Organizational Behavior Perspectivesmina Prophittsouth Universitydr ✓ Solved
Organizational Behavior Perspectives. Mina Prophitt South University Dr. Brooke Griggs Organization Behavior and Communication April 11, 2021 Alphabet Inc., based in Mountainview, California, is one of the significant parent companies for technology businesses (Google) (Rakesh, 2020). The human resources department of a corporation manages staff in a prepared and coordinated manner. The areas of personnel retention, recruiting, compensation and perk settings, shift, and success improvement are also protected by the resource management process.
It also means looking into what is still present in the business as well as other tasks. The administrative HR method's biggest problem is that most organization administrators and employees do not obey employment legislation because they believe it does not matter to their company. Audits, litigation, and the company's collapse are also covered under the rules. Human resource management devotes many resources to developing the enterprise and developing the business and product. Recruitment and recruiting, as well as compensation and payroll, are also critical in most industries.
Non-compliance penalties, a shortage of staff and their employees, and inefficiencies that bog down the manufacturing cycle are all part of the operation. Small companies undergo significant financial and time commitments when company rules have not been implemented through the recruiting phase, where bad recruiting stems from hurried interview processes or the inability to obey clear protocols, saving an organization more money (Stewart & Brown, 2019). To draw top talent and a straightforward direction in creating career applications, hiring, interviews, and recruitment must be transparent and practiced by applying market laws. The importance of employee training and wellbeing in the workplace cannot be overstated.
As workers are hired, they become valuable assets to the company. It is essential to train them to avoid expensive mistakes and accidents. However, several companies have cut the period it takes to recruit and educate new hires, which has a negative impact on employees. Company regulations regulating staff training and wellbeing can be enforced to ensure that occupational accidents are minimized, increasing employee retention and morale. Employee preparation is also neglected, as is the revision of handbooks, laws, and ethical standards, both of which impact employee success (Stewart & Brown, 2019).
In business management activities, obsolete handbooks may contribute to miscommunication and legal issues. Individuals can follow business laws that are in sync with the evolving legislation and demands of their workers. References Rakesh S. (2020, December 7). Why Google became alphabet . Investopedia.
Retrieved April 7, 2021, from Stewart, G. L., & Brown, K. G. (2019 Desert Hospital Strategic Plan Corryn Hickson Strategies in Healthcare Strategic planning in healthcare organization entails creating actionable steps required to attain stipulated goals. The purpose of the strategy entails bringing the action of the organization into the alignment with the stated values and mission (Ginter, Duncan & Swayne, 2018). They are different from the others because they apply approaches that are value based, patient centric and have more traditional models of strategies.
The strategies come in various forms depending with the mission and vision statements. Purpose and nature of strategic planning. The development of strategies is a practice that calls for a more reliable approach in outlining the basic procedures that the organization is expected to adhere to depending with the agency of the matter being addressed. The approaches are more of patient centric and value based compared to others. 2 The position of desert hospital demands that a strategic plan be created for it to be back and fully functional.
The strategic planning would enable the hospital to be proactive rather than reactive Through the plan, a sense of direction is provided to the company (Ginter, Duncan & Swayne, 2018). However, the strategic plan may prove difficult to implement if appropriate caution is not in place Purpose and nature of strategic planning. Understanding the role that strategic planning plays for the future of the hospital plays an important part in this case. A sense of directs given to the hospital in terms of productivity and effectiveness which is a positive facet that the company needs to embrace. 3 The developed of the strategy occurred in phases in which phase one involved a keen situational assessment The hospital needed to improve its operations based on the internal and external capabilities The application of stakeholder analysis, resource analysis and the competitor analysis occurred in the process (Ginter, Duncan & Swayne, 2018).
