Upon completing the research, a better understanding was achieved as to the influence of the staffing process and how it affects the organizations’ success. Introduction Staffing management plays a key role in organizations because it aligns the right people for the right position. Individuals with the responsibility of staffing management must understand the relationship between handling employees’ personal and professional needs as well as forecasting the growth of the relationship in creating productivity in the organization. Issues arise from a lack of the stated relationship. Management has to strategize the fit and potential of an employee.
Interpreting and understanding organizational culture is an important activity for managers and leaders because it affects strategic development, productivity and learning at all aspects. Organizational culture may be referred as a shared assumptions, beliefs, values and norms, actions as well as artifacts and language patterns in an organization. It is also referred as an acquired body of knowledge about how to behave, shared meanings and symbols, which facilitate everyone's interpretation and understanding in the organization. 'Culture is the unique whole, the heart and soul that determines how a group of people will behave. Cultures are collective beliefs that in turn shape behavior of the personnel in the organization.
“Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership. Besides that, OB can serve managers, leaders and customers’ purposes.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
To manage organizational behavior, an organization needs to focus on hiring, maintaining, developing and utilizing the skills of their human capital. In addition to maintaining quality employees, it is important for an organization to monitor and manage employee interactions with their coworkers and their customers. By understanding these interactions and the skills of each employee, manager is able to place employees in positions they are best suited for. Placing the best employee in the best position allows the organization to develop and grow using the strengths of each employee. This also promotes positive behavior amongst employees which ultimately will result in strategic advantages for the organization (Hitt, Miller & Colella, 2006).
Leading is an important process in a company. I believe if we have the trait model and behavior model, they determine what make an effective a leader. When managing a teams you must have interpersonal skills. It stated that interpersonal skills like to connect productively with others. (HBR, Be Clear About How Your Team Work).
Organizations rely on HR managers seek out and hire individuals who will fit into the plan outlined in the other two elements. These people must fit well in the organizational structure and be able to achieve the goals set forth by top managers. For as stated in the lesson text even the most capitol-intensive, best structured organizations ... ... middle of paper ... ...luation of a training program should focus on several criteria: participant reactions, learning, behavior changes on the job, and bottom line results. CONCLUSION Management is, by definition, getting things done through people. If managers are to increase productivity, reduce costs, and improve their organization's competitive advantage, they must focus on how to properly manage personnel.
If the manager do not understand these people (their behaviour), then how can he manage them? Organisation theories can assist managers in understanding why an organisation and people in the organisation behave the way they do. Organisation theories is the research and study into the understanding of organisation behaviour, they provide an insight into how the work should be done, and how work is actually done in practice. It also helps to explain why people behave the way they do, what is it that that drives their performance and their attitudes to work. Understanding the different theories can help the manager to apply knowledge toward improving an organisation 's effectiveness.
It is now becoming a strategic issue for organizations, in their pursuit of addressing deficiencies in the performance of employees in a timely manner; channeling employees in the appropriate direction towards performance of specific objectives that are consistent with the work or overall strategies of the organization; and providing employees with appropriate and specific feedback to assist with their career development. Secondly, a performance management system needs to be well conceived so that there is full concurrence on the system and that it is not viewed as a subjective tool to highlight employee weaknesses. Human resource management involves "the development of a consistent, aligned collection of practices, programmes, and policies to facilitate the achievement of the organization's strategic objectives" (Mello 2002 p. 298). Given the fact that there is no single best way to manage people in any one organization, human resource management practices will invariably differ in organizations. The fundamental aspect of human resource management is the implementation of a successful people-management system that is supportive of the orga... ... middle of paper ... ...n cause change to the status quo where issues such as person-job-fit is a consideration or promotion based on merit as opposed to tenure or age.
Team building strategies help assist the leader and manager to build an effective work team by strengthening communication and interpersonal relationships, so that the staffs can function as more cohesive group than individual. Team building involves variety of activities presented to organization with the goals of improving productivities. According to literature, the success of teamwork, depend on many factors. Such as organizational culture, leadership effectiveness, staffs commitment, the organizational system of compensation and rewards and the level of staffs autonomy. Literature Review Team Building According to Fajana (2002) a team is group of people working together to achieve a common goals set up by the organization.