Discuss about the Relation Between Organisation and Management.
Person – organisation fit can be termed as a relation between the employees and the organisation for which they are working. This shows that the person who is working in an organisation is fit for that organisation or not? Is that person giving what company is expecting from him/ her? The answer for all these questions and other question of same type is that the person should be fit for an organisation moreover we can say that the person should know about how to work in that organisation. The employees which are hired by the company should fit to their profile for which they are hired. This will create a best person – organisation relation for both employee and organisation as it will give best output because the company is using experts of each area for example- A lawyer can work efficiently for a law firm, so the best organisation for him will be a law firm. There he can give his best output, so in this case there is person – organisation fit because it is beneficial for both employee and organisation. Employee will get experience and organisation will get profit out of the work done by him as an employee of the company. It is a very important thing in a workplace that both person and organization should be fit for each other to be successful in future (Daly, 2017)
This theory was introduced to increase the performance of employees and also to increase the productivity of the company (Marris, n.d.). There are 3 more theories which come under the head of managerial theory (“Managerial theory of the firm,”2017). They are-
According to this theory a manager has to make different – different strategies or decisions depending upon the situation he / she is facing or the stage from which company is going on. This theory is applied on the basis of work which is there for manager. For e.g. a lecturer of a college will have to handle things differently while on other hand the captain of a football team will have to manage team on other basis. Both of the leaders re leading their colleagues but both of them have to work entirely different according to the situations faced by each other (Hawthorne, 2017)
Contingency theory is similar to situational theory (“Contingency Theory,” 2017). By the name only we can see that strategies should be different according to the situations. This is a theory which can make a business successful as it has different strategies for different situation which wouldn’t lead to same mistakes (if any made in past time). There are different types of contingency theories too (Rodriguez, 2010). They are –
This theory is a very effective theory because in this all the focus is on the whole system and not on the sub – systems. System theory can be termed as general systems and specialized system. The general system deals mainly with formal organization. This is a very successful theory because its main focus is to achieve the objectives which are required by the organization. This theory was first used by Chester Barnard in management field (Chand, 2016).
A business can have some acts which are uncontrollable this theory describes uncontrollability of the business only. There are three R’s of Chaos theory, they are- (Blair, n.d.)
To recognize that everything which is done must be under surveillance seriously.
To recognize that one is employees’ friend only till time employee wants any illegal or wrong work done can change status of friend into enemy.
To recognize that all the actions must be checked by manager no matter that how big or small the action is.
These are two different types of theories, in theory X the manager who is managing a team has less ambition and if asked to increase performance he / she demands bonus. This type of management style is known as Theory X. on the other hand the manager who follows theory Y believes that work is done naturally and he / she doesn’t require bonus to increase performance. They work efficiently and also boost other people of the team to work. While followers of theory X use oppressive style of leadership in their work (“Theory X and Theory Y,” 2017).
According to managerial theory person – organization fit is critical for the success of employees and organization as managerial theory was introduced to enhance employee’s performance and to increase organization’s productivity. After the introduction of managerial theory there is improvement in employees and in organization. Both person and organization should fit and have compatibility so as to provide maximum output out of them. Managerial theory helps in this a lot. It makes sure that right person is appointed for right work so that the work which is done by employees reaches to its maximum extent and profits can be made by the company. If appointment of a worker is not according to his / her skill then there is possibility that he / she can’t do as much as work which they are capable of doing. In such cases managerial theory has helped a lot and now managers follow this theory so that their organization can reach to heights and employees can also maximize their performance (Cable, Judge, 2017).
Person – organization can be defined as fulfilling each other’s requirement as they are being described to each of them. There are few ways in which person – organization can be managed efficiently and it requires managerial theory [Sutarjo(2011, pp.226-233) “Ten Ways of Managing Person-Organization Fit (P-O Fit) Effectively: A Literature Study”].
This is the very first step towards building up a person – organization fit. During this period of time employer must work carefully and should hire only those people who are perfectly fit for the job and can stick with the organization. Here the employer must see person – organization fit so that the right person is appointed for right job. And no one is wrongly appointed for the work.
Socialization
A company is joined by many new employees daily and they aren’t aware about the organization and its culture. So to make them feel comfortable in the office a step must be taken by the organization and help the employees to socialize with other employees of the office. This is a very important thing to be done for person – organization fit, this can make an employee feel comfortable and stick with the organization (“Socialization,” 2017).
A training session must be given to each and every new employee so that they can come to know that how they have to work in the organization. Their doubts are also cleared which are present in their mind during the work. For skill jobs employees are given healthy sessions to learn the working in the organization and this is required too for a great future and working of the organization. Training should be taken by senior and experienced officer of the organization so that they can answer each and every question (Construction guy, n.d.).