Phase 2 entailed entailed the refinement of the vision and mission statements Process taken to develop the strategic plan Strategy development is a keen process that needs the application of basic operational framework that positively appeals to company needs in terms of efficiency and operations. The focus of the practice is revealing the actual appeal of the process and why it is highly effective. 4 Expert consultants, community stakeholders and hospital representatives were involved in the decision-making Their expert opinion determined the decision that was likely to be followed The application of the force field analysis and payoff matrix in making decisions was applied. Analytical and Decision Making Tools Decision making involves the application of key analytical tool that facilitates the creation of a better decision making framework that only works for the interests of the learners only.
The application of the force-field analysis plays an important part in coming up with approaches that works in providing positive information only. 5 Mission: “To provide competent, caring, and accessible emergency and acute care services for the residents of our local community. We are ordinary people operating an extraordinary community hospital.†Vision: “In its second century of service, Desert Hospital will set the pace for sophisticated care in Desert County. Getting better means all of us will be responsible for taking great care of our patients, each other, and our hospital.†The mission and vision guides the strategy to focus on the interest of the company in terms of goals and objectives.
Each of them points out what needs to be done for the organization to fulfill its purpose (Walston, 2018) . The purpose of mission and vision statements for informing and aligning strategic goals. The mission and vision plays important part in the provision of a sense of direction in terms of efficiency and service allocation. It is an important practice that entails organizational interests only in terms of efficiency and other important issues. 6 CEO recruitment would be an effective plan that would entails the basic hiring process A job advert would be made to attract the best and the selection would be based on skill, experience and education.
The joining of an integrated regional healthcare system would expose the company to more resources compared to when it is independent. However, joining the system would take away its autonomy and increase the dependency levels The purpose of mission and vision statements for informing and aligning strategic goals. The recruitment process is a defined procedure that demands adhering to certain regulations, the practice is focused on the implementation of ideals that works best of Desert hospital. 7 The competitive advantage that comes with the practice is the streamlining of administrative operations The hospital would have more resources and facilities (Walston, 2018) The hospital would have a clear plan that it could adopt to create its path to success.
The competitive advantage works best for the future position that the company is likely to enjoy within the market. The purpose of mission and vision statements for informing and aligning strategic goals. Understanding the viability of the practice is essential in putting up a reliable operational framework that works for the interest of the company alone. The process is focused on productivity which is a positive factor in place that relies more on increasing efficiency and other key issues. 8 The creation of incentives among healthcare practitioners is part of the motivational appeal.
The rewarding of accomplishments is part of the measure that is focused on productivity and appeal. The promotion of scheduling flexibility focuses on ensuring that the hospital provides recreational time for employees as motivation. The provision educational and career development opportunities to medical practitioners also motivates them. Motivational Strategies Motivation is key in ensuring that organizational appeals are provided with wider appeals that are focused on reflecting on the essentiality of order and provide a direct path towards the promotion of appeal only. 9 Harrison, J.
P. (2016). Essentials of strategic planning in healthcare. Walston, S. L. (2018). Strategic healthcare management: Planning and execution.
Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). Strategic management of health care organizations.
References . Mina Prophitt South University Dr. Brooke Griggs Organization Behavior and Communication April 18, 2021 Alphabet Inc., is an organization that is based in Mountain view, California. This is one of the important founding companies for technology business. The employee of this company has been complaining over time for low job motivation.
The company has therefore decided to make some changes that may improve employee job motivation. As a consultant in this company. I am therefore suggesting changes that would help in improving the performance of the company through the motivation that will be received by the employees. Some employees have noted that they are not happy on the job, saying the job is boring. Some have noted that they are being micromanaged by their bosses, yet they are never told how they are doing, whether they should improve their performance or not.
Some employees have complained of being in the same position for a long period of time, but they are never allowed to make their contributions on how to make their work better. This therefore calls for organizational change that will take into consideration all of the complaints raised by the employees in Alphabet Inc. organization that will help in making the employees feel recognized and appreciated in the organization. (Al-Ali, 2017) The changes that I would recommend in this company to help in motivating the employees would depend on a number of factors, these include considering what motivates the employees the most. I would consider what motivates the employees the most after interviewing them to determine the changes that would be relevant to the organization in order to improve the general performance of the organization.
