Organizational Behavior And Competitiveness Essay

999 Words4 Pages
Organizational Behavior and Competitiveness
“The first separate fingers are five independent units.
Close them and the fist multiplies strength. This is organization.”
- James Cash Penny

An organization’s competitiveness to the market can be traced from different factors. It could be a high market share, increasing customer satisfaction or increasing profits. What lies behind all these is a concerted effort of employees and management; who, despite their intercultural differences, share one organizational culture. “Organizational culture is an important resource for enhancing organizational competitiveness (Zhang Xiaujuan, 2009, p. 390).” The competitiveness of an organization therefore depends on the existence of a motivated and united
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The search for competitive edge starts from the search for high performing employees. Having them inside the organization sustains competitiveness and efficiency. What if such kind of employees leaves the organization? This shall endanger profitability and performance, thus reducing the level of the organization’s competitiveness (Hadia Iftikhar, et al., 2015). One idea to retain employees within the company is employee satisfaction or the so-called job satisfaction. However, the next question could be: does job satisfaction add value to the organization? Some satisfied employees could be performing less or just content towards their working environment. They should also be engaged in the organizational goal and aim at productivity and competitiveness. “An employee can be satisfied with a job without being engaged in the job. Employee engagement is much more than being content with pay and the ability to leave at 3 pm. That contentedness is merely job satisfaction, and though satisfaction is generally enough to retain employees, it’s not enough to ensure productivity. On the other hand, employee engagement does promote increased productivity (Charles Rogel,…show more content…
The effectiveness and efficiency of each and every action in the organization, is dependent on every employee’s performance. It is clear that fostering employee engagement is a critical competitive advantage. So, how do we apply this? The key lies in recognizing and addressing both the commonality and the diversity of employees' needs and motivational factors. It is advisable to focus on addressing important needs common to the majority of employees; however without overlooking the minority needs, which may be important to smaller numbers of individuals, as they could also be likely to have significant impact on engagement and commitment levels. Individualized approaches are also needed to address employees' varied career goals, work interests, and motivational factors, the most desirable, rewarding and meaningful to them about their work to make effective decisions about how to help each employee identify and achieve career goals and how to match work assignments to employees' individual interests and motivational factors. Managers must get to know their employees well. This requires a considerable amount of time, as well as strong competencies in coaching and communication in order for interactions to be most effective in producing desired
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