Discussing The Systematic Review Of The Hawthorne Effect And Other Concepts Of Organizational Behavior

Importance of selecting the right employees

Discuss About The Systematic Review Of The Hawthorne Effect.

The high performing organizations utilize their resources strategically to meet organizational goals. Their significant characteristics are:

• Individuals and organizational units are measured based on their performance and receive constructive feedbacks.
• The managers are highly skilled for understanding jobs, providing training and helping employees in developing their potential.
• Employees work collaboratively for obtaining specific organizational goals and managers play a major role for keeping collaboration.
• The economic resources are managed efficiently following specific models within the organization.

It should be noted that there is a crucial need to select the right people and it is the most important part of the organizational activities as human resource of organization is the most significant asset than ever. Human resources are the foundation of any organization (Miner 2015). A business can never run without its people, therefore it is important for managers to identify the potential candidates and put them in right places. Selecting wrong people for the organization can bring problems for the organization which may stifle the development and hurt the organizational productivity.

Organizational citizenship behaviour is the voluntary commitment of an individual within any company or organization which may not be a part of the contractual tasks. The values of organizational citizenship behaviour has also been considered to be discretionary, therefore it is not precisely identified by the formal management of the organization. Researches show that its values always have a sense of purpose as the employees tend to feel more meaningful regarding their work and consider that they are essential for the organization (Bolino et al. 2015). Such feelings boost their productivity and credibility. Along with that the work satisfaction and values associated to work such a universalism, satisfaction, conformity and benevolence play key roles in OCB.

An engaging work environment helps the employees find out the greatest potential and walk more constructively towards meeting the organisational objectives. Within an engaging work environment the employees understand the purpose of the organisation and their individual values are a line with the organisations also they receive sufficient feedback on their performances and their recognised and rewarded for the creativity and improvements (Miner 2015). The workload is balanced and the employees experience varieties in their work. Also they are connected to their colleagues and their leader and both the parties make adequate effort for building rapport on both professional and personal level.

OCB is the deliberate commitment of the employee with its organisation which is not necessarily a part of the job description. Researchers found that employees engaged more in OCB during the working period tend to have high levels of meaningfulness at the end. OCB helps employees in having more control over their jobs along with feeling better of helping someone else (Bolino et al. 2015). The employees feel more energized and are capable of dealing with ambiguous situations within the organisation. Therefore OCB is beneficial to the company as the employees feel more confident and encouraging which lead to a greater performance. I will rate myself higher on OCB parameter as I tend to be more involved and encouraging for my co-workers.

Organizational Citizenship Behavior

Managers can create a positive environment with the help of OCB. Therefore across cultures its can be seen that managers tend to nurture this behaviour within the organisation. They can interact with employees more frequently so that while articulating a specific vision the manager can provide a suitable model for the employees (Bolino et al. 2015). We can also keep higher expectations from them buy fostering the group objectives. By supporting their employees the managers can clarify various aspects of their role and create a specific goal for individual employees to enhance and nurture OCB.

Critical thinking is considered a specific way of Thinking regarding any problem content or any subject which helps The Thinker in improving the thinking quality by assessing analysing and reconstructing the incident in a more skilled way. If the systems are thinking from a critical thinking context, a major principal is thoroughness which refers to collecting the entire available facts and figures on the matter under scrutiny. Other principles of critical thinking our understanding and defining all aspects along with questioning the ways which help the facts being derived, questioning the existing conclusions, looking for hidden biases and assumptions, questioning this resource of data, examining the broader picture and understanding on values and biases.

OB model is a fundamental structure which exhibits the relations between several variables at multiple levels within the organisation. The organisations tend to analyse the behaviour of employees in three fundamental levels such as individual level organisational system level and group level (Miner 2015). The individual level is the most complicated one as different employees have different psychologies, at the group level the structure enhance the fundamental organisational culture with challenges like diversity and multiple cultures, and the organisational system level is the stage where the strategies regulations and rules are formed. The desired outcome from studying over theory is enhancing the overall performance.

The contingency perspective of OB puts emphasis on different characteristics of contingencies which tend to have a major impact on the behaviour of the organisation. This approach indicates that there is no specific or perfect way of managing an organisation or dealing with employees as these activities cannot be planned (Luthans, Luthans and Luthans 2015). This approach is entirely logical as various changes occurring within the contemporary business world. Therefore in place of being proactive the leaders and managers should be more reactive to these changes or contingencies that a feast on a regular basis.

Creating a positive work environment

This statement suggest that the decision making process within an organisation can be more effective if the procedure is dependent on various contingent factors such as time or place constraints. The managers should make decisions keeping these concepts of organisational behaviour in mind and decide on their Behaviour for individual employees depending entirely on the situation, place or time (Luthans, Luthans and Luthans 2015). While dealing with various OB concepts, the managers should consider the context and make an informed decision.