Another thing that I would do is to ask the employees what demotivates that and what makes them feel demoralized in the company. Also, I would interview the employees on what they exactly want from work. For instance, the employee that complained of not having involved in making the organizational changes irrespective of him having worked for the organization for a long period of time. I would inquire if the employees wanted a more interesting work, more efficient bosses in the company, having more opportunities to have a look at the end results of their work, if they want a greater participation on the decisions made in the organization. If they want to be recognized more than what they are now and if they wanted a greater challenge on the job.
Some of the changes that I would make in the organization to ensure employees are motivated include introducing walking the job in the company. That is, I would encourage the managers of this company to always motivate the employees to do better by telling them that they have done better whenever they find them doing something interesting. The interest that is shown should be genuine and avoid going overboard or making more appeals to watch over the employee’s shoulders. In the case that the managers of this company have ideas of how the employees’ work should be improved, they should not shout them out, instead, these employees should be assisted in finding their way. The managers of this organization should set good examples by encouraging the employees for them to earn respect from the workers.
I would also request the managers and other stakeholders to remove demotivators from the organization. Managers of this organization should identify the factors that demotivates the staff and remove them or improve them to help motivate the employees. Such factors may be working hours. The employees may be bored in the company because of being exposed to work for long hours without any break which makes them get fatigued. Other factors may be the buildings and how they appear.
Sometimes having too old buildings that are not attractive to the employees and those that are so dusty may demoralize the workers from wanting to report to work daily, therefore setting new and attractive buildings would be better as this would serve as motivation to the employees who would want to be in their new offices always. I would advocate for removal of psychological problems such as boredom, unfairness on the job such as having some employees being paid better than others yet they the same qualifications and performance. Barriers to promotion and lack of recognition should be removed from the organization. Another way of enhancing motivation is through support. Managers should demonstrate support to the employees such as helping them out while sick, when they are in need, they should be shown love and care by the managers in order for them to feel comfortable working for the organization.
Demonstrating care towards employees helps in motivating them to work harder for the organization as they will understand that they will be given any assistance whenever need arises. Improve the rate of fringe benefits instead of issuing out money to the employees as a way of motivation to them. The fringe benefits can motivate the employees better than cash. This is because employees may take such benefits are things done out of love rather than money that is common to every other employee in any organization. For instance, giving employees some days off to go enjoy for vacations is better than giving them money without the time to use the money itself.
Therefore, employees can be motivated by being allowed to enjoy themselves out than being given the cash in terms of salary increments for good performance. After listening to staff on what they want, it is good for the managers to take action and make organizational change that favors the employees making them comfortable working in the company. This helps in ensuring that the employees remain in the company for long period of time working and happily feeling motivated. The organizational changes that will take place in this organization to motivate employee performance include: first, change in management. Top managers will have to be changed in this organization and bring in new ones.
This will be done to ensure that the employees are comfortable with the people that they work with. Employees are many in an organization and cannot be sacrificed for one person in the name of a manager. For instance, the owners of this company should look for ways of changing management in order to show the employees that they care about their welfare. Taking an example of a football team, when players are not satisfied with the managers, the team owners change the managers of the teams to motivate the players but do not sell the players. Alphabet Inc. company should therefore change its managers to bring in those that will motivate the employees.
Staff who are complaining of not being recognized may not be in good terms with the current managers. Improving their pay may not help them much but changing who managers them may bring a lot of change in the organization. (Idris,2018) Another way of bringing change in this organization that can help in motivating the employees can be innovations. Workers are complaining of a boring working condition, this may be due to working with the same systems over long period of time. The company should therefore bring in new innovations that will change the working styles of the employees. For example, if the workers were using manual systems in carrying out their duties, introduce the digital systems such as online working to remove the boredom from the workers.