Leader’s role
Here, to maintain a good person – organization fit role played by the leader is most important. Leader can help the employees to do great and efficient work. To become a successful organization, it should be made sure that responsibilities are in good and reliable hands. If we have a great leader then automatically the capability of the team gets boosted up without any default because leader keeps the team boosted and motivated. A leader must stick together with the team and he must walk hand and hand with his team so that they all can grow bigger day by day and their work gets better on daily basis (Tracy, 2008).
Culture
Another thing which plays a great role in running a person – organization fit, is its culture. Where ever the culture is good possibilities are higher that employees will stick to the company hand will work efficiently for the company. Bad culture can lead employees to leave their job because no one can work in a place which doesn’t have a good culture. Organization must ensure safety of the employees working for them, to keep them interested in working with the organization in future time also.
This is how “Person – Organization fit is critical to the success of both employees and organizations.”
I personally like the organization which has more field work. As I can’t sit on one seat during the office hours as it is boring and tiring. I personally like challenging task by which a person can show his / her talent to work on that task. Cultural of the organization also matters for me a lot; I can’t work with an organization having a bad or poor culture. This point matter a lot for everyone, culture plays a vital role in person – organization fit. It’s not possible that an employee can work for a company which has poor or bad culture. My organization must have some good and unique task for me so that I can learn different – different things in my daily tasks which I’m doing for the organization. The organization should be able to give me daily tasks which are different from each other so that I have to work hard on daily basis and it can enhance my performance and it will help me in achieving success in future.
The organization in which I work should be able to give me what I deserve according to the work I do. Mainly the organization must give me good growth to me while I work efficiently for them. The main focus of the organization should be on work. I’m a great team player and I can walk together with my team with hand in hand without making any hurry or any wrong decision. I’m also a good challenge seeker who seeks for a great opportunity to work of challenging task for the growth of the organization and for my growth. My kind of job is a stable and secure job which can give me job security with some good benefits. And also I’m a good learner and a good listener too and I guess that both these qualities should be present in a good employee. Also I like to be paid for the work which I do, the pay should be according to the work done by me for the organization. Work can’t be done when some pressure is made on an employee; I agree with this statement as I can’t work if someone creates a pressure on me and is behind me for work to be done. This creates a bad mental pressure which can lead to delay in work or poor quality of work which aren’t acceptable in both ways, so I must get sufficient time to complete a task, so that quality work can be delivered by me to the organization.
References
Managerial theory of the firm. (2017). Retrieved from https://www.createadvantage.com/glossary/managerial-theory-firm
Marris,R.L. (n.d.). Managerial theories of the firm. Retrieved from https://cws.cengage.co.uk/himmelweit/students/iebm/managerialtheories.htm
Daly, d. (2017). Recruitment and Selection. Retrieved from https://www.degarmo.com/using-person-organization-fit-in-selection
Hawthorne, M. (2017). Management theories & concepts at the workplace. Retrieved from https://smallbusiness.chron.com/management-theories-concepts-workplace-17693.html
Contingency theory. (2017). Retrieved from https://changingminds.org/disciplines/leadership/theories/contingency_theory.htm
Chand, S. (2016). System Approach to Management: Definition, Features and Evaluation. Retrieved from https://www.yourarticlelibrary.com/management/system-approach-to-management-definition-features-and-evaluation/27897/
Blair, B.G. (n.d.). What is chaos theory and how does it apply to your organization? Retrieved from https://www.changestrategists.com/productgraphics/WHAT_IS_CHAOS_THEORY.pdf
Theory X and Theory Y. (2017). Retrieved from https://www.mindtools.com/pages/article/newLDR_74.htm
Sutarjo. (2011). Ten Ways of Managing Person-Organization Fit (P-O Fit) Effectively: A Literature Study. International Journal of Business and Social Science, 21(2), 226-233.
Tracy, B. (2008). The role of a Leader. Retrieved from https://www.entrepreneur.com/article/189618
Socialization. (2017). Retrieved from https://www.businessdictionary.com/definition/socialization.html
Construction guy. (n.d.). Comprehensive training programme. Retrieved from https://www.constructionguy.com/training/Training_paper/comprehensive.htm
Rodriguez, P.F. (2010). Contingency Management Theory. Retrieved from https://www.business.com/management-theory/contingency-management-theory/
Cable, D.M., Judge, T.A. (2017) Retrieved from https://www.sciencedirect.com/science/article/pii/S0749597896900813
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