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Trial and Error ltd is a small kind of ordinary organization. And this was established before 60 years. Head and management of this organization are still remain as same is the same. And the management of this organization is not at all satisfied with the current functions and process carried out by different departments. And communication within the organization is informal and horizontal. In total all the functions in the organization become weak. Here we discuss different subjects to find out the actual problems of the organization and to sort out all problematic things happening in the organization.
Organizational structure, including activities such as work-sharing, coordination and monitoring, which is directed to the achievement of organizational goals. It is seen as a glass or viewing perspective in which individuals viewed their organization and its environment.
The organization is a variant of the Joint Undertaking
An organization designed differently, depending on their goals. The structure of an organization determines the mode in which it operates and performs.
The organizational structure allows the expression assignment of responsibilities for various functions and processes in different units such as divisions, departments, work groups and individuals.
The organizational structure of the organization in two major ways. First, provide a basis to rest on the standard operating procedures and practices to be. Second, determine which individuals have the opportunity to participate if the decision process, and thus how their views shape the action of the association
In any business there are two types of organizations - the formal structure and informal arrangements. Both the impact of the organization and the relationships between the bars. The formal organization refers to the formal relations of power and subordination within a company. The main purpose of the formal position in the organization of employee / manager self-control. The Authority is assigned the highest level of management of the organization. Each position has rules on what can and what not to do. The rewards and punishments for compliance with rules and obligations of the landscape as well. Informal organization refers to the network of personal and social relationships that develop spontaneously between people associated with the other. The main purpose of the informal organization is the employee as an individual. The power is derived from membership in informal groups within the organization. The behavior of individuals within these groups is governed by standards - that is, the rules of social behavior. When individuals violate norms in order to impose sanctions against the other group members they. Of course, informal agreements, either beneficial or detrimental to the operation of the company, or both. People who is a person in an organization and its effectiveness can affect their personal relationships with people around them from. A clear picture is that when a manager is aware of a personality conflict between the employee should, he said.
Informal communication: Beyond the Organization
`Perhaps it clear that a lot of communication in organizations far beyond formal send messages up, down, or if a graph. Order should have a complete picture of organizational communication also pay attention to the informal communication of information without any obligation or shape limitations.
The description of the informal organization of communication. When people talk informally, they did not meet their organizational position. Anyone can say anything. This is clearly not appropriate for a mail clerk in the office to share his thoughts on a vice-president on the issue of corporate policy can, both parties very probably going to be humorous stories. The difference lies in the fact that the history of comics is no official character, and communicated informally, that is, without following the formal hurdles imposed by the organization.
It is easy to imagine the importance of information flow can be informal within the organization. To send people information that they come in contact, which leads, where all kinds of news can travel. Research has shown that informal relationships can be an important phenomenon to explain the turnover of the organization. For example, the study of informal structures of communication in a fast-food restaurants, the scientists observed that people who leave their jobs to stay in touch with people who tended to the left early in the new position. It makes sense when you think about it: For men to speak informally with their counterparts in the best employment opportunities in other companies probably have the advantage of such opportunities are.
If a person can say something informally with others, resulting in a rapid flow of information, including what is commonly referred to as "the vine." This term refers to the route along which no official information on the go. In contrast to the official announcement of the organization that can take several days to get their goal achieved, including the organization of information traveling vine sank very quickly. In fact, it is not uncommon for messages to reach everyone in a large organization in a matter of time. We explain this away is the case for informal communication across organizational boundaries and is open to all. There is another reason. Similarly, the informal information communicated verbally and written communications will not only reach more people, but do it faster than written messages.
As we mentioned above, however, the verbal message in danger, not as accurate as they flow between people. Because of possible confusion vines can cause some people tried to remove it. However, they are not always bad. In fact, the interaction to help informally with our staff to create a more cohesive group and can also be excellent opportunities for pleasant social contacts to make it work satisfactorily there lives. Whether they are useful and dangerous', the grapevine is an inevitable fact of life regarded organization.
