In implementing these individual needs, organizational managers have developed numerous incentive plans, such as the offering of increased wages, premiums, bonuses or promotions.
The four above presented theories are relevant in the context of driving the individual, which is then capable to influence the organizational behavior of his employing company. The responses generated by the economic entities relative to the motivational factors vary in terms of intensity, ability to implement or resources possessed, but fact remains that all organizations have attempted to integrate stimuli that increase the performances of the workers. The ultimate goal of each organization offering incentive plans to its staff members is that of best benefiting from their intense efforts.
Aside the offering of a pleasant, yet competitive working environment, while also offering promotions and rewards, the managers of large companies have also thought of more financial approaches to responding to the individual needs of their corporate employees. A most relevant example in this sense is that of allowing the staff members to participate to the profit distribution. This basically means that the personnel are allowed to purchase corporate stocks and, at the end of the fiscal year, they will receive dividends in accordance with the purchased stocks. The amounts are generally limited to a certain percentage of the employee's monthly or annual salary.
Besides allowing the employees to directly participate to the profit distribution, this particular measure also has a direct benefit for the organization as it stimulates the employees to increase their performances. To better understand, when the staff members realize that their ultimate goal is for the organization to end the year on profits, so that they are able to receive dividends, they will work harder to ensure that the company reaches its objectives. The most relevant examples of organizations that have successfully implemented this strategy in response to the individual demands of the staff members are Bill Gates' Microsoft Corporation and Howard Schultz's Starbucks. Both entities allowed their employees to purchase corporate stocks and the beneficial results on both corporate performances and employees' behavior and satisfaction did not tardy.
Another standpoint to analyze the individual differences which could easily impact the organizational behavior and ultimately, its outcome is...
As a consequence, the personnel strategy must be elaborated and implemented based on the following relevant aspects for the organization: the project's mission, objectives, success factors, organization's strategy, and the analysis of the internal and external environment. Basically, the process of elaborating human resources strategies is the result of a continuous analysis or diagnosis process of all the activities performed within the organization and of the directions that the organization
Yet, from their operations it can be observed that the need for contingency is generally reduced as the company has the ability to succeed at mostly any endeavor. Nonetheless, in this time of a competition fiercer than ever and growing consumer demands, some of Microsoft's products have failed to generate the expected outcome. The most commonly used example in this sense was the operating system Windows '98, which replaced
Organisational Behaviour organizational behaviour. Organizational Behavior - pages answers questions: Why ethical issues a major concern organizations? What individual influences impact ethical behavior? How organizations influence ethical behavior employees