Introduction
In this paper, I will attempt to discuss organizational practices and changes that have occurred in my company. Throughout the course I have been able to look at both my own performance and the internal life of my workplace more thoroughly. I noticed how changes in leadership, corporate culture and job satisfaction were able to increase performance efficiency and bring many benefits to my colleagues. For the purposes of this discussion, I will discuss three instances of improvement that I have witnessed during my time in this position.
Fundamentals of Organizational Behavior
Firstly, in order to discuss the three particular organizational behavior topics that influence an organization, it is compulsory to identify and describe the essence of organizational behavior. The examination and use of information about how people, groups, and organizations conduct in businesses is known as organizational behavior (Brethower et al., 2021). Businesses are assessed on a structural level, with each of their integral parts being individually scrutinized. Its goal is to improve organizational performance and efficiency, as well as accomplish any set goals. The analysis of how companies deal with their external surroundings, specifically in the case of employee preferences and behavior, is included in organizational behavior (McShane et al., 2021). Organizational behavior, as indicated in the term, spans a wide variety of issues, including human psychology, transformation, leadership, and teamwork.
Organizational behavior is the educational research of how individuals behave within organizations, and the concepts of business management are used largely to improve the efficiency of enterprises. The field examines the impact of social and environmental determinants on the manner individuals or groups operate. The method individuals interact, communicate, and cooperate is crucial to the growth and development of any business. Through a rising awareness and study of human behavior, managers may more quickly and effectively supervise their staff, empowering and encouraging them to higher rates of efficiency and production.
Leadership Change in My Organization
Leadership comprises a person’s, team’s, or organization’s capacity to guide, inspire, or direct other people, groups, or organizations and all the activities, both as a study topic and as a functional competence. Experiences of transformational leadership style, instructional leadership, dispersed leadership, and reverse leadership approaches abound in today’s area of educational supervision and leadership (Harris & Jones, 2018). A significant body of empirical research shows a strong association between particular forms of leadership and appropriate team transformation (Harris & Jones, 2018). Hence, concentrating on the descriptive and normative elements of leadership appears to be a priority within the discipline (Harris & Jones, 2018). Leadership is primarily a managerial role that focuses on listening, developing connections, collaborating, inspiring, encouraging, and convincing adherents (Stewart et al., 2019). In my own workplace, leadership was found to be too stagnant to effectively interact with its subordinates, warranting a need for a change strategy.
Many employees have expressed a sentiment for change, using secure channels to do so. The upper management took employee complaints seriously, highlighting the need for a more engaged, transformational leadership within the organization. After that, a training program was initiated in order to help the branch leader and higher management better understand the needs of their workers, leading by example and inspiring commitment. After this training, the leaders of my organization have taken a much more involved role in completing company’s projects and objectives. Furthermore, it felt that there is a building sense of mutual respect, understanding and collaboration between them and the regular workers.
Recommendations and Personal Thoughts
Concerning recommendations related to the topic of leadership and leadership management, it is feasible to state that leadership is a flexible scope of activity that often needs to correspond to the majority of the people. In this case, it is possible to emphasize shared leadership as a potential technique that can be utilized by an organization. While the leaders have managed to embrace change and use transformative leadership to the benefit of the company, certain voices within the organization still feel under-represented and unheard. The general direction of change was welcome, but I, among many others, want to have more direct control over the company’s future. Firms are significantly more productive when everyone takes on leadership roles in different ways and at different times (McShane et al., 2021). The official representative should not attempt to execute all of the responsibilities and functions of leadership. Alternatively, when one worker convinces others to explore a new job activity or implement technological innovations, this is referred to as shared leadership (McShane et al., 2021). It emerges when workers provide a hand to one another via social assistance or corporate social responsibility.
To my mind, leadership and its processes should be substantially interconnected with the principles of management and shared responsibility. Leadership, as a concept, encompasses a wide range of subtopics and variations that if not controlled and applied correctly can cause harm for the organization, excluding the potential benefits. A variety of thoughts, opinions and approaches, then, would be conductive to avoiding mistakes and promoting the wellness of the entire company. I also recognize the need for investigating the aspects of leadership in the paradigm of how leadership can be managed and how executives can select an appropriate methodology for their setting.
Affective Commitment in My Organization
Secondly, it is compulsory to highlight the topic of creating workplace affective community culture, which can be described as affective organizational commitment. Workers’ subjective emotional tie to their company is referred to as affective commitment or loyalty. If an employee’s inner beliefs and goals align with the organization’s goals and they remain satisfied in the firm, this is referred to as affective commitment. When an employee wishes to be dedicated to a certain goal, this is referred to as affective commitment. The study’s findings indicate that affective commitment and internal career progression are linked to corporate citizenship behavior in a favorable and substantial way (Khaskheli et al., 2020). Extrinsic work happiness, on the other hand, shows a negative correlation with perceived organizational activity (Khaskheli et al., 2020). Affective commitment has been underlined in organizational culture theory and concepts as a vital motivating element that binds individuals to productive policy options that maintain the company and its aims (Odoardi et al., 2019). If an individual has an increased degree of emotional commitment to the business, for instance, they will have a pleasant working relationship and be more inclined to remain.