The mean consequence of the Hawthrone effect is to increase the productivity of the employees that is produced by psychological stimulus of feeling more important or being singled out. By evaluating the environmental and physical influences within the workplace the researchers have indicated that there are numbers of psychological aspects such as group pressure, managerial leadership, breaks, working hours that impact on the productivity of workers (McCambridge, Witton and Elbourne 2014). The mean consequence of this study indicates that regardless of any experimental manipulation, the productivity tends to be improved while they are being observed and receiving more attention. Therefore the consequences indicate that the individual aptitude are not the right predictors of performance, the norms of the group effect productivity therefore the informal organisations abstract workers productivity as the organisation is itself a social system being made up of internally dependent segments.

Job satisfaction reference how content the employee is with his or her job or various facets of aspects of the job like the supervision of the work nature, whereas the productivity is refers to the final amount of services and goods which is produced by the Walker within a specific time period. From a recent study it can be seen that the happy workers are more than 12% productive as the human happiness tend to have a positive and large impact on boosting productivity. The positive emotions tend to invigorate the individuals as the brain works in a better way while the individual is positive therefore they become more creative in solving issues and making decisions.

The conflict between manager and employees are a common organizational problem. There are some dependent and independent variables of this problem. The dependent variable in this context is the individual productivity of the employees as the employee-manager conflict has a direct and negative impact on the performance. The independent variables in this context are: the relationship between the employee and manager, leadership style and job satisfaction. All these independent variables tend to affect the productivity of the employees within a conflict situation. 

Critical Thinking

If the management of any organization takes a shortcut process for gathering the data about the performance of the employees, it can reduce the effectiveness of the performance appraisal system. The system is a formal one which is more than asking the managers to examine their employees; rather it involves a standardized and informed evaluation after comparing and reviewing specific areas of weakness and strength of the employees along with identifying potential areas for their future improvement. Therefore, if the evaluation is based on ambiguous methods of collecting information about employee performances, it will be less-effective.

Evidences from past researches suggest that there are numbers of factors that control the job satisfaction of employees such as challenging work, supportive work environment, reasonable and impartial rewards and supportive co-workers. All these factors are controlled by the managers within the organization. If the managers are capable of providing new and challenging tasks, the employees tend to be more energized, at the same time the manager is also responsible for providing a supportive working environment that boosts productivity and employee satisfaction by providing them recognition and rewards after successful accomplishment of work. The managers can also provide supportive colleagues by selecting right people which can also play a major role in enhancing employee satisfaction.

Self development is a major part of the activities related to employee development within the organization indicating towards recognizing the aspects employees want to learn. As a result to this, employees become more satisfied with their job which leads to boosting the employee performance as well. However this also has a major implication on the employees’ behaviour within the organization as an employee who is eager to learn more about the job tends to participate in more activities within the organization such as training sessions, workshops or seminars. This will eventually improve their job accuracy as well.

Perception is a procedure adopted by individuals for organizing and interpreting the sensory impressions for giving specific meaning to the context. This has a direct implication on the decision making process as it is entirely dependent on what the reality is. Perception also impacts on decision making as the individuals utilize their intuitions within uncertain environment with limited facts, therefore it leads them in taking a specific decision (Trianni, Cagno and Farné 2016). Perception is also related with associating bias, rational thinking or stereotyping based on various factors that can influence the decision making process.

Effective decision making can be improved, if the decision maker is not invested with emotions and ego, rather views the problem in a more objective way. Without focusing on personal deficiencies, the managers can make better decisions if they only focus on necessary facts and figures (Trianni, Cagno and Farné 2016). Also, decision making can be improved if an expert in a particular field is consulted to make an informed decision after considering all associated aspects. Along with that the managers can also make the decision making more effective by not delaying to take their decision as it will help them to accomplish the organizational goals.

Effective decision making can be enhanced by boosting expertise in the decision makers or the concerned managers. If the managers are skilled to make a constructive decision within any ill-structured setting and considering all uncertain conditions and time constraints, he/she is capable of contributing more creative decisions (Trianni, Cagno and Farné 2016). Creative thinking skills are another component that makes the decision making process more innovative and reasonable. Along with that the task motivation also improves the decision making process as it refers to a strong correlation between the final outcome and the individual values of the concerned managers.

References:

Bolino, M.C., Hsiung, H.H., Harvey, J. and LePine, J.A., 2015. “Well, I’m tired of tryin’!” Organizational citizenship behavior and citizenship fatigue. Journal of Applied Psychology, 100(1), p.56.

Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An evidencebased approach. IAP.

McCambridge, J., Witton, J. and Elbourne, D.R., 2014. Systematic review of the Hawthorne effect: new concepts are needed to study research participation effects. Journal of clinical epidemiology, 67(3), pp.267-277.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Trianni, A., Cagno, E. and Farné, S., 2016. Barriers, drivers and decision-making process for industrial energy efficiency: A broad study among manufacturing small and medium-sized enterprises. Applied Energy, 162, pp.1537-1551.