Rumors: The downside of informal communication. Although the information may be accurate with the vine in some ways, it's bad in another. In extreme cases, the information can no basis in reality and can not be verified to be transferred. The message is known as the rumors. Usually these rumors on speculation, a man of `fantasy and wishful thinking than reality.
Rumors to grow like wildfire throughout the organization, because the information it contains are usually interesting and too vague. This ambiguity left open the message to the beautification of their passage orally from one person to another. Before you know, had almost everyone in the organization of the rumor and false message that as a fact ("Everyone knows that it must be true") will be taken one. Therefore, although it may be, at some point, some truth in the rumors, the message is quickly growing is not true.
Question: What can be done to reverse the effects of this rumors? You might be tempted to consider to be in direct contradiction to the rumor. This strategy works best when the noise is too fantastic and immediately put into question by an independent source. What works best to combat the rumor, research has shown, is to help people on other things that they think they remember about a company. Not surprisingly, tend to advertising campaigns (including public relations efforts of politicians, rumored to be involved in various scandals) in order to devote more time to divert public attention away from the negative attitude towards their positive perception.
Organizational strategies to improve communication
Considering how important it is for people in the organization to communicate in a clear, open and precise, it makes sense ways to communicate the organization can be improved. Against this background, we describe some proven techniques.
Many business leaders do not know today what impact motivation can (and do) in their business, and it is so important that they know and understand the factors that determines the positive motivation of the work. The size of your business is irrelevant: If you try to get the best out of 50 members of your staff or a single, all of which require some form of motivation. Motivation is something else came from other companies and is responsible for integrating all of the employees immediate supervisor. However, it may have motivated entrepreneurs should achieve as a strategy to build business objectives.
The purpose of this paper is to help you (as manager), the importance and impact of motivation, identification of key factors to understand the motivation to determine the speed of your employees. The factors that are directly tailored to their individual needs, behaviors and attitudes that you can see from the following content, are related.
What is the motivation?
Motivation is the force that makes us do things: it is a result of our individual needs are met (or met) so that we are inspired to complete the task. The needs vary from person to person as everyone has their individual needs to be able to motivate. Depending on how you motivate more effort we put into our work to learn, and so raise the standard of production.
If we show that the factors (or needs) to determine the motivation of employees in the workplace, almost everyone will think immediately of a high salary. This answer is correct for the reason that some people are motivated by money, but especially bad for the reason that there is not enough for others (to a sustainable level). This confirms the statement that human motivation is personal property that is not all configuration options.
The importance of motivation
Motivation can affect the outcome of your business and affects both quantity and quality. See: Your business depends greatly on the efficiency of your production staff to ensure that products are manufactured to meet the demand numbers for the week. If the employee does not have the motivation to produce the finished products to meet the demand, then the problem leads to disastrous consequences. A number of situations are extreme, but you get the picture. Your employees are your greatest asset, and no matter how good your technique and equipment may be, are no problem for the effectiveness and efficiency of your employees.
Motivation has been studied for many years by a growth of over 19 centuries. As a result, a number of theorists put together their own conclusion, and because there is a variety of motivational theory. Without going into detail and depth of all theories of motivation, we use (1966) Fredrick Herzberg research is to describe the important questions of motivation. In 1966, Herzberg interviewed a number of people from different professions at different levels, to learn two things:
Among the factors that motivated them in the workplace
It has proven to be factors that gave employees an incentive to use what has been identified to job satisfaction. It is also known as "motivators". Motivational factors such as higher employee satisfaction, and further increased its effectiveness.
Factors that prevented job dissatisfaction
It has been identified to prevent the factors which are job dissatisfaction. The employees are not happy (or job satisfaction): It only took the dreary workplace. It is also called "hygiene" factors. Factors such as cleanliness, if they are not satisfied, have the effect of the reduced efficiency of the employees.
