Managing people in an organization is one of the key competencies which managers have to employ. Its through managing workers that they can easily be motivated hence work towards achieving the goals of the organization. This is because if a manager tries to adjust the management plus his personal styles to try to complement the culture of the work group plus the company as a whole, it can be seen as one of the catalysts that can be used to motivate the workers to even work more hence increased company production. All businesses need to manage people hence the true leadership can be seen as one factors in trying to manage these people. So in order for an organization to have good results, it has to manage its people. It’s through this management that managers can focus on getting their people in order to deliver the key activities. It’s through the business ethics that most of the managers can use this ethics to try and motivate its workers through trying not to be harsher to its employees. For example, when an employee is involved in a mistake, and asks for forgiveness, the manager should be ready to forgive if it is genuine. It’s through this motivation that the workers will be more free to work in your company hence leading to more profits. Effective management in an organization then requires a proper understanding of motivation, reward systems, job design and group influence. If all these things have been applied by a manager, it will be clear that the workers can work effectively hence lead to more output. In order to try and understand well how to manage people in an organization, lets try to look at the Frederick Hertzberg motivation theory. It is through this theory that managers in an organization will be in a position to try and apply it so that they can motivate their workers. (Anderson, 2000).
You find that the job of a manager in any organization is to ensure that work has been done effectively through his employees hence the need to try and motivate them. Many organizations have not been in a position to do well since because they never try to motivate their employees. But to try and understand motivation theory so well, there is the need to try and understand human nature since human nature can sometime be a complex issue. This is because it’s through understanding of human nature plus appreciating his work which can be seen as a prerequisite towards an effective employee motivation in the workplace hence effective management and leadership. One of the contributors to motivation theory is Frederick Hertzberg two factor hygiene and motivation theory. He said that the contributing factors to workers motivation are the hygiene factors and these hygiene factors include the work of the employees and the environment of the organization. The hygiene factors he talked about in these cases are things like the workers salary, the organization, organizational policies and administration, working conditions, workers supervision, status, job security and interpersonal relations. The motivation factors are the recognition, achievement, development plus interest in the job by the workers. All these factors lead to motivation rather than movement. The manager in this case needs to treat its employees so that they can have the minimum dissatisfaction. People should be treated in a way which will try to motivate them work so well, feel recognized. So if the management in this case wants to succeed and increase job satisfaction, then it should focus on the nature of the work that is the many opportunities which the management has provided for its workers so that they can try and work so well. The working environment of the employees should be considered simply because of the working environment is not conducive, and then it will mean that workers will be quitting the job due to push and pull factors. So the working environment as Hertzberg tried to explain in this case should be maintained so that the workers can be in a position to provide such a good and satisfying job hence leading to the growth of the organization. (Anderson, 2000).
Effective recruitment and selection process
Effective recruitment and selection procedures are one of the areas of managing people in an organization hence the need to have a correct procedure of selecti9ng these people. In any organization, you find that HR management is very much vital since one of the key roles by HR is the selection and the recruitment process of people in the company since it’s the people who can be seen to make huge differences in the company. So in this case if inefficient workers are recruited in the organization, it will definitely mean that the organization will not be run effectively hence leading to huge losses. Hence it’s essential for the company to aim at getting the right people and also try to retain them. Skills then are needed by HR in trying to recruit and select these people. It’s through effective recruitment that the costs of the company will always be kept low hence leading to the realization of the company’s competitive advantage. So in recruitment and selection process, it involves the participants to go through a system which include the sources of recruitment, advertising, short listings, the various selection techniques, interviews, training, follow-up and offering the job. Its through this process that the managers in this case will be in a position to get the right staff to work in the organization hence this is one of the key competencies in an organizing since people are the driving force for an organization and if effective people are not there, then it will mean that people can not work well. (Baker, 2004).
So an effective and selection process will involve various stages as mentioned above. So when a vacancy is there in an organization, then advertising should be made through many channels of media say through the newspapers or even through other channels say the internet. It’s through this advertisement that people can then apply for the job. When they apply for the job, then short listing is done through the various selection procedures which in this case involve the reviewing of the applicants through measuring, evaluating the various information about the applicant’s qualifications and the various experiences they have on the job. This process is very much important for the organization si9nce it will try to increase the likelihood of hiring individuals who posses the right skills plus the experiences to be successful at their right jobs. Its after short listings that the qualified candidates will be called for an interview where this can be seen as the final selection whereby those who go through van then be trained on the various jobs they will be doing which might go for say two weeks or more depending on the type of the job. It is after this training that the candidates can then be offered the job. This recruitment and selection process is quite common in Arab organizations since they use these processes when trying to recruit employees to work for the organization. I got to learn this recruitment process through my previous experience when I worked with an Arabian organization in Kenya whereby this procedure was followed when recruiting people to work for the organization. (Baker, 2004).
Management of meetings in Arab organizations
Meetings in any organization are other key competencies which are offered by the Arab organizations. It’s through these meetings that the employees and the management of the organization can meet and make the various decisions which might have an impact on the growth of the company. It’s through these meetings that the workers in this case can be enlightened on the various roles they should be playing and on how effective they can do them. It’s also through these meetings that the workers can air their many grievances whereby the management can try and look at the many problems which might be affecting the workers. So the Arab organizations conduct their meetings periodically to ensure that the employees are conversant with the activities which are going on in the organization. It’s through these meetings that people can be properly managed hence leading to the growth of the organization. (Baker, 2004).
The halo effect can be defined as the cognitive bias and in this case you tend to find that the perception of a certain trait can be influenced by the perception of a former trait and this can occur in a sequence on many interpretations. Here, the halo effect tries to say that the first trait we happen to learn from a particular person can then influence the interpretation and the perception of the person. For example, you find that in many cases, we tend to say that good people can be judged as halving more desirable personalities than an average person appearance. So, the halo effect in this case can be widely used in recruiting people in many organizations. This is because t5hius is one of the best processes which can be used to access people abilities. For example when conducting an interview to an applicant, the interviewee may be influenced by a certain trait by this candidate and it’s this particular trait which will make the interviewee not to see the other weaknesses of the candidate. So you find that so many HR use the halo effect when recruiting people in the organizations and this is evident at the Arab organizations whereby they try to access the applicant’s abilities in trying to get the job. (Baker, 2004).
Managing people in any organization is very much important since it’s through managing people that the organization can have increased production. Managing people as Hertzberg explained at his motivation theory is one of the key competencies in trying to motivate the workers to even work more in the organization.
Anderson, D 2000, managing people in an organization, New York, NY, Free Press, 2004.
Baker, S 2004, Organizational management, Dearborn, A Kaplan Professional Company.