Bringing in new innovations such as use of social media in for marketing may interest most of the employees who like using the social media platforms to also show off themselves. This will give them enough time to use the internet instead of burying themselves into physical files always. Another way of innovation could be introducing remote working ad allowing the employees who wish to work from home to stay at home for as long as they will perform their duties as expected by the company. For instance, due to the outbreak of COVID-19 Pandemic, many employees would not want to expose themselves to the dangers of conducting the disease by working in the more crowded places. Therefore, introducing remote working can motivate such employees to perform even better than when they were at the office physically. (Arif, 2017) The change implementation plan that will be used in ensuring that there is no resistance to change will be involving the employees in the change.
This is done by communicating to the employees about the change in time so that they contribute by giving decisions on what they wanted in the organization. Communication should be made about the changes through emails to communicate to the employees about the changes to be made in the organization and explaining to them properly how the changes will be implemented and the reasons for change. References Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A.
S. (2017). Change management through leadership: the mediating role of organizational culture. International Journal of Organizational Analysis. Arif, M., Zahid, S., Kashif, U., & Sindhu, M. I. (2017).
Role of leader-member exchange relationship in organizational change management: Mediating role of organizational culture. International journal of organizational leadership, 6, 32-41. Idris, A., See, D., & Coughlan, P. (2018). Employee empowerment and job satisfaction in urban Malaysia: Connecting the dots with context and organizational change management. Journal of Organizational Change Management.
Paper for above instructions
Organizational Behavior Perspectives at Alphabet Inc.Introduction
Alphabet Inc., the parent company of Google, is a significant player in the technology industry, headquartered in Mountain View, California. The corporation emphasizes cutting-edge innovation and sophisticated organizational practices to maintain its competitive edge. However, recent concerns regarding employee job motivation have surfaced, prompting the need for strategic organizational behavioral changes to enhance employee satisfaction and productivity (Rakesh, 2020). This assignment provides an exploration of organizational behavior perspectives, focusing on the motivational challenges faced by Alphabet Inc. and recommending actionable steps for improvement.
Understanding Organizational Behavior
Organizational behavior refers to the study of how individuals and groups act within the confines of an organization, influenced by various factors including culture, structure, communication, and leadership styles (Stewart & Brown, 2019). Effective understanding of organizational behavior can help address employee grievances, foster a positive work environment, and ultimately enhance the organization's performance.
Listening to employees, direct involvement in decision-making, and fostering a culture of recognition and respect are fundamental elements to improve motivation and engagement among workers. A detailed examination of Alphabet Inc.'s organizational behavior reveals several underlying issues contributing to low employee morale.
Identifying the Challenges
1. Low Job Motivation: Employees have expressed dissatisfaction, describing their roles as monotonous and uninspiring. This low motivation potentially stems from micromanagement, lack of engagement, and disconnection from the decision-making processes (Al-Ali et al., 2017).
2. Stagnation in Career Growth: Employees feel stuck in their positions without advancement opportunities. This stagnation can lead to frustrations and a sense of undervaluation at work (Idris et al., 2018).
3. Lack of Input in Organizational Decisions: Employees often feel removed from important decisions as their voices are not heard or considered. This disconnect can significantly demotivate workers, leading to increased turnover rates (Al-Ali et al., 2017).
4. Ineffective Communication: Transmission of feedback and performance assessments tends to be lacking. Employees are unsure about their impact on the organization, which can be detrimental to their engagement levels (Idris et al., 2018).
Recommendations for Improvement
To address these challenges, we propose several strategies aimed at revitalizing employee motivation at Alphabet Inc.
1. Enhancing Communication: Improving communication channels is essential. Regular meetings should be held to allow employee input and feedback. Open-door policies and anonymous feedback systems could help gather insights from staff about their experiences and suggestions for improvement (Arif et al., 2017).
