Question One
People are the most important asset in any organization. This is because an organization depends on its human resource to initiate and execute all its policies and projects. In order to realize the organizational learning perspective, it is people who are instrumental. It is the human resource of an organization that acquires and shares valuable knowledge. Without people, organization cannot survive. People are the primary source of knowledge in any organization. They ensure that there is flow and stock of knowledge within the organization. Moreover, it is people who put this essential resource to use by creating policies basing by this information. In addition, in order to realize the benefits advocated for by high performance work practices perspective, people in an organization are vital because it is employees who are involved in running all the internal structures and systems.
Question Two
Emotional intelligence is the ability of a person to perceive, understand, regulate and express, reason with, and assimilate emotions in themselves and others. In a nutshell, emotional intelligence can be regarded as a person’s total control over his emotion and the ability to manipulate those of others. There are four fundamental dimensions of emotional intelligence. Social awareness denotes the ability of a person to perceive and derive meaning from the emotions of others people. Self-management is fundamentally self-management with regard to emotions. It is a person’s control over their emotions. Relation management denotes emotional intelligence that can be able to control the other person’s emotions. The fourth dimension is self-awareness. This means that the person is able to perceive and comprehend the inference of their own emotions. Coaching can greatly improve the ability of a person’s emotional intelligence.
Question Three
The four drive theory is very instrumental in explaining how employees can be motivated at the workplace. The theory is based on the four drives; acquire, comprehend, bond and defend are critical to the success of an organization. The realization of this hierarchy of needs is directly proportional with job productivity. In order to realize excellent performance employees must be motivated. They can only be motivated once these drives are present.
Question Four
Rewards are not only encouraged in an organization, but are rather essential in order to boost productivity by maintaining and improving employees’ motivation. Membership and seniority rewards reduce turnover rates to manageable levels when employed by an organization. However, they discourage lazy workers from leaving as they have status. They also do not inspire improved job performance. Job status rewards are critical in ensuring competition for promotions thus productivity. It also seeks to ensure equity among employees and thus minimizing employee grievances. However, it entrenches a rigid structure at the work place. It also imposes a hierarchical system that reinforces the prevailing status without any benefits. Competency reward system is one of the best reward systems. It seeks recognize better quality and work flexibility which are essential elements of employment in a modernized organization. However, it main demerits it is costly to train staff and is extremely subjective. Tasks performance is encouraged as they encourage quality and time management. However, they ignore key players within the organization.
Question Five
Decision making is a management affair. However, it is vital to realize that involving employees in decision making has numerous benefits to both employees and the organization. Employees are the ones who have the exact picture on what goes on in an organization. They know the process well and the solution needed to ameliorate the process. Moreover, involving employees in decision making increases employee productivity. This is because they are motivated and feel that their contributions are valued in the organization. This reduces cases of high turnover rate and absenteeism. However, despite these obvious advantages, management always makes key decisions. This is because the process of including all employees in decision making is time wasting and is prone to abuse.
Question Six
Team cohesion is an extremely vital aspect in an organization. It enables the team to be effective and efficient in the execution of its duties. There are six factors that can influence team cohesion as discussed below. Member similarity is extremely critical in ensuring team cohesion. This is because of the similarity attraction effect. Similar interests will be a cardinal requirement. It is also vital to realize that people cannot be the same. For example, people who are meticulous in details can work together easily as none will complain of carelessness. The size of the team is also significant. Small teams are more cohesive than larger ones. For example, a department that has 10 people is more cohesive than one with 100 people. Moreover, member interaction is also useful.
The more individuals interact with one another, the close they become. If a team encounters a lot of challengers during its initial stages it will increase they cohesion with regard to fighting these challenges together. The success of a team is also another influential factor. If a department succeeds, for example, in outdoing other departments, its members will be more united in an attempt to achieve their collective goals. Lastly, external challengers serve to increase the cohesive nature of the group as they face a common enemy and need a common strategy.
References
Champoux, J. E. (2010). Organizational Behavior: Integrating Individuals, Groups, and Organizations. New York: Taylor & Francis.
McShane, S., & Glinow, M. V. (2012). Organizational Behavior. New York: McGraw-Hill Education.
French, R. (2011). Organizational Behavior. New York: John Wiley & Sons.
Hellriegel, D., & Slocum, J. W. (2009). Organizational Behavior. New york: Cengage Learning.
Kreitner, R., & Kinicki, A. (2009). Organizational Behavior. New York: McGraw-Hill Education.
