N1062 The Effectiveness of Organization in Global Market
¨ Direct interactions with each other over a period of time
¨ Joint membership in a social category
¨ Shared common fate, identity or goals Groups are not always the sum of their parts
Answer:
The aim of this essay is to discuss the effectiveness of the organization currently operating in the global market. Efficiency of the organizations in the current setting ca be achieved when the organizations after the needs of the different aspect of its operation. These efforts by these companies have a sharp difference with the companies operating internationally before a decade ago. Therefore, with the change of time and technological advancement, the structure and strategies of these organizations have changed.
In attaining efficiency, the organization needs to become organized in all aspects. In order to get a clear idea of organizational effectiveness, it is essential to get a proper understanding of all the criteria of development (Kuipers et al. 2014). This is important because, sometimes, the failure of the organizations cannot be measured though financial success only then the leader can identify the gap in the sectors what cause this failure. In this essay, the efficient factors will be discussed through support of the various theories and models. This analysis will present an interesting observation related with effectiveness of the organisations and connect these levels with Human Resource Management.
The organizational efficiency or effectiveness is defined to be the capability of the organization to meet all their goals and objectives. This means that the success or failure of the organization largely depends on the production of the desired effects with minimum expenditure of time, money, energy, material and human resources (Yang 2015). This is the result originated from the collective effort of individuals, groups and whole organization to maximize profit. According to the critics, there are two aspects through which the leaders of the current global organizations measure their success. This include the organization’s achievement in net profitability in comparison to the target profitability in one hand and the growth data and achieved customer satisfaction.
Highly effective companies exhibit strengths mostly in the structure of the organization, work processes of that firm, its workforce, systems, the decision-making procedures, organizational culture and most importantly the leadership styles. In order to achieve as well as sustain the success, the organizations need to focus on every part of its composition as well as maintain a dynamic environment.
In addition to this, for ensuring the continued growth or development of the organization the leaders need to evaluate the effectiveness and improve them from time to time (Connell and Burgess 2016). For gaining success in the market, the organization needs to grant different criteria of the individual, groups and consider the through a self-assessment thus the leadership gets strengthened and culture gets nourished to accept any type of challenges and overcome them.
Proper understanding of the organization’s effectiveness is important because this serves the leaders to identify how well the internal procedures are meeting the initial vision of the company. This knowledge provides the investors, employees, shareholders and other associates about the strength of the companies and the areas of ineffectiveness so that proper measures for improvements can be identified (Yeandle et al, 2015). This is the reason why every part of the organization needs to have a strong connection with one another to enhance its financial performance, internal structure, long-term planning and devotion to the core values so that the critical components barring organizational effectiveness can be mitigated and the organization can flourish without any problem.
In understanding the responsibilities of these components of the organization to enhance effectiveness, theoretical framework is important. This is due to the fact that based on the theories the HRM can segment their workforce effectively. This will help the management to identify the traits of the individuals and use them in gaining effectiveness of the corporation (Carlos, Paula and Dibb 2014). In this regard, the theories of personality, intelligence, team building, leadership and organizational culture can be discussed. All of these theories somehow relate to the human resource management process as the individuals, groups are organized workforce are the drivers of innovation and effectiveness of the organization.
The personally traits have mainly two kinds. One is associated with types of personality and another is trait. The theories of personality type can be related to the Myers-Briggs. This theory defines how the personality of the people changes based on their psychological types (Al 2015). Some are introverts or extraverts based on their focus area, sensing or intuition based on their style of taking information and judging or perceiving in terms of their dealing process. People are different through their thinking and feeling types while making decisions.
Another set of critics support the Trait theory named Big Five by Ciosta and McCrae where the personality of the individuals has been divided into five sections. The four factors namely contentiousness, extrovertism, agreeableness and openness to experience can be used quite positively by the HRM but the factor of Neuroticisms is a negative factor that makes the workforce moody, anxious and self-deprecate an prevent both personal growth as well as the growth of the teams. Based on these factors, the employees of any organization show their own level of job satisfaction, unionization and performance (Saleem, Saqib and Zahra 2015).