2. Employee Empowerment: Empowering employees to take ownership of their roles can significantly boost motivation. Involvement in projects and decision-making, along with opportunities to lead initiatives, encourages individuals to feel valued and important within the organization (Idris et al., 2018).
3. Skills Development Opportunities: Investing in continuous training and professional development can reinvigorate the workforce. Providing platforms for learning new skills, alongside career advancement workshops, can motivate employees to upscale their qualifications and foster a sense of progression (Walston, 2018).
4. Encouraging Recognition and Feedback: Regular recognition of hard work and achievements can enhance employee motivation. Simple gestures like public commendations in meetings or reward systems can significantly uplift morale. Implementing performance reviews with constructive feedback may also guide employees in their growth (Stewart & Brown, 2019).
5. Revamping Work Environment: Aesthetic improvements to workspaces can also handle issues of monotony. Open and creative spaces that encourage collaboration, along with providing areas for relaxation, can enhance overall employee morale (Ginter, Duncan, & Swayne, 2018).
6. Flexible Work Arrangements: Initiatives like remote work options and flexible working hours can help employees to balance their personal lives with their work responsibilities, thus improving satisfaction and retention (Harrison, 2016).
7. Career Advancement Pathways: Clearly defining pathways for career advancement and communicating them to employees fosters transparency and gives workers something to strive for, thereby motivating them to stay and perform well within the company (Walston, 2018).
8. Leadership Training: Managers must receive training on effective leadership styles that promote motivation and respect among employees. Fostering a culture of mentorship can bridge the gap between higher management and employees, enhancing engagement levels (Al-Ali et al., 2017).
Implementation Plan
Successfully enforcing these changes requires a structured implementation plan, including:
- Communication Strategy: Clearly communicate upcoming changes through emails and meetings to ensure transparency and inclusion.
- Stakeholder Involvement: Engage employees and stakeholders actively in discussions around changes. Form feedback groups or committees involving employees to ensure their voices shape the initiatives.
- Pilot Programs: Testing new policies on a small scale can help in evaluating their effectiveness before full-scale implementation across the organization.
- Regular Reviews: Establish metrics for success and conduct regular reviews of the implemented changes to adapt and evolve strategies based on feedback and outcomes.
Conclusion
Organizational behavior plays a crucial role in enhancing employee motivation and satisfaction at Alphabet Inc. By addressing employee concerns, improving communication, empowering employees, providing professional development opportunities, and fostering a positive work environment, Alphabet can create a more engaged and productive workforce. These recommended changes can shift the culture to one that is more inclusive, motivating, and conducive to both individual and organizational growth.
References
1. Arif, M., Zahid, S., Kashif, U., & Sindhu, M. I. (2017). Role of leader-member exchange relationship in organizational change management: Mediating role of organizational culture. International Journal of Organizational Leadership, 6, 32-41.
2. Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). Strategic management of healthcare organizations. Oxford University Press.
3. Harrison, J. P. (2016). Essentials of strategic planning in healthcare. Journal of Healthcare Management.
4. Idris, A., See, D., & Coughlan, P. (2018). Employee empowerment and job satisfaction in urban Malaysia: Connecting the dots with context and organizational change management. Journal of Organizational Change Management.
5. Rakesh, S. (2020, December 7). Why Google became Alphabet. Investopedia. Retrieved from [link].
6. Stewart, G. L., & Brown, K. G. (2019). Human resource management (4th ed.). Cengage Learning.
7. Walston, S. L. (2018). Strategic healthcare management: Planning and execution. Healthcare Management.
8. Al-Ali, A. A., Singh, S. K., Al-Nahyan, M., & Sohal, A. S. (2017). Change management through leadership: The mediating role of organizational culture. International Journal of Organizational Analysis.
This solution integrates the essential aspects of organization behavior while providing concrete solutions to the identified issues at Alphabet Inc. Through systematic implementation and continued assessment, it's beneficial for enhancing the company's atmosphere and employee satisfaction.