HR Performance Issues and Motivation

According to our text (Baack, 2012), the field of organizational behavior has emerged from other aspects of management. The human relations movement in management really only began in 1927 with the Hawthorne Studies. Researchers Elton Mayo and Fritz Roethlisberger conducted the study focusing on people moreso than productivity (Baack, 2012).

Several components of the Hawthorne study are incorporated in current human resource functions. The main idea behind this study is that workers are motivated by more than money. As a member of the workforce management team at my current employer, we are constantly impacted by the components of this study. We are always seeking to create positive organizational behavior where workers increase productivity and a favorable customer experience.

According to our text, Culture represents organizational elements that reflect the organization’s history (Baack, 2012). There are several differences in the

dynamics between dominant cultures and subcultures at my current employer. In the past we have had a culture marked by callousness and disregard for customer service. We lost over a million of our five million customers in one year and were soon to be out of business. In 2011 the company filed for a financial restructuring and implemented the “New Day” company branding.

While the dominant culture articulates the core values of the organization subcultures tend to form beneath the layers. A subculture or subgroup of a culture arises from common problems, situations, and experiences members of the culture may encounter (Baack, 2012). Our text states that “Three levels of culture interact with one another and influence behaviors in organizations: observable artifacts, espoused values, and enacted values” (Baack 2012, Chap 2.1). During reorganization, it is important to understand the impact of the company culture. The strong undertones of being set in ones ways and never taking personal responsibility have all but derailed efforts for change and reorganization. To this end, earlier this year the company has entered into negotiations to sell off portions of the organization to our competitors.

As departments are being dismantled and long-term employees are being reduced and replaced by temporary staff, one must be open and aware to the fact that we are merging with a company that exhibits a strong culture marked by high morale and lower levels of turnover. Organizational mergers and acquisitions ignite the need for understanding diversity. Our text reports that by comprehending how a culture operates, an employee who wishes to remain will seek to fit in (Baack 2012, Chap 2.1). My guideline is simply to embrace diversity.

Cognitive and Non-Cognitive Abilities Describe the cognitive and non-cognitive abilities relating to Emotional Intelligence. Provide an example of how you might use EQ in your daily life. Respond to at least two of your peers for this posting with suggestions that might work for them within their daily lives.

According to text (Baack 2012), “Emotional intelligence plays a role in success at work. It may predict the ability to lead, and constitutes a major asset when working in jobs with high levels of social interaction (Goleman, 1995; Mayer, Salovey, & Sluyter, 1997)”. (Baack 2012), states that emotional intelligence (EI) reflects a person’s the cognitive and non-cognitive abilities to detect and manage emotional cues and information. These evaluations affect the individual’s success on the job. People involved in their jobs are less likely to be absent from work and are less likely to quit or resign.

It is perceptions or how a person views himself or herself as well as the job that influence how one responds emotionally to tasks, coworkers, and other organizational elements. Daniel Baack (2012) reports that five personality traits associated with workplace outcomes are self-concept, self-esteem, self-efficacy, self-monitoring as well as emotional intelligence. Our text (Baack 2012), used the example of how Dirk Nowitzki famously overcame flu symptoms in the 2011 NBA Finals in order to defeat the Miami Heat. Being an diehard Mavs fan, I remember this game well and Nowitzki while humble, effectively used elevated levels of self-efficacy for the win.

It helps to identify EI, because an unexamined self-concept, and lesser degrees of emotional intelligence reduce a person’s ability to function effectively in the workplace. On my job, floor supervisors have to spend a lot of time working with employees who have poor self-esteem, low self-efficacy, the lack of self-monitoring skills. It is the role of human resource selection process to choose the more qualified applicant so as to eliminate the possible drain on managers and staff working with employees that exhibit such characteristics. According to authors Parker, Keefer, and Wood (2011), Emotional Quotient Inventory, can be a useful tool to measure multiple EI dimensions.

“Although several brief instruments are available for the emotional intelligence (EI) construct, their conceptual coverage tends to be quite limited. One notable exception is the short form of the Emotional Quotient Inventory (EQ-i:S), which measures multiple EI dimensions in addition to a global EI index”

References

Baack, D. (2012). Organizational behavior . San Diego, CA: Bridgepoint Education, Inc.

Parker, J. A., Keefer, K. V., & Wood, L. M. (2011). Toward a brief multidimensional assessment of emotional intelligence: Psychometric properties of the Emotional Quotient Inventory—Short Form. Psychological Assessment, 23(3), 762-777. doi:10.1037/a0023289

ERG Theory and Maslow’s Hierarchy Describe the similarities and differences between the ERG Theory and Maslow’s Hierarchy. How have you used either of the two theories in daily life? Respond to at least two of your peers for this posting.

Maslow’s premise is that human nature is basically good. Maslow’s hierarchy of needs is straight-forward and very interesting and can be viewed as pyramid of self-actualization. Clayton Adler (1969) redefined Maslow’s theory in his own terms using three broad classes of needs: Existence needs (E), Relatedness needs (R), and Growth needs (G). Modern human relations researchers view the negative version of these needs as low self-esteem and inferiority complexes. According to Boeree, (n.d.), Maslow felt that Adler was really onto something when he proposed that failing to achieve physiological and safety needs was at the root of many, if not most, of our psychological problems.

Most organizations utilize some form of these theories in daily activities. The most obvious is federal regulations on breaks and lunch. An effective manager generally provides snacks and breaks for a productive company meeting. “We, more often than not, have quite a bit of love and belonging, too. It’s a little respect that often seems so very hard to get!” Boeree, C. (n.d.).

Boeree, C. (n.d.). My Webspace files – Shippensburg University of Pennsylvania. . Retrieved June 26, 2014, from http://webspace.ship.edu/

ERG

Clayton Adler (1969) redefined Maslow’s theory in his own terms using

Three broad classes of needs.

1. Existence needs (E): Need for basic material necessities (mirroring Maslow’s physiological and safety needs).

2. Relatedness needs (R): Maintaining interpersonal relationships (mirroring Maslow’s social needs).

3. Growth needs (G): Self-development and personal growth & advancement (mirroring Maslow’s self-actualization level).

References:

Alderfer, C. P (1969). An empirical test of a new theory of human needs; organizational behavior and human performance, 4 (2), 142–175

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

Boeree, C. (n.d.). My Webspace files – Shippensburg University of Pennsylvania. . Retrieved June 26, 2014, from http://webspace.ship.edu