In order to make the organizations effective, providing job satisfaction of the employees is one of the toughest things that the organizations face. By growing positive relationship with the active, innovative and dutiful employees, the organizations can create a positive ambience in the workplace this enhance job satisfaction of the employees. In order to enhance performance of the employees the organizations can encourage the conscientious employees who design innovation of the organizations itself and enhance the production of the firm (Barrick et al., 2015). By balancing the positive nature of the workforce and the negative personalities of the employees the organization can efficiently fit the employees at the right place and increase their effectiveness.
Not only the personality of the employees, but also their intelligence is important for the organizations. This is due to the fact that based on their intelligence, the organization change their strategies, invest on the product or process innovations and operate the whole business. In this regard, the recruitment process of the HRM identifies the best fit employees for their business through the models of intelligence. According to Two-Factor Theory of Intelligence, the employees’ can be divided into two factors one is S and another is G. S is associated with the specific abilities of the people and G is related with cognitive abilities.
The second factor actually differentiates the capable employees from the others as they perform better even in the challenges. On the other hand, Sternberg’s Triarchic Theory of Intelligence is based on the three factors. This model clearly identifies the employees based on their creativity, practice and analytical potentials so that the HRM can put them in the position correctly matching their talents and support the growth of the organization.
For gaining the competitive advantage by increasing its effectiveness, proper utilization of the leadership skills is necessary. This is due to the fact that the leaders are the guiding entity who are followed by the employees in an organization. They are responsible for decision making in support of the organizational growth and maintaining all the growth factors within the organization (Shanafelt and Noseworthy 2017). The method of understanding the personality of the leaders as well as their intelligence are not the only factors that the organizations need but they also need to identify the proper leadership style best fit for themselves. Through various leadership theories, the organizational leaders can identify their traits and style matching with the need of the situation to gain effectiveness.
The most popular and used theories of leadership are the Trait Theory, style theories, contingency theories and some new theories matching the needs of the current business situations (Kennedy and Chen 2015). As per the trait theory, the leader is not created rather they inherit some quality is which get exposed with time and condition. The another most popular theory is the Style theory. According to the scholars of Michigan University Study, the leaders have different styles which make them effective or ineffective for the organizations.
This theory differentiates three dimensions of the leadership behavior which include the task-oriented leaders, relationship oriented and participative leadership. In order to gain the organizational effectiveness, the leaders their styles depending upon different situation and different time (Landis, Hill and Harvey 2014). Based om this view the Ohio State University Study has modified leaders style sin consideration and initiating structure factors that reduces the ambiguity of nature of the leaders and make them more effective.
On the contrary, the Contingency Theories focus on the growth of leadership qualities based on the situation where the leaders behave perfectly and act as per the situations need (Belias and Koustelios 2014). Both Fielder’s Contingency Theory as well as Vroom and Yetton’s Contingency Theory, support the fact that the most successful leaders interact with the situations and use their authorities to bring context in decision making. The new theories like Transactional and Transformational Leadership and Leader-Member Exchange (LMX) deal with the influence of the leaders upon their employees.
These discuss about how the leaders manage their followers’ behavior in their support and smoothen the operation of the organizations. This can be rewards, punishment, relation building and various types of stimulations like motivation and finally own charisma. The most charismatic leaders can transform the most useless team to be the best performing and responsible team though their power to influence ideology and behavior of the subordinates.
As mentioned before, the organizations operate in different level which consist of both individual an teams and success of the organizations depend on ability to bring these two factors and make one organization. Therefore, team building is mandator. Both Punctuated-Equilibrium Model and five stage model deal with the cohesiveness, social facilitation and social loafing (Magotra, Sharma and Sharma 2015). For the development of the organizations proper maintenance of the groups is mandatory as these can affect the individuals just as the individuals affect the groups. These groups actually form the organizational culture. The organizational culture of any organization is of four types which include, clan, adhocracy, hierarchy and market culture. On the other hand, Weber and Fayol models capture the broader aspect of organizational bureaucracy.
The most important aspect of the organizations’ effectiveness is their employees as they are the pillar based on which the whole organization operates. The workforce is the first component that points out whether the company needs any changes in the leadership or strategies (Allameh et al., 2015). This aspect of any organization is closely connected to the policies and regulations of the human resource segment of the company.