Effect of lack of training and experience
Margins based on a lack of training and experience that often occurs when people attack a task where they were either familiar or trained causes. Experienced staff can clearly identify hazardous conditions that inexperienced people can not notice. Given the limitations of inexperienced people, and then exceed their capabilities, accidents can happen. The imbalance between a person's ability and level of training is required to demonstrate through appropriate procedures are followed, the shortcuts, errors of judgment and poor maintenance and operation. Manages staff contributed to the breakdown of some of the mission without sufficient knowledge about the possibilities and limitations of their people and equipment. If you train inexperienced people for new jobs, their training needs are obvious. They need your help to make knowledge and skills they need to do to get a job. Even if you provide people with basic skills to do a job, not to understand them. You may not be able to retain what is taught. You need to compensate for the lack of understanding of strict supervision. As people gain more experience and better control, training deficiencies are still evident. Find people to work is available on their current development of the skills are not uncommon. When asked whether they can manage the allocation, many responded positively. You do not want to appear incompetent
Lack of effect of high-ranking officers and staff commitments
Any attempt to change an organization requires a visible commitment and very aware of all leaders within an organization. Leaders must be able to bring the significance of the change process, the needs of the change process to express and how it will lead to a better organization of the relationships, how people are supported by process changes, and willing to difficult questions or dealing with difficult situations to answer as they arise throughout the process.
Can affect employee engagement in their work team and organization sales, the willingness to help employees and team performance.
The focus areas of employees in the workplace is an important goal of personnel policy and practice. The research shows promise is a positive effect on productivity, turnover, and a willingness to help colleagues. But downsizing, the erosion of wages and productivity needs of recent years reduced its involvement.
If commitment is declining, increasing the use of teamwork. More recent data show 47 percent of the teams with the Fortune 1000 companies to a certain degree, and 60 percent plan to use teams in the near future to increase. Team believes can improve the productivity and the employer offers employees a more active role in decision making and a higher chance of participating in meaningful activities. But team success often depends on a high level of employee orientation - both the organization and its goals.
The importance of the commitment
Evaluation of attachment of the people it is important to determine the center of their commitment. Some people may have different "profiles of the promise," they can fully committed to the team, but not the association, or has the same, or off.
Studies that show that the commitment of a team, a willingness to team members (1) and help to improve performance of the team lead. (2) low commitment of both organizations (3) and team (4) on absenteeism, turnover and intention to leave the relationship. But no study conducted to investigate the causes to help the team and organizational commitment to development and its impact on productivity, willingness to team members, and wants to go.
Factors influencing the commitment
Some conditions are of fundamental importance for self directed work team environment affect the organization and committed team. As the following functions have a dual relationship to itself the immediate environment of teamwork and commitment, they were selected as independent variables for the study:
* Satisfaction with the supervisor.
* Resource-related role conflict: the ability of the employees they need to get the job done as desired access.
The interplay of work *: the extent to which team members rely on one to complete his work.
* Inter-channel conflict: the extent to which employees receive conflicting orders or requests from superiors or colleagues, or against company policy, the ethical standards or legal requirements.
* Satisfaction with colleagues.
Effects of organizational commitment
We found that satisfaction with the management of conflicts over resources and has significant positive and negative influences on organizational commitment, in order, but no significant effect on the commitment of the team. Cooperative activities had a positive and significant impact on both organizational commitment and the team. Although the collaboration had an impact on work commitment of the team, it was not significant.
In general, our results support the assumption that the obligation is satisfied from management to focus more on team organization
To put it in a nutshell Trial and Error Ltd must improve their organizational efficiency through the use and implementation of new and strategic efforts to reorganize all existing elements within the organization. to make formal organizational structure, implementation of new training and motivational techniques, develop a formal communication between employees and departments, and create a new culture within official and outside the company. And maintain the hierarchy of organizational structure. and to appointment new directors and management team to lead the organization as well.