International Journal and Human Resource Management †Free Samples

Question: Discuss about the International Journal of Human Resource Management. Answer: Understanding Organizational Behavior Effect of the changes Organizational behavior is directly affected by the various dependent variables such as the productivity of the employees, the absenteeism of the employees, the employee turnover and the job satisfaction of the concerned employees of the concern. The sudden agreement of the owner of the organization regarding the takeover of the company by a larger organization has led to an unrest among the employees of the company. The employees of the company are found to be unstable after the sudden decision of the takeover and thus tend to have a lower productivity due to the constant state of unrest and instability that has been prevalent in the company. The employees of the company might resort to the absenteeism due to the lack of stability of the company. The reduction in the number of the employees after the takeover might have created a huge amount of unrest among the employees of the organization. The current situation of the company demands the application of the collegial model of organizational behavior. The collegial model of the organizational behavior states that the employees of the organization must be treated as a team (Kehoe Wright, 2013). This in turn is expected to motivate the employees of the concern to work towards the goals that are set for the concerned company. The employees of the concern should be motivated to engage themselves in the company and work as a team towards completion of the concerned task at hand. The sudden decision of the owner to accept the takeover by the other larger company has led to the provision of the reduction in the number of the employees as well as the entire management team. This has led to the conditions wherein the concerned employees might tend to stop working with the organization due to the current situation in the company. This has a great effect on the job satisfaction of the concerned employees (van Scheers Botha, 2014). The constant threat faced by the employees due to the acceptance of the takeover has led to the poor performance of the concerned employees. This has even led to the lowering down of the chances of the imminent takeover by the larger organization. The concerned company might have to deal with a low employee morale in this case due to the suddenness of the decision on the part of the owner regarding the matters of the turnover. The company might also have to face a huge employee turnover rate due to the fact that the takeover would lead to a reduction in the number of employees in the concerned company. People management using organizational behavior The people who have been working with the organization since the inception of the concerned company might have been highly shocked by the sudden decision of the takeover of Bronzz along with the low amounts of information that are made available to the concerned employees. The organizational behavioral theory that is best suited for the given condition is the X and Y theory of motivation that was put forward by McGregor. This theory states two different theories related to the motivation that can be provided to the concerned employees. The theory X states that the employees might be motivated by laying more stress on the strictness of the supervision, the rewards and the penalties that might be awarded to the concerned employees of the concerned organization externally (Grbz, ?ahin Kksal, 2014). The theory Y however tends to be in contrast with the theory X that has been mentioned above. The theory Y states that the job satisfaction of an employee might be the greatest motivation to the concerned employee. The job satisfaction of the employees might help the concerned employees to get highly motivated and thus help the concerned organization to perform better with the passing days (Mohamed Nor, 2013). The job satisfaction of the employees helps them to attempt and approach the tasks at hand without the need for the direct supervision of the concerned senior employees. The two theories that are put forth by McGregor in the famous X and Y theory of motivation are the two continua that are different from each other. In order to attain the most efficient employee production, the concerned management is advised to abide by a combination of both the theories. The concerned management is advised to apply the theories for the enhancement of the performance of the employees of the c oncerned organization in accordance to the personalities that are depicted by the concerned employees. The employees who are driven by the attitude to perform at the concerned organization tend to be task-oriented (Ahmad, Idris Hashim, 2013). The management must put forth various rewards in order to motivate the task-oriented workforce. The employees who depict the relationship-oriented personalities might tend to be motivated by the job satisfaction that the concerned task at hand might provide them. The concerned management is advised to focus majorly on boosting the morale of the workforce which might help in the progress of the concerned organization. Opinions, attitudes and values Overview of the opinions, attitudes and the values along with examples Employee opinions play a huge role in the performance of the concerned organization. The opinions of the concerned employees of the organization helps the concerned organization to deal with the issues that might be raised within the organization (Wiley, 2014). The employee opinions might prove to be helpful for the concerned management of the organization in order to motivate the employees as this provides the employee with the feeling of being