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Effectiveness and Efficiency in Benchmarking Essay Sample

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1. Discuss the importance of understanding the impact of human behaviour in the development and day to day running of organizations Human behaviour Define human behaviour Give

According to McInerney (2008), Human behaviour refers to the range of behaviours exhibited by humans and which are influenced by culture, attitudes, emotions, values, ethics, authority, rapport, hypnosis, persuasion, coercion and genetics. Human behaviour is experienced throughout an individual’s entire lifetime. It includes the way they act based on different factors such as genetics, social norms, core faith, and attitude. Behaviour is impacted by certain traits each individual has. The traits vary from person to person and can produce different actions or behaviour from each person. Social norms also impact behaviour. Amitai defines Organizations as “social units deliberately constructed and reconstructed to seek specific goals.

Corporations, armies, schools, hospitals, churches, and prisons are included; tribes, classes, ethnic groups, friendship groups and families are excluded.” Wikipedia denotes that, “an organization is a social entity that has a collective goal and is linked to an external environment. An organization that is established as a means for achieving defined objectives has been referred to as a formal organization. Its design specifies how goals are subdivided and reflected in subdivisions of the organization. “This organisation also has employee who help run its day to day activities. This essay looks at the importance of understanding the human behaviour and the organization, how the organization day to day running can be developed through human behaviour.

Saulnier highlights that, “human behaviour is important in an organization as it defines how people work together and interact with one another.” A co-operative team with an established leader will produce better results than a group of people that have no guidance and don’t know how to work with one another. She further notes that “Organizations spend time and effort in the human resources department ensuring human behaviour in the workplace is appropriate and productive.” This is so because human resource influences the productivity of the organization, all machinery, processes and “Human behavior allows members of an organization to work together effectively” according to Saulnier. “As people know the necessary way in which to interact with one another, they can communicate effectively and build good working relationships that allow organization objectives to be pursued with maximum effect.” Sometimes it is necessary to influence and change human behavior in terms of cooperation. Whether dealing with a disruptive or a productive employee, Gaston affirms that “it is important to understand the basic role employees play in organizational success.

Employees want to feel competent at work tasks and listened to by management. There are a number of factors to take into account when understanding the importance of employees in an organization.” He continues to advise that, “Employee attitudes and behaviours are usually related either one way or another, so when an employee has a negative perspective of their job, or a supervisor, or the organization as a whole-then they are less likely to care about their job performance, disregard their supervisor or try to cause problems with them, or not consider anything that would benefit the company as a whole-just worry about doing just enough in their job and get paid. However, if an individual likes their job-they will take pride in doing it correctly, if they like their supervisor-they are more likely to communicate and participate with them, and if they value the organization as a whole-they tend to look for ways to improve the company as a whole, even when they don’t have too.”

Gaston continues to say, “Employee behaviour has a direct effect on whether an organization succeeds or fails. “ Internal conflict and poor communication among staffers can lead to low productivity, poor customer service and higher product defect rates. Management should immediately address issues of discord or poor communication to ensure employee behaviour does not adversely affect the organization as a whole.

Tyler says:
While personality traits and other individual differences are important, we need to keep in mind that behaviour is jointly determined by the person and the situation. Certain situations bring out the best in people, and someone who is a poor performer in one job may turn into a star employee in a different job. It is important to remember that a person’s behaviour depends on the match between the person and the situation. While personality is a strong influence on job attitudes, its relation to job performance is weaker. 2. Design a model Organization and highlight its purpose of existence, goals/objectives, and suggested organization structure. Explain how the design of the structure will enhance accomplishment of the purpose of existence of your model organization. ACom

Purpose of existence:
is to provide the best and cheapest telecommunication services in voice calling, messaging and data services. Goals:

An organizational goal is the desired state of affairs, which the organization attempts to realize. The organization may or may not be able to bring about this desired image of the future. But if the goal is reached, it ceases to be a guiding image for the organization and is assimilated to the organization or its environment.

An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims.[1] It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment.[2] Organizations are a variant of clustered entities.[citation needed] An organization can be structured in many different ways, depending on their objectives. The structure of an organization will determine the modes in which it operates and performs. Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational structure affects organizational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organization’s actions.[2]

Organizations are constructed to be the most efficient and effective social units. The actual effectiveness of a specific organization is determined by the degree to which it realizes its goals. The efficiency of an organization is determined by the amount or resources used to produce a unit of output. When an organization has a goal, which is limited and concrete, it is comparatively easy to measure effectiveness. knowledge. The higher the rank of official, the better equipped he tends to be either in terms of formal education or in terms of merit and experience 3. Develop a pay structure commensurate with positions on your structure

BIBILIOGRAPHY

Amitai Etzioni – Modern Organisations. Rretrieved from www.hrfolks.com Anderson, C., Spataro, S. E., & Flynn, F. J. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology, 93, 702–710; Zimmerman, R. D. (2008). Understanding the impact of personality traits on individuals’ turnover decisions: A meta-analytic path model. Personnel Psychology, 61, 309–348. McInerney, J. (2008, September 16). Behavioural genetics. Oak Ridge National Laboratory. Retrieved October 27, 2012, from http://www.ornl.gov/sci/techresources/Human_Genome/elsi/behaviour.shtml Saulnier, D. (2009) Employee Engagement – Leading the Way to an Engagement Culture,. Retrieved from www.rights.com Gaston, Charlie Dr. Importance of Employee Behavior in an Organization. Retrieved from http://www.ehow.com/info_8684403_importance-employee-behavior-organization.html#ixzz2CZwaWlIK Bauer, T. and Erdogan B. Organizational Behavior, v. 1.0. Retrieved from http://www.flatworldknowledge.com

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