My organization recognizes the importance of this concept well, and has, on multiple occasions, implemented changes to enhance existing work culture. Harassment or mistreatment are harshly looked upon, and the system of anonymous reporting was established to help employees discuss their issue without danger of repercussions. Corporate attempts to enhance team-building and promote cooperation, support and care within the workplace
Recommendations and Personal Analysis
Companies that promote perceptions of fairness and justice have greater degrees of affective commitment, and businesses that encourage staff well-being have higher impacts on employee satisfaction in response (McShane et al., 2021). When workers’ personal principles are linked with the company’s beliefs and activities, they feel more pleasant emotions, which increases their incentive to stay with the company (McShane et al., 2021). In vulnerable positions, trust alludes to a person’s favorable anticipations of another individual or community (McShane et al., 2021). Ultimately, exclusively when people trust the organization’s managers, they connect with it and feel obligated to operate for it.
Affective commitment, in my opinion, this concept is one of the most essential within the list of managerial tools and goals related to employee motivation and engagement. In fact, from my perspective, I can state that utilizing the key notions of building affective commitment and affective working community it is possible to organize a team of like-minded specialists. Therefore, I want my organization to become even more committed to bringing employees comfort and a platform. In some instances in the past, productive or influential members of the community have kept their position, despite their harmful effect on the rest of the team. This, to me, appears to be problematic, as the organization values short-term productivity more than the wellbeing of its employees. I think that in every endeavor, it is necessary to focus on worker satisfaction, as a happy workforce will be able to yield better results. Additionally, it can save a company potential legal costs, in cases of workplace violence or other lawsuits.
Job Satisfaction in My Organization
Finally, the third topic within the framework of organizational behavior that will be analyzed is related to the essence of job satisfaction. Employment satisfaction, known as employee contentment or job satisfaction, is an assessment of a laborer’s contentment with their employment, whether they accept the job or specific components of it, such as the quality of the tasks or management. Employee satisfaction may be evaluated in three possible ways: intellectual, emotional, and behavioral. Job satisfaction is determined by how individuals perceive their jobs, as well as the positive aspects of their work that make them feel appreciated or give them a sense of meaning. Job satisfaction is believed to be one of the most important components of human resource planning (Ali & Anwar, 2021). Businesses must ensure that their employees are satisfied, since this is a prerequisite for boosting productivity, responsiveness, reliability, and acknowledgment performance (Ali & Anwar, 2021). The association between employees’ perception of self-efficacy and enthusiasm was partially regulated by job satisfaction and internal corporate commitment (Demir, 2020). Through the whole mediating impact of work satisfaction and motivation, personality attitudes positively influence educators’ job participation. Maintaining worker satisfaction can be difficult, and there are many potential ways to improve a company in this regard. In the case of my organization, no specific actions were taken so far to improve the work experience of employees. For some employees, their position feels monotonous and non-important, leading to increased dissatisfaction and exhaustion. Personally, I have noticed that the management often dismisses concerns of job contentedness, on the account of a positive work climate and worker benefits.
Recommendation and Personal Analysis
Referring to the suggestion of a recommendation connected to the abovementioned topic, it can be stated that organizations should be able to link job satisfaction with business ethics in order to eliminate potential drawbacks. Employee satisfaction is a moral problem that affects the organization’s reputation within the industry, in addition to having a substantial impact on employee behavior (McShane et al., 2021). Individuals spend a significant amount of their time at workplace, and many cultures increasingly demand corporations to offer safe and pleasurable working conditions (McShane et al., 2021). From my perspective, the measurement of the level of total job satisfaction should concentrate more on internal processes and opinions, as well as the general working atmosphere. In this situation, it is more critical to recognize internal shortcomings and defects that can occur due to inappropriate management or, in turn, irresponsible workplace conduct. I think that the organization would benefit from either diversifying the tasks its workers must do, or enhancing conditions for those employees with the most monotonous or strenuous jobs. For example, more comfortable sitting arrangements, work breaks and recreational facilities are likely effective in reducing employee dissatisfaction. Alternatively, it is also possible to increase pay for difficult positions, so that people feel better compensated for their time.
Conclusion
In summary, my organization has contributed much resources and consideration into implementing change. Both leadership and corporate culture were affected, allowing the employees to feel more valued and cared for. The inclusion of transformative leadership, along with considerations for a better team prosperity were effective in helping the company accomplish its professional goals. However, much change is still needed in order to empower and enable employees. In particular, group leadership, thorough consideration of workplace climate compared to efficiency, and an improved job satisfaction are needed.
References
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