important in the concerned organization. An example of the employee opinion might be a situation where in the concerned management of an organization might conduct a survey among the employees asking for their opinion on a certain change that heh management has been attempting to implement. The employee attitude refers to the psychological state of the mind of an employee which helps in determining the ways in which the concerned employee might perceive a given situation. The employee attitude generally tends to determine the behavior of the concerned employee in a situation (Maynard Parfyonova, 2013; Arrowsmith Parker, 2013). An example of good employee attitude might be found in the cases where the concerned employee maintains a positive outlook towards the completion of the task at hand within the assigned deadlines. Employee values might be defined as the capabilities, experiences and skills that are brought along by the concerned employee while the concerned person joins the serving force of the concerned organization (Van den Heuvel, Schalk van Assen, 2015; Chung-Chieh Chen, 2013). An example of the employee values might be cited in the cases wherein the concerned employee shows the necessary characteristics of dependability, loyalty, open-mindedness and reliability. Analysis of the values displayed by Bron with respect to the actions taken against the proposed sale of Bronzz Bron, in the concerned case study, is observed to have agreed for the takeover of Bronzz, by a larger organization. This step by Bron has resulted in the unrest among the employees of the concern. The organization that might buy the company, Bronzz has put forth certain conditions regarding the number of the employees that it is ready to incorporate within the system. The buyer organization had proposed a reduction of at least 20 employees from workforce at Bronzz and that there should not be any management team at Bronzz. The agreement of Bron to these terms had led to the spread of rumors among the employees, thereby affecting the overall performance of the company. The values that were displayed by Bron in this case are those pertaining to the positivity, optimism and motivation. The owner of Bronzz demonstrates the use of positivism and optimism when she puts across the fact that the employees who have to be terminated from serving Bronzz, might be offered positions in various other departments of the company that has put forth the offer of the takeover. She further motivates the management team responsible for the various functionalities of the existing staff at Bronzz by hoping that even they might be offered better positions after the merger. This might help the concerned managerial staff as well as the other employees who have been serving the company to remain optimistic and deliver the best quality of the service to the organization. The values demonstrated by Bron, however, is not observed to be effective enough since the condition of unrest is observed to have been continuing in the concerned organization. Motivation in the workplace Description of the overall environment before the proposed sale The overall environment of the company in discussion, Bronzz had been very jovial and supportive. The employees of the organization were observed to be working as a team towards the progress of the company. There had been no major issues within the organization pertaining to the employees and the concerned management. The employees of the organization were observed to have a huge amount of job satisfaction. The job satisfaction of the employees tended to motivate the employees to work harder in order to help the concern to attain the aimed success. The management team of the organization is observed to have been supportive of the staff who have been working at the various departments of the company. This helped the company to make a commendable progress in the concerned field. The employees of the company helped the company to become one of the best employers in the country by demonstrating the high levels of job satisfaction that had been a part of the employment at Bronzz. The empl oyees demonstrated a great amount of collaboration among themselves thereby installing an environment of harmony in the concerned company. The management team responsible for the overall improvement and performance of the company demonstrated a huge amount of understanding for the concerned staff and thus helped the staff to develop and get promoted based on their performance in the company. Identification and the explanation of three issues that have developed at the organization The company has been facing issues regarding the staff and its welfare since there has been an announcement of the concerned sale of the company to the larger business organization. The three issues that are observed to have been present in the concerned company are as enlisted below. Employee retention The employees of the concern have to face a huge amount of retention in case the takeover by the larger company takes place. This retention of the employees might lead to a greater unrest among the concerned employees which might in turn affect the performance of the company. The management of the organization is advised to follow the motivational theory proposed by Maslow. The motivational model of Maslows Hierarchy of Needs states that the employees serve the concerned organizations based on the various needs that they aim to fulfil (Kaur, 2013). The Hierarchy of Needs model by Maslow is recognized by the pyramidal structure of the model. The basic structure of the model states that the basic needs of the concerned employee should be met in order to ensure that the employee aims for the needs that have been dealt with in the higher levels of the pyramid (Pinder, 2014). Job insecurity The employees of the concern, in this case, are observed to have been facing issues with the insecurity that has been looming over their concerned jobs. In order to motivate the employees in this state of the company, the management might resort to the application of the Herzbergs two factor theory of motivation. This theory states that there exists separate set of factors that might affect the job satisfaction of the employees. The Herzbergs two factor theory of motivation, also known as the intrinsic vs. extrinsic motivation or the Motivation-Hygiene theory, states that the factors involved in the increment of the job satisfaction of the employees might not maintain a linear relationship with the factors that tend to enhance the dissatisfaction among the concerned employees (Malik Naeem, 2013). The various intrinsic motivators include the recognition of the concerned employees, their growth potential and the recognition of the employees. The various extrinsic motivators might incl ude the job security, the remuneration that is offered to the employees and the fringe benefits that are dedicated towards the employees. Lack of information The company in discussion in this case, Bronzz displays the condition of the lack of the information on the part of the employees of the concern. The employees of the concern have reported the fact that the announcement of the sale of the company had been a huge shocking news for them. The managerial employees of the company are observed to be busy with the activity of securing their own jobs and paying lesser heed to the various rumors that have been spreading in the concern. The motivational model that might be appropriate for the current situation is the X and Y theory as proposed by Douglas McGregor (Lawter, Kopelman Prottas, 2015). The theory puts forth two contrasting models of motivation that can be extended towards the workforce of the company. The X and Y theory model of motivation by McGregor puts forth two theories, theory X and theory Y. The theory X lays more stress on the various authoritarian ways to deal with the concerned employees of the organization. the theory X lays more stress on the various methods of strict supervision over the employees and extending the various rewards to the concerned employees. The theory Y, on the other hand, lays more stress on the motivational role played by the job satisfaction of the concerned employees (Lpez-Domnguez et al., 2013). Motivational approaches Identification and explanation of the two specific ways to assist the improvement of motivation In the present scenario, the employees of the company in discussion, Bronzz might be required to be motivated in order to improve the performance of the company. The management of the organization might have to resort to the various ways in order to motivate the employees of the concern. Two of the ways that the concerned management might implement in order to boost the morale of the concerned employees are enlisted below. Rewards and incentives The employees of the concern might be allowed certain rewards and incentives that they might help them to get motivated in order to perform better than the present times. The rewards and incentives tend to provide the concerned employees with the needed motivation for the performance level that the employees must demonstrate in order to facilitate the progress of the company (Arslan Staub, 2013). The rewards that should be awarded to the concerned employees might be distributed on the basis of the performance that they put forth towards the improvement of the company. The concerned management might offer the concerned employees with the both financial rewards as well as the non-financial incentives in order to motivate the concerned employees (Osabiya, 2015). The non-financial incentives extended towards the employees of the concern might include the various promotional opportunities, the enrichment of the job at hand. The employees of the concern might also be motivated by the reco gnition that they might receive from the concerned management of the business organization. Flexible work shifts The concerned management might also help to provide the employees of the concern with the needed motivation in their performance. The flexibility of the shift timings of the employees in the company might allow the staff to maintain the concerned needs and the obligations towards their own families as well as their own personal obligations (Taormina Gao, 2013). The flexible work shifts at the company might allow the concerned staff to bring about a huge reduction in the fuel costs and the other matters pertaining to the commuting time that the concerned employee has to bear. The flexible work shifts in many cases tend to allow the employees to work from a location of their choice and at the hours wherein they might feel comfortable and fresh enough to work (Odumeru Ogbonna, 2013). The flexible work timings also help the reduction of the burnout of the employees that might occur due to the overload of the tasks for the concerned employee. Discussion on the relation between the ways and the motivation theory Flexible work timings The motivational theory that can be associated with the flexible work shifts of the company is Maslows theory of the hierarchy of needs. This theory states that the various needs of the concerned human being in order to facilitate the motivation that is required to regulate their behavior. The concerned management of the organization should put more stress on the Maslows model of hierarchy of needs in order to form a better understanding of the needs of the concerned employees (Jerome, 2013). This in turn helps the employers to assist the needs of the concerned staff members and in