Effective Organizational Culture Free-Samples Myassignmenthelp

Question: Discuss about the Impact of Organizational Behaviour on Employee Performance. Answer: Introduction: Organizational behaviour is an extremely critical concept that determines the way all the activities associated within the business process. Organizational behaviour focuses on developing effective organizational culture so that it can keep the entire workforce motivated towards the provided responsibilities. Organizational behaviour includes both psychological and physical aspects that can have impact on the overall performance level of the employees. Many studies have been conducted on the organizational behaviour concept in order to highlight the kind of impact it can have on the performance level. In this study, the focus would be on identifying the impact of organizational behaviour on the performance level of the employees. For that reason, the study will focus on selecting three articles on the organization behaviour from the Academy of Management Journal, Organizational Behaviour and Human Decision Processes and Journal of Management to highlight the kind of impact it can hav e on the performance level of the employees. The study will also focuses on highlighting the similarity and differences among the three articles to evaluate the topic in an effective manner. It will also help the study to identify the factors that can have impact on the overall performance level of the employees. Similarities among the three articles: The first article, Job engagement: Antecedents and effects on job performance illustrates that engagement level of the employees have given the opportunity to the organizations to enhance the performance level of employees (Rich, Lepine and Crawford 2010). It has provided comprehensive explanation regarding the relationship among the employees with the performance level of the employees. The article aims on using key mechanism explaining relationship with different type of organizational factors, individual characteristics and job performances. On the other hand, second article The impact of high-performance human resource practices on employees has focuses on highlighting the significant relationship between HR practices with employee performances. The article has highlighted the necessity of using strategic human resource management (SRHM) for fulfilling all the responsibilities associated with the business processes. The article has mentioned that businesses have to face many uniq ue challenges from the market on regular basis. Therefore, it induces employees to tackle unique challenges on regular basis (Kehoe and Wright 2013). For that reason, HR management will have to focus on developing comprehensive recruitment and reward system in order to keep the performance level of the employees at the desired level. The article has mentioned that employee perception on the HR practices can also have major impact on the motivational and performance level of the employees. Third article, Linking ethical leadership to employee performance: The roles of leadermember exchange, self-efficacy, and organizational identification focuses on highlighting the importance of maintaining ethics in the leadership practices in order to keep the employees motivated towards their roles and responsibilities. This article has used the concept of social exchange, social identify theories and social learning for highlight the significance of maintaining ethics in the business environment (Walumbwa et al. 2011). Thus, all three articles has highlighted the significance of maintaining proper relationship among the employees working in different departments and position in order to keep the performance level of the employees at the desired level. Thus, all three articles have emphasized on developing strong relationship with all level of employees in order to keep the performance level of the employees at the desired order. Thus, all three articles have focused on developing effective communication culture among the departments in order to motivate employees to give their best at the workplace. Differences among the three articles: However, all three articles have focused on evaluating different areas of organizational behaviour that can have impact on the overall organizational performances. The first article has highlighted the significance of maintaining effective employee engagement in order to keep the performance level of the employees at the desired level. The article has mentioned that effective use of employee engagement perspectives help organizations to create positive psychological impact on the employee perception (Rich, Lepine and Crawford 2010). As a result, it increases the satisfaction level of the employees in a major way. Therefore, it induces employees to give their best for the fulfilment of organizational goals and objectives comprehensively. On the contrary, the second article has focused on highlighting the role of human resource management team in keeping the performance level of the employees at the desired level. It has been assessed that changing needs and wants of the customers induces organizations to initiate new and innovative strategies on regular basis. For that reason, employees also have to face huge amount of challenges for completing all the organizational responsibilities. The article has illustrated that organizational culture should focus on meeting the perceived needs of the employees in order to keep them motivated towards the roles and responsibilities of the organization (Kehoe and Wright 2013). Unlike first article, it has not focused on assessing the employee engagement perspective for highlighting the impact on the overall performance level. On the other hand, third article has focused on highlighting the importance of maintaining ethics on the leadership style for encouraging employees to give their best at the workplace. It has highlighted the kind of impact proper utilization of supervisor or managers can have on the psychological aspect of the employees. It illustrates that appropriate exchange between executive levels of employees and managers can increases the motivational and satisfaction level of the employees, which will eventually create positive impact on the overall performance level. Thus, the third article has not only focused on the employee perspective on the HR roles or activities (Walumbwa et al. 2011). Rather it has tried to cover all areas of the operational process that can be affected by the unethical practices of leadership styles. Unlike first article, it has only focused on the communicational pattern between leaders and executive level of employees and its impact on the overall performance level . Thus, all three articles have used different aspects for evaluating the overall performance level of the employees. Any possible reconciliation of the opposing points in the three articles: All three articles have focused on identifying the way of enhancing the performance level of the employees. However, each of the articles has looked to analyze different factor that can have impact on the performance level of the employees. The first article has mentioned that effective use of employee engagement allows creating greater psychological impact