This part of the organization takes care of the recruitment, encouragement, retention and managing this most important resource of the companies. Starting from the leaders, managers and other employees HRM takes care of this whole human resource and influence them to achieve the organizational goals collectively. Models of HRM includes Michigan Model, Harvard Model, Guest Model and Dave Ulrich’s HR Multiple Roles Model (Fiedler 2015). These models help the HRM to manage all the internal issues regarding its human resource.
The most important insights from this analysis can be found that the organization has a much wider context where all the stakeholders including the employees do not only play role according to their responsibilities. The effectiveness of the companies will be gained only when all these players relate to organization understand the requirements and do accordingly, then only the company can flourish and get the best result in the market.
Therefore, it can be said that the organizations in one hand needs the skills, personality, understanding, connectivity with the organizational culture and intelligence of the individuals and on the other hand it needs their collective measures to operate successfully to gain competitive advantages and effectiveness. HRM manages the employees both individually as well as collectively hence this part is the most responsible to contribute in the company’s growth. HRM follows models and strategies to understand the type of their workforce an bring them in the path to reach the desired destination. Hence it can be said that through proper organization of the individual and teams, growth can be attained as well as effectiveness.
References:
Al Saifi, S.A., 2015. Positioning organisational culture in knowledge management research. Journal of Knowledge Management, 19(2), pp.164-189.
Allameh, S.M., Pool, J.K., Kazemi, R.V. and Mostafavi, M., 2015. The impact of emotional intelligence on transformational leadership and leader effectiveness. Latin American Journal of Management for Sustainable Development, 2(1), pp.83-93.
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management journal, 58(1), pp.111-135.
Belias, D. and Koustelios, A., 2014. The impact of leadership and change management strategy on organizational culture. European Scientific Journal, ESJ, 10(7).
Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations. Journal of Management Development, 33(4), pp.374-398.
Connell, J. and Burgess, J., 2016. The quality of working Australia and its relevance for HRM and organisational effectiveness in the Asia Pacific. In Asia Pacific Human Resource Management and Organisational Effectiveness (pp. 171-192).
Fiedler, F. R. E. D., 2015. Contingency theory of leadership. Organizational Behavior 1: Essential Theories of Motivation and Leadership, 232, 01-2015.
Kennedy, G. and Chen, H., 2015. Practical Tips for Developing Leadership Skills Early in a Career. In Leadership in Surgery (pp. 91-98). Springer International Publishing.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.
Landis, E.A., Hill, D. and Harvey, M.R., 2014. A synthesis of leadership theories and styles. Journal of Management Policy and Practice, 15(2), p.97.
Magotra, I., Sharma, S. and Sharma, J., 2015. Developing HR as a Core Competency: An Approach for Gaining Competitive Advantage. PACIFIC BUSINESS REVIEW INTERNATIONAL, 7(12), pp.101-107
Saleem, M.A., us Saqib, N. and Zahra, S., 2015. Impact of job engagement and team processes on organizational learning: examining moderating role of leadership style. Studies, 4(1).
Shanafelt, T.D. and Noseworthy, J.H., 2017, January. Executive leadership and physician well-being: nine organizational strategies to promote engagement and reduce burnout. In Mayo Clinic Proceedings (Vol. 92, No. 1, pp. 129-146). Elsevier.
Yang, J.T., 2015. Effect of internal marketing on knowledge sharing and organisational effectiveness in the hotel industry. Total Quality Management & Business Excellence, 26(1-2), pp.76-92.
Yeandle, J., Fawkes, L., Carter, C., Gordon, C. and Challis, E., 2015. Organisational effectiveness and personality disorder. Mental Health Review Journal, 20(2), pp.84-91.
Buy N1062 The Effectiveness of Organization in Global Market Answers Online
Talk to our expert to get the help with N1062 The Effectiveness of Organization in Global Market Answers to complete your assessment on time and boost your grades now
The main aim/motive of the management assignment help services is to get connect with a greater number of students, and effectively help, and support them in getting completing their assignments the students also get find this a wonderful opportunity where they could effectively learn more about their topics, as the experts also have the best team members with them in which all the members effectively support each other to get complete their diploma assignments. They complete the assessments of the students in an appropriate manner and deliver them back to the students before the due date of the assignment so that the students could timely submit this, and can score higher marks. The experts of the assignment help services at urgenthomework.com are so much skilled, capable, talented, and experienced in their field of programming homework help writing assignments, so, for this, they can effectively write the best economics assignment help services.
