Perspective and Organisation, Essay Example

Introduction to the Topic

Organizations comprises of different individuals who works together for the accomplishment of its stated goals and objective. In turn the accomplishment of organization’s goals and objectives rests on the way individuals within the organization contribute individually and as a group member towards the accomplishment of its goals and objectives[1]. It is a widely established belief that if strategists within an organization could develop an understanding regarding the members of organization, it could then chalk out different strategies that could enable the organization to accomplish its goals effectively and efficiently (Adler, 2002). The paper on hand is an effort in this regard that is directed towards finding out what is the social process of joining an organization and employee work private life.

The Social Process of Joining an Organization

Organizations are considered not only a place that helps individuals to earn their livelihood and increase their life standards, but with the passage of time are recognize a social place where an employee got an opportunity to polish his or her skills through practical learning and then applying the knowledge gain through education as well as working with other for the accomplishment of organization as well as personal goals and objectives[2]. Working in an organization is considered rewarding as an employee is not only in position to get regular salaries and fringe benefits but increasingly organizations are also rewarding their employees through motivation tools including employee stock option plans, bonuses, profit sharing plans, group incentives etc (Mullins, 2005). In addition organizations also helps individual to get the needed social satisfaction as it recognize an employee contribution towards organization’s goals and objective and reward an employee that in turn satisfy his or her social and self-actualization motives[3].

In addition, an employee while working in an organization get an opportunity to test his or her creativity by working towards the accomplishment of firm’s goals and objectives using innovative means and techniques. Such creativity and innovativeness, which is often a major reason behind most of the striving invention and modern day’s technology could have not been possible had the organization did not provide the employee resources including financial, human, information and physical along with the authority to use such resources for the accomplishment of organization’s goals and objectives (Friedman & Rosenmann, 1976).

In organizations life there are numerous situations when there is a tradeoff involved between personal interests of individuals working within the organization and the overall goals and objectives of the organizations.  In such sorts of situations, taking Max Weber opinion an individual will sacrifice his personal goals and objectives for the goals and objectives of the organization[4]. This is due to the fact that every organization has a culture and usually it is a deep rooted value of an organization that members of the organization should work for the accomplishment of organization’s goals and objectives, as it is the underlying reason behind their hiring and working in an organization.

However an organization should not form policies and procedures that are considered too mechanistic rather the organization should take the human relation perspective[5]. By injecting a human touch within the organization, the firm will be in position to increase employee productivity (often the goal of organization), as well as boost the morale of an employee thereby helping him or her to accomplish his or her personal goals and objectives. An organization should adopt policies and procedure that should be chalked out policies and procedures that should help members of organization to accomplish their personal motives behind joining the organization as well as helps them realize the organization’s goals and objectives[6].

This is hard to accomplish than said, as the accomplishment of the best tradeoff between the personal goals and objectives of individuals and the goals of organization requires sound leadership within the organization, as it is the leadership within the organization that inspires individuals to works towards the accomplishment of organization’s goals and objectives (Rosenmann, Friedman, & Stauss, 1974). Effective leaders will tend to provide the needed direction as well as the dedication to members of organization that will motivate them to realize the organization mission and vision (George & Jones, 2004). However a leader could not accomplish these goals without explicit consideration of subordinates and members of organization and forming strategies and motivation tools that will inspire them towards the accomplishment of firm’s goals and objectives.

In addition, organizations are increasingly working towards the creation of solid organization’s culture that is effective enough to create informal relations between different members of organizations. Such relationships are often considered a key to performance and are often a dominant characteristic of top performing firms[7]. Increasingly, research in the field of organizational behavior demonstrates that informal leader could exert more influence than those leaders who have legitimate authority. This is due to the fact that in case of informal leadership the  relationship between the informal leader and the follower are govern by trust and confidence that essentially include the accomplishment of organization’s goals as well as the personal goals of the individual working within the organization[8].

In addition, working in groups and teams are becoming a more dominant form of organization structuring and in most of the cases one purpose of joining an organization could be the learning opportunity that individual get an opportunity to learn from other group or team-mates. The experienced thus acquired are considered key to professional development and in most of the cases a dominant reason behind joining an organization (Mullins, 2005). Research in the field of organizational behavior have increasingly demonstrate that satisfaction and learning opportunity that exist due  to group work or team structure are often the major reason for employees working in particular organization (Robbins & Judge, 2005).

Work and Private Life

Although during the present era through which modern business organizations are going though, individuals working in different organizations are in position to enjoy high standards of living, however this is just one facet of the whole picture, as the reality is that employees working in different organizations are now confronted with essential balance between their private life and personal affairs and work[9]. Mostly the family members of different individuals working in various organizations often complaint that the individual is not giving the time to members of the family and most of the time are spent in business affairs (Rollinson, 2005).

This is particularly true taking into consideration the present days environmental factors that has complicated the jobs of almost  every members of organization and to accomplish the organization’s goals and objectives, an employee is now required to consistently work towards monitoring the environmental factors confronted the business organization and then took the needed steps to ensure that the organization capitalize different opportunities and minimize threats confronted the business organization (Robbins & Judge, 2005). This often required working for extended time, monitoring different information and then consulting with various formal and informal groups to which the member of the organization belongs and then formulating various plans and strategies that could enable the member of organization to accomplish the desired goals and objectives.