on the performance level. For that reason, it has included Kahns engagement theory for highlighting the significance of maintaining physical, emotional and cognitive factors at the desired level. The article has mentioned that organizations need to be careful about all the factors for fulfilling the responsibilities associated with the businesses (Rich, Lepine and Crawford 2010). On the other hand, second article has focused on developing proper perception about the HR practices for encouraging the employees to give their best at the workplace. Thus, it emphasizes the fact maintaining positive attitude and behaviour towards the HR practices can allow the organizations to keep positive work culture (Kehoe and Wright 2013). Otherwise, employees might feel de-motivated to perform all the responsibilities in an effective manner. Third article has highlighted the significance of developing effective leadership procedure for encouraging the employees to give their best at the workplace. It has highlighted that leadership can induce employees to create positive attitude towards the successful fulfilment of all the provided professional responsibilities. From the assessment, it can be identified that both first and second articles are providing opposing views for encouraging employees to give their best at the workplace. The first article is focusing more on developing effective communicational network among the employees for encouraging them to give their best at workplace. Second article is primarily focusing on the reward and benefit structure developed by the HR management for inducing employees to give their best at the workplace (Kehoe and Wright 2013). On the other hand, third article has highlighted the significance of using effective leadership style for keeping the performance level at the desired order (Walumbwa et al. 2011). All three articles have highlighted different factors for creating positive impact on the motivation or satisfaction level of the employees. Thus, keeping the satisfaction and motivational level of the employees at the desired order is ultimate thing for maximizing the performance level of the employe es. Integration of the information contained in the three articles: From the three articles, it can be assessed that keeping the motivational level of the employees at the desired order is essential for achieving business aims and objectives. For that reason, organizations need to focus on developing several unique strategies in which employees can feel an integral part of the organization. From the first article, it can be assessed that keeping effective employee communicational network is extremely important for fulfilling all the responsibilities. Effective communicational structure allows organizations to share all the necessary information to the employees holding different designation. Therefore, it reduces any possibility of arising confusion within the workplace (Rich, Lepine and Crawford 2010). Moreover, it also helps employees to understand each other comprehensively, which will create positive impact on both employee engagement and organizational performance level. From the second article, it can be illustrated that appropriate use of HR p ractices is essential for fulfilling all the requirements in an effective manner. Supportive rules and regulations by HR allow employees to remain secure about their position in the workplace that will eventually create positive impact on the employee performance level (Kehoe and Wright 2013). From the third article, it can be highlighted the effective use of leadership style is critical for motivating employees to give their best at the workplace. Appropriate use of leadership style will allow organizations to include employees on critical decision-making process. As a result, it would encourage employees to feel themselves as an integral part of the organization (Walumbwa et al. 2011). Thus, all three articles have highlighted the importance of developing appropriate work culture within the organization for enhancing the present level of performances of the employees. Integrated interpretation of the three articles to a specific work or organizational situation: In the present business context, organizations look to utilize innovative strategies and procedure for achieving competitive advantage in the market. Now, keeping the internal environment of the organization at the desired level is among the prime aim of the organization. It allows organizations to keep the employees happy and satisfied towards the provided roles and responsibilities. For instance, effective use of employee engagement will allow organizations to initiate different innovative strategies without facing too many challenges. As a result, it will help the organizations to keep the competitive advantage level in the market. On the other hand, appropriate use of HR practices will help organizations to minimize the challenges associated with the attrition rate in an effective way. For that reason, organizations generally try to provide different types of additional benefits to all the employees in order to encourage them to give their best at the workplace. Moreover, the thi rd article has highlighted the significance of using comprehensive leadership style for keeping the overall performance level of the organizations (Walumbwa et al. 2011). Now, organizations always focus on identifying the best possible leadership strategies for covering all aspect of the operational process. It has induced organizations to invest more on the resources to complete all the activities related to the operational procedure. Conclusion: The illustration of the above three article has highlighted the fact that several factors can have impact on the overall performance level of the employees. For that reason, organizations will have to focus on utilizing all the factors in such a way so that it can create positive influence on the overall performance level of the employees. For instance, organizations need to focus on developing appropriate HR strategies along with leadership support to encourage employees to give their best for fulfilling all the requirements of the operational procedure. It will also help organizations to counter all the future challenges related to the business process in an comprehensive manner. References: Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. https://www.researchgate.net/profile/Rebecca_Kehoe/publication/247570089_The_Impact_of_High_Performance_HR_Practices_on_Employees'_Attitudes_and_Behaviors/links/56bcdfd708ae5e7ba40f8ad0.pdf Rich, B.L., Lepine, J.A. and Crawford, E.R., 2010. Job engagement: Antecedents and effects on job performance.Academy of management journal,53(3), pp.617-635. https://www.researchgate.net/profile/Bruce_Rich/publication/258130125_Job_engagement_Antecedents_and_effects_on_job_performance/links/00b4952715cc99c402000000.pdf Walumbwa, F.O., Mayer, D.M., Wang, P., Wang, H., Workman, K. and Christensen, A.L., 2011. Linking ethical leadership to employee performance: The roles of leadermember exchange, self-efficacy, and organizational identification.Organizational Behavior and Human Decision Processes,115(2), pp.204-213. https://scholarship.sha.cornell.edu/cgi/viewcontent.cgi?article=1762context=article