regulations of the firm without employees feeling oppressed because of the significant ethics instilled in the organization’s culture. It requires resilient management in an organization to implement the goals and to attain the objectives, therefore, calling for the selection of the right people to perform these tasks. For the case of UEC Ltd, they failed in determining the CEOs who can be authoritative and responsible for the organization’s errands. Therefore, the organization should build an ethical behavior in ensuring diligent authorities are selected hence providing a pleasant working environment.
Responsibility for the management and employees guides them to be diligent in their duties to reduce errors which can be used to prosecute them. Therefore, identifying, reviewing, and communicating organization’s roles are of the essence in making decisions in the event of an incident and during the routine work (Natarajan, 2017). It can be attained by training personnel annually to be conversant with their duties. Moreover, junior employees should be enlightened to be liable to the superiors making them work smoothly in delivering their roles.
Conclusively, the management plays a vital role in smooth running of an organization. It provides swift and timely planning to edge out their competitors by implementing relevant policies and adopting appropriate technological advancement and innovation. Therefore, strict measures should be incorporated in place to govern the method of selection of new management members in events of retire of the incumbent members. Organization structure and culture should be considered in selecting the management to maintain and improve the performance of the organization as the customer loyalty is preserved. Additionally, authority and responsibilities of the employees are stipulated coupled with reputable leadership to encourage the achievement of the goals and mission of the organization.