Question:
Discuss About The Multicultural Experience For Collective Creativity?
This essay introduces the vast range of organizational behaviors encountered while working in the company. A workplace is one of the most culturally diverse environment as it consists of individuals from different cultural background along with unique behaviors and preferences. Due to this vast diversity at the workplace, challenges in terms of communication, productivity and motivation are frequently encountered. Therefore, this essay reflects the overview of the different organizational behaviors along with analyzing the reasons. The essay includes the use of motivational theories to analyze the organizational behaviors and its application in enhancing the work performance of the employees within the organization.
As commented by Ang & Van Dyne (2015), an organization or workplace is the most culturally diverse environment, as it comprises of individuals with different backgrounds, preferences and working style. While working as a team, I have identified various behavioral problems within the organization. According to Rice (2015), organizational stress is one of the significant issue encountered while working as a team. From week 3, I have learned that organizational stress can rise due to preferences in the working style and varying mindsets. This is because another might not prefer the working style of one employee. On the other hand, stress might arise due to the conflict between the managers and employees. According to me, stress leads to the negative working environment that lowers the productivity of the organizations. As the employees are stressed, they are unable to emphasize on the goals and objectives of the organizations. I feel stress can lead to burnout of employees. According to me, stress develops negative mentality within the employees thereby, hampering the productivity. As a result, the employees develop lack of commitment and dedication issues towards their work. I think stress leads to poor performance thereby, hampering the overall organizational performance. According to the week 3 module, I ascertain that stress leads to organizational behavioral problems that hamper the characteristics of the employees. According to me, stress hampers the time management quality of the employees. As the employees are already stressed, they lose their ability to manage time and complete the work within time. Therefore, the performance and the motivation of the employee are hampered. Additionally, stress results in shifting of the focus for the employees. As the employees are stressed, they are unable to focus on the goals and objectives and plan accordingly to complete the task successfully. I have learned that stress hampers the ability of the individuals to remember things that they already know and implement it while working. Due to stress, employees are easily distracted and vulnerable to make costly, harmful and fatal mistakes on the job. As mentioned by Elias, Smith & Barney (2012), behavioral changes lead to increase in the employee turnover thereby, affecting the financial aspect of the organizations. I have learned that behavioral changes lead to lack of commitment for the employees. As the employees lack dedication and commitment towards their work, the organizational performance is hampered and the organization is unable to achieve the goals. Therefore, the business organizations need to recruit new individuals with greater work dedication and commitment. As a result, the employee turnover of the company will increase thereby, wasting the resources of the company. According to Andersen, Nielsen & Brinkmann (2012), behavioral issues are also noticed due to lack of motivation. I have learned that lack of motivation results in the lack of dedication, accurate guidance and ability to achieve goals. According to me, lack of motivation also results in low commitment within the employees thereby, affecting the overall organizational performance. I have also learned that inappropriate motivation results in low performance from the employees. As a result, overall dip in the organizational performance is noticed.
Behavioral problems are often encountered within the organization due to team works. A team is composed of culturally diverse individuals (Erez et al., 2013). This is because different individuals within the team might have different preferences in terms of working style, beliefs, and cultural background. Therefore, I have learned that preferences among the individuals lead to conflicts within the group. Conflicts within the group result in building a negative working environment and hampers the relationship between the team members (Tadmor et al., 2012). As a result, the team fails in achieving the goals and objectives and the overall performance of the employees and organizations are hampered. Due to conflicts between the team members, the individuals might not prefer a cross-cultural working environment. From the module, I have learned that cross-cultural working environment results in lack of intention among the team members to perform better. From the various organizational behavioral issues, I have learned that the major cause of organizational behavioral issues is due to lack of motivation within the team (Ramthun & Matkin, 2012). Therefore, I suppose, motivation is the key to manage culturally diverse working environment successfully.
Motivation is the key manage organizational behavior successfully (Paul, 2012). According to me motivation maintains, controls and energizes the behavioral aspect of the employees within the organization. Therefore, sufficient motivation is essential for maintaining a healthy culture and providing guidance to the team members. According to me, motivation is the internal control of the individuals that activates their behavior thereby, providing direction and goal to the individual behavior. I have learned that motivation helps in achieving the goals of the employees within the team are directed in the right direction and has proper guidance. Motivation is crucial within the cross-cultural working environment, as this helps in establishing a positive working environment. Positive working culture makes the employees more dedicated and enthusiastic towards their work thereby, increasing the overall performance of the organization. According to me, motivation also helps in continuous self-development of the employees. As the employees are in continuously learning phase, they tend to make mistakes. I think rectifying the mistakes and motivating them for their contribution, effort, and hard work will enhance their overall performance. As the employees get the continuous scope of learning, development, and motivation, they will tend to remain with the organization. This will eventually decrease the employee turnover of the business organizations thereby, saving their internal and external resources. From the module, I have also learned that motivation helps in increasing the efficiency level of the employees. As a result, increase the productivity occurs by reducing operations cost along with improving the overall efficiency (Manzoor, 2012).
