between employee satisfaction at Sears stores and revenue growth. Today, U.S. firms spend about $720 million trying to improve employee engagement”. Conceptually, an engaged employee is believed to make an individual commitment to go above the norm to because they find value and personal satisfaction within the scope of their role, but equally an organization must commit to take action. Assessments are custom built to organizations measurable indicators, however, there are some common indicators of engagement: benefits & pay, advancement opportunities, recognition, job scope and work environment. These assessments provide the employee a method
SUPPORTING ORGANIZATIONAL BEHAVIOR 6 to voice their concerns to leadership and while feeling personally vested in taking part in organizational change. Once the assessment results are compiled it is important that the organization create an action plan for improvement that focuses on an overall organizational engagement or specific department engagement. It is very important that employees can see leadership acting on the results because it will increase their trust in the leadership and prove that their opinions are valued. While there are commonalities, engagement data doesn’t necessarily drive performance, but it does produce a confidence generated purpose for both leaders and employees throughout the organization that will affect the cultural change Intervention Methods The aim of organizational behavior interventions is to better the productivity, behaviors, and performance of employees through a series of individual structure and team actions which focus on the activities of employees. Some of the intervention methods include: focusing the groups, reducing the unnecessary competition, elimination of hierarchy decision making, and building of trust. Organizations should focus on the groups and not the individuals. Organizations are made up of teams and thus change must occur in those groups to bring the cultural difference. Marvin Weisbard states that organizational groups should have a better understanding of their purpose, goals, and missions including that of the organization ( Young, 2015). Leadership, on the other hand, should create a balance instead of acting like it is above the organizational law. It is also important to eliminate the decision making based on the hierarchy of the organization. During the development of organizational changes, decision making
SUPPORTING ORGANIZATIONAL BEHAVIOR 7 responsibilities must be shifted from manager task designed to be shared by all employees because they are the source of information. Successful organizational behavior can be supported by the building of trust. Creating of mutual trust enables an organization to create any change and promote clear communication ( Young, 2015). There should be a mutual trust between employees and the managers in any organization.
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