Although in such sorts of working a member may be considered a fruitful asset of the organization, however the members essentially suffers from imbalance between the personal life and organizational life thereby leading towards conflicting situations that could not only impact the personal life of the member but also the ability of the member to accomplish the organization’s goals and objectives. Individual who are prey of such imbalance also suffers from anxiety, tend to have more conflict both at organization levels and domestic levels, and in most of the cases suffers from depression and work stress (Adler, 2002). All these conditions are not only some of the undesirable facts at individual and organization levels but also at societal levels and there are various organizations that are effectively teaming up for the creation of laws that foster work and private life balance.

In addition to efforts of various pressure groups and government laws, different organizations have responded to the challenge through the creation of an organization setup that are more flexible and that incorporate an individual personal life while considering the accomplishment of firm’s goals and objectives[10]. In order to create the needed balance between an employee private life and life at the organization, employees are provided different training and development in which some essential lesson are thought that enable an employee how to manage work-time effectively and efficiently and perform maximum task within shortest possible time[11]. In addition organizations around the world are utilizing modern day’s technologies that support and facilitate the functioning of members of organizations.

The  concept of virtual organizations are gaining popularity with the passage of time and more and more organizations are now adapting the type of arrangements that enable  an individual to connect to his or her group mates from different places and perform one’s work function without  bothering to travel and work within office  settings. Telecommuting is gaining popularity that not only enables an employee to have proper balance between work and life but is also recognized as a way to tackle the challenges of labor shortages.

In addition different organizations have also responded to the situations in the form of changing and adapting the organization’s structure that in turn decreasing the reporting and strict administration and let the members to work more independently than previously thus helping to save the time previously spent on strict reporting, following strict rules and organization’s procedures and utilize the time thus saved for the accomplishment of organization’s goals and objectives. However some experts believe that such flexibility may led towards the end of loyalty, although other believe that if an organization takes a human relations perspective the chance  of this occurring could be eradicated to a huge extent,  and the organization could accomplish the objective of proper balance between an employee work and private life[12].

Conclusion

The understanding of the social process of joining organizations and employee work and private life are important organizational behavior concepts that let an organization to solve some of the dilemmas that a firm could encounter. The understanding of social process of joining an organization could let an organization’s strategist to chalk out strategies and procedures that could enable the business concern to accomplish the organization’s goals and objectives while also working towards the realization of personal goals of employees. On the other hand the creation of proper balance between an employee work and private life could lead towards boosting the efficiency and effectiveness[13].

Works Cited

Adler, N. (2002). International Dimension of Organizational Behavior (4th Edition). USA: Southe Wester Colleg Publishing.

Ford, J., & Fisher, S. (2006). The Role of Training in A Changing Workplace and Workforce: New Perspecctives and Approaches; S. Fisher. Journal of Human Resource Management , 119-131.

Francessco, A., & Gold, B. (2005). International Organizational BehaviorSeconf Edition. USA: Prentice hall.

Friedman, M., &Rosenmann, R. (1976). Type A Behavior and YOur Heart. KNOPF .

George, J. M., & Jones, G. R. (2004). Understanding and Managing Organizational Behvior. USA: Addison-Wisley Publishing Company.

Guest, D. (1987). Human Resource Management and Industrial Relations. Journal of Management Studies Vol 24 (5) , 68-71.

Huczynski, A., & Buchanan, D. (2007). Organizational Beahvior. USA: Pretice Hall.

Mullins, L. J. (2005). Management and Organizational Behavior. UK: Pitman.

Robbins, & Judge. (2005). Organizational Behavior. USA: Pearson.

Rollinson, D. (2005). Organizational Behviro and Analysis. USA: Pearson Education Inc.

Rosenmann, R., Friedman, F., &Stauss, R. (1974). A predictive study of CHD. Journal of the American Medical Association Vol 89 , 15-22.

Tonnington, D., Hall, L., & Taylor, S. (2008). Human Resource Management. USA: Prentice Hall.

[1]Francessco, A., & Gold, B. (2005). International Organizational Behavior Seconf Edition.(Prentice hall, USA)101-123

[2]Robbins, & Judge. (2005). Organizational Behavior(Pearson, USA) 112

[3]George, J. M., & Jones, G. R. (2004). Understanding and Managing Organizational Behvior (Addison-Wisley Publishing Company, USA) 147

[4]Rollinson, D. (2005). Organizational Behviro and Analysis. (Pearson Education Inc, USA) 332-343

[5]Tonnington, D., Hall, L., & Taylor, S. (2008). Human Resource Management.(Prentice Hall, USA) 312

[6]Adler, N. (2002). International Dimension of Organizational Behavior (4th Edition) 158

[7]Francessco, A., & Gold, B. (2005). International Organizational Behavior Seconf Edition, 325

[8]Robbins, & Judge. (2005). Organizational Behavior, 322

[9]Tonnington, D., Hall, L., & Taylor, S. (2008). Human Resource Management, 412

[10]Francessco, A., & Gold, B. (2005). International Organizational Behavior, 412

[11]Ford, J., & Fisher, S. (2006). The Role of Training in A Changing Workplace and Workforce: New Perspecctives and Approaches; S. Fisher. Journal of Human Resource Management , 119-131.

[12]Guest, D. (1987). Human Resource Management and Industrial Relations. Journal of Management Studies Vol 24 (5) , 68-71.

[13]Huczynski, A., & Buchanan, D. (2007). Organizational Beahvior. (Pretice Hall, USA)