turn result in the high productivity of the members Rewards and incentives The motivational theory that might be implemented by the company in order to facilitate the rewards and the incentives towards the deserving employees of the concern. The concerned management of the organization is advised to put more stress on the application of the Herzberg two factor theory of motivation in order to allow the proper rewards and incentives to the employees. The Herzberg theory of motivation lays more stress on providing the concerned employees with the needed job security, the appropriate salary and the other fringe benefits to the concerned employees (Ghazi, Shahzada Khan, 2013). The theory also lays stress on the various emotional needs of the employees like the recognition and growth potential of the concerned employees (Miner, 2015). Application of the motivational theory in order to improve the given situation at Bronzz The current scenario at Bronzz needs to be improved so as to regain the previous levels of performance if the company. The concerned management might resort to the application of the two-factor theory of motivation that was proposed by Frederick Herzberg. The concerned management of the company might resort to the factors that are stated by Herzberg in the concerned theory (Yusoff, Kian Idris, 2013). The employees of concern in discussion, Bronzz, must be provided with the job security that they have been deprived of since the announcement of the sale of the company. The employees must be provided with the job security in their respective posts in order to help them to concentrate on their performance thereby helping the improvement of the overall performance of the company. The employees of the organization are advised to be provided with the needed recognition in the company. The management of the company is also advised to have a sound knowledge on the growth potential of the emp loyees of the concern which might help them to motivate the concerned employees of the concern. References Ahmad, A. R., Idris, M. T. M., Hashim, M. H. (2013). A study of flexible working hours and motivation.Asian Social Science,9(3), 208. Arrowsmith, J., Parker, J. (2013). The meaning of employee engagementfor the values and roles of the HRM function.The International Journal of Human Resource Management,24(14), 2692-2712. Arslan, A., Staub, S. (2013). Theory X and theory Y type leadership behavior and its impact on organizational performance: Small business owners in the ?ishane Lighting and Chandelier District.Procedia-social and behavioral sciences,75, 102-111. Chung-Chieh, L., Chen, C. J. (2013). The relationship between employee commitment and job attitude and its effect on service quality in the tourism industry.American Journal of Industrial and Business Management,3(2), 196. Ghazi, S. R., Shahzada, G., Khan, M. S. (2013). Resurrecting Herzbergs two factor theory: An implication to the university teachers.Journal of educational and social research,3(2), 445. Grbz, S., ?ahin, F., Kksal, O. (2014). Revisiting of Theory X and Y: A multilevel analysis of the effects of leaders managerial assumptions on followers attitudes.Management Decision,52(10), 1888-1906. Jerome, N. (2013). Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance.International Journal of Business and Management Invention,2(3), 39-45. Kaur, A. (2013). Maslows need hierarchy theory: Applications and criticisms.Global Journal of Management and Business Studies,3(10), 1061-1064. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Lawter, L., Kopelman, R. E., Prottas, D. J. (2015). McGregor's theory X/Y and job performance: A multilevel, multi-source analysis.Journal of Managerial Issues,27(1-4), 84. Lpez-Domnguez, M., Enache, M., Sallan, J. M., Simo, P. (2013). Transformational leadership as an antecedent of change-oriented organizational citizenship behavior.Journal of Business Research,66(10), 2147-2152. Malik, M. E., Naeem, B. (2013). Towards understanding controversy on Herzberg theory of motivation.World Applied Sciences Journal,24(8), 1031-1036. Maynard, D. C., Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values.Journal of Occupational and Organizational Psychology,86(3), 435-455. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mohamed, R. K. M. H., Nor, C. S. M. (2013). The relationship between McGregor's XY theory management style and fulfillment of psychological contract: A literature review.International Journal of Academic Research in Business and Social Sciences,3(5), 715. Odumeru, J. A., Ogbonna, I. G. (2013). Transformational vs. transactional leadership theories: Evidence in literature.International Review of Management and Business Research,2(2), 355. Osabiya, B. J. (2015). The effect of employees motivation on organizational performance.Journal of public administration and policy research,7(4), 62-75. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Taormina, R. J., Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs.The American journal of psychology,126(2), 155-177. Van den Heuvel, S., Schalk, R., van Assen, M. A. (2015). Does a well-informed employee have a more positive attitude toward change? The mediating role of psychological contract fulfillment, trust, and perceived need for change.The Journal of Applied Behavioral Science,51(3), 401-422. van Scheers, L., Botha, J. (2014). Analysing relationship between employee job satisfaction and motivation.Journal of Business and Retail Management Research,9(1). Wiley, J. W. (2014). Using employee opinions about organizational performance to enhance employee engagement surveys: Model building and validation.People and Strategy,36(4), 38. Yusoff, W. F. W., Kian, T. S., Idris, M. T. M. (2013). Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), 18-22.