Organizational Behavior as one of the Essential Elements of Management Essay - 1

Organizational Behavior as one of the Essential Elements of Management - Essay Example With both its internal and external aspects, motivation is instrumental to employees’ choices, level of input and persistence in applying efforts to a particular activity towards success. The recommendations on developing motivational theories are based on the assumption that existing theories are less effective in motivating employees. The first recommendation is an application of results from existing analyses in developing a basis for new theories. This is because while existing theories may have weaknesses and limitations, they may hold some level of validity and identified convergence of theories from Meta-analyses establishes the ground for their application in developing new theories. Another recommendation is an elimination of virtual boundaries in organizations that create barriers to sharing of resources and information. The elimination of boundaries should further be achieved, on developing theories, by not restricting theories to activities or departments. Further, indicator variables of general and particular motivation types should be understood. An understanding of the involved motivation is also necessary together with identification of the role of dynamism in human behavior. The article, therefore, establishes a new approach to developing motivational theories for an effective application (Locke and Latham, 2004). Hendry, Woodward, Bradley, and Perkins also identify the need for a change in understanding aspects of â€Å"reward and performance† (n.d., p. 1). They establish a new approach to understanding performance, its aspects, measurability, and approach to its improvement. The authors, for example, identify inefficiency in the traditional accounting approach to measuring performance. They also identify dynamism in the corporate world that has demonstrated the necessity of measuring performance as well as core principles for measurement. The  article also associates performance with employees’ capacity, relationships between employees and supervisors and different rewards approach.

Binding Performance Management System Changes and Organisational Essay

Binding Performance Management System Changes and Organisational Culture - Essay Example The packaging industry has become increasingly lucrative, but local and international competition intensified. By the late 1990s, the global sales of the industry reached $400 billion, with the U.S. making up $115 billion, followed by Asia and Western Europe. Consumer packaging accounted for 70% of sales, followed by industrial packaging revenues at 30%. The influence of packaging on marketing products cannot be undermined. For traditional retailers, packaging is seen as more influential than advertising in affecting purchasing decisions and customer loyalty. The industry trends are increased corporate consolidation, market segmentation of domestic consumer packaging markets, and vertical integration of packaging business models. The challenges for Sonoco come from its ability to respond to external threats and opportunities by managing its internal weaknesses and strengths. The opportunities are one-stop packaging business models with high flexibility and customisation levels, the c ontinued demand for market-oriented packaging, especially for consumer markets, availability of global talent, and becoming more receptive to diversity and environmental issues at national and international levels. ... Hence, the primary challenge for Sonoco is using its strengths to reduce its weaknesses, and to ultimately handle the opportunities and threats in the packaging industry. The main tasks of Hartley are as follows: 1) to reduce HR cost by 20%; 2) to improve the linkage between HR functions and business strategies; and 3) to standardise HR systems and functions. Overall, Hartley is in charge of transforming the HR structure and organisational culture. Hartley’s total approach included professionalising the HR system and making it more business-oriented. She designed policies that shaped compensation, performance management, employee development, and succession planning. In order to support these policies, she created an advisory HR council that was comprised of divisional HR heads and key individuals from corporate HR. She also formed an advisory team of divisional GMs to help attain high buy in. This study discusses the theoretical framework of the main concepts and issues of th e case. Performance management (PM) is a critical aspect of Sonoco’s HR change efforts because it is linked with its organisational issues of compensation, employee development, and succession planning. The vision of the PM system must be distinct, clear, and compelling. This vision can be connected further to the corporate vision, so that management levels and personnel understand how PM affects the overall direction of the company. Hendry et al. (2006) stressed the link between company vision and HR functions (51). Greer and Virick (2008) asserted that diversity management is connected to successful succession planning. Furthermore, PM changes must be