From the module, I have already learned that motivation leads to the achievement of organizational goals resulting in best possible utilization of resources, cooperation, work environment and making the employee goal-directed. As mentioned by Li, Tan & Teo (2012), leaders provide motivation and help in creating a vision for the employees. The motivation provided by the leaders help the employees in believing in themselves and making the change into reality. Motivation helps the employees to work together as a team by accepting each other along with accepting their individual characteristics. According to me, motivation help individual employees to be patient and having a broad mindset. Due to the open-mindedness gained by the employees, the team faces fewer conflicts. However, in spite of facing conflicts, the employees are also able to resolve the conflict and work together. Because of motivation, a positive and friendly working environment is established that increases the productivity of the employees. Therefore, the employee turnover of the organizations decreases enabling effective management of the resources.
Motivation is the key force driving the organizational behavior and success (Avolio & Yammarino, 2013). The employees feel demotivated due to various reasons such as lack of positive working environment, lack of effective communication between the managers and employees and among the employees along with difficulty in conflict resolution. Lack of motivation is challenging for ensuring and establishing appropriate organizational behavior. The employees put their hard work and effort for the betterment and progress of the organization. As suggested by Chaudhry & Javed (2012), the contribution of the employees increases the organizational productivity and performance. As a result, the organizations are able to sustain in the competitive market. At certain instances, the employees get easily demotivated due to the nature of their work. For example, the basic level workers of the manufacturing industry are easily demotivated due to the tedious nature of the work. Therefore, demotivated employees hamper the overall behavior of the organization.
As mentioned by Faletar et al., (2016), demotivated employees lacks dedication towards the work and engagement towards the organization. As a result, the employees are unable to enjoy their work. As the workers are unable to enjoy their work, the nature of nature becomes tedious and exhausting for them. Thus, the employees are lack commitment to their respective job role thereby, resulting in lack of employee engagement. Lack of employee engagement increases the rate of absenteeism thereby, creating an inappropriate organizational behavior (Pascual-Ezama, Prelec & Dunfield, 2013). As the employees are absent majority of the times, they fail to establish effective communication and relationship with the fellow workers and the managers. I think it is essential to have an effective communication between the managers and the employees and among the employees. This allows the employees to share their issues and challenges with the managers as well as the fellow employees. According to me, it will be easier for the managers to establish positive organizational culture if they are able to resolve the issues and challenges faced by the employees. Thereafter, the employees might also feel motivated if they know that the managers are aware of the issues and challenges and are taking actions to resolve them at the earliest.
Another issue is noticed due to lack of motivation is less or no commitment from the employees. If the organizations fail to motivate the employees, they tend to develop non-commitment to the organizational objectives and directives. According to me, lack of motivation hampers the employee engagement towards their job roles and organization (Coleman, Brooks & Ewart, 2013). As a result, they show minimal interest, dedication, and enthusiasm towards the work. Thus, the organizational productivity decreases and the overall performance of the organization is hampered. The workplace is one of the most culturally diverse environment as it employs people from different background. The culturally diverse workplace leads to potential conflicts, as each employee have distinct beliefs and personalities. According to me, the individual employees need continuous motivation to work together as a team. Moreover, motivation also helps to resolve the conflicts within the team. Therefore, it can be said that motivation is the key for establishing a positive working environment and successful organizational behavior.
Maslow’s theory of motivation is one of the most widely used motivational theories used by business organizations as guidance for motivating the employees. As commented by Maslow (2013), Maslow’s theory of motivation highlight the reason behind changing the human needs rather than considering the method of changing human needs. Maslow’s theory of motivation consists of five steps in the shape of pyramids including physiological needs, safety needs, social needs, esteem needs and self-actualization.
It is necessary that the organization take care of the physical needs of their employees in order to provide them psychological and emotional stability. According to me, the physical needs in terms of air, food, water and clothing needs of the employees to be fulfilled in order to motivate them. If the organizations the employees are working for taking care of the physical needs of their esteemed employees, the employees are eventually motivated. As a result, their dedication, engagement and the urge of working is enhanced thereby, increasing the commitment of the employees towards the organization and their job roles. Along with the physical needs, I think, the level of safety and protection helps in motivating the employees. The level of safety and security dominate the behavior of the employees (Noltemeyer et al., 2012). According to me, personal and financial safety along with health and well-being of the employees are significant for motivating them. Therefore, the organization needs to ensure workplace safety for preventing accidents of the employees along with taking care of the medical and financial factors of the employees. The more the employees are relaxed the more they feel motivated. Therefore, I think the organizations need to abide by the health and safety policies at the workplace. This will help in motivating the employees appropriately thereby, enhancing the employee performance and engagement. According to Latham (2012), the social needs and environment motivate the employees by having a positive impact on the interpersonal relations and feeling of the belongings. I think the relationship with the fellow worker and the managers along with the working environment helps in motivating the employees. Having a close relationship and bonding with the fellow employees allows the employees to have each other’s back and share the workload. Moreover, the positive relationship among the employees allows them to cover the weakness of the individual employees and use their strengths for completion of the tasks. Moreover, positive relationship with the managers also helps in motivating the employees. Because of the positive relationship between the managers and the employees, a level of transparency is established that helps in motivating the employees.
As mentioned by Taormina & Gao (2013), individuals deserve and expect respect for them both professionally and personally. Respect includes both self-respect and self-esteem. I think the employees deserve respect both from the fellow employees and from the managers. According to me, the employees need to be respected for their effort, contribution and hard work towards the organization. Appropriate respect helps in motivating the employees. This is because the employees feel they are valued possession and asset for the organization. The concept of self-actualization highlights the complete potential of an individual along with realizing the complete potential (Kaur, 2013). According to me, this is the desire and urge within the employees to achieve and accomplish success. I think this is the self-motivation that comes internally from the employees thereby, influencing personal and professional growth.
In this essay, it can be concluded that it is essential to have a positive working environment. Lack of positive working environment hampers the employees thereby, hampering the overall performance of the employees. In this essay, I can say that improper organizational behavior results in lack of commitment for the employees towards the organizations. Therefore, motivation is the key factor that determines the successful participation of the employees thereby, enhancing the organizational performance. Motivating the employees appropriately results in building a positive relationship between the managers and the employees as well as among the employees. Thus, the employees are able to cover the potential weaknesses of the fellow employees by their individual strengths. This eventually increases the productivity thereby, enabling the company to sustain in the competitive market. The significance of motivation is described by Maslow’s theory of motivation. The theory also suggests that taking care of the basic needs, psychological needs and the self-fulfillment needs of the employees helps in motivating the employees thereby, enhancing their dedication, urge, and performance.
References
Andersen, M. F., Nielsen, K. M., & Brinkmann, S. (2012). Meta-synthesis of qualitative research on return to work among employees with common mental disorders. Scandinavian journal of work, environment & health, 93-104.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
Chaudhry, A. Q., & Javed, H. (2012). Impact of transactional and laissez faire leadership style on motivation. International Journal of Business and Social Science, 3(7).
Coleman, M. A., Brooks, T., & Ewart, D. (2013). Building critical mass by creating continuous improvement momentum. The Journal for Quality and Participation, 36(2), 17.
Elias, S. M., Smith, W. L., & Barney, C. E. (2012). Age as a moderator of attitude towards technology in the workplace: Work motivation and overall job satisfaction. Behaviour & Information Technology, 31(5), 453-467.
Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R., & Shokef, E. (2013). Going global: Developing management students’ cultural intelligence and global identity in culturally diverse virtual teams. Academy of Management Learning & Education, 12(3), 330-355.
Faletar, J., Jela?i?, D., Sedlia?iková, M., Jazbec, A., & Hajdúchová, I. (2016). Motivating employees in a wood processing company before and after restructuring. BioResources, 11(1), 2504-2515.
Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies, 3(10), 1061-1064.
Latham, G. P. (2012). Work motivation: History, theory, research, and practice. Sage.
Li, Y., Tan, C. H., & Teo, H. H. (2012). Leadership characteristics and developers’ motivation in open source software development. Information & Management, 49(5), 257-267.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.
Maslow, A. H. (2013). Toward a psychology of being. Simon and Schuster.
Noltemeyer, A., Bush, K., Patton, J., & Bergen, D. (2012). The relationship among deficiency needs and growth needs: An empirical investigation of Maslow’s theory. Children and Youth Services Review, 34(9), 1862-1867.
Pascual-Ezama, D., Prelec, D., & Dunfield, D. (2013). Motivation, money, prestige and cheats. Journal of Economic Behavior & Organization, 93, 367-373.
Paul, T. (2012). The impact of age and education on the level of satisfaction and motivation among employees. IUP Journal of Management Research, 11(1), 29.
Ramthun, A. J., & Matkin, G. S. (2012). Multicultural shared leadership: A conceptual model of shared leadership in culturally diverse teams. Journal of Leadership & Organizational Studies, 19(3), 303-314.
Rice, M. F. (2015). Diversity and public administration. ME Sharpe.
Tadmor, C. T., Satterstrom, P., Jang, S., & Polzer, J. T. (2012). Beyond individual creativity: The superadditive benefits of multicultural experience for collective creativity in culturally diverse teams. Journal of Cross-Cultural Psychology, 43(3), 384-392.
Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American journal of psychology, 126(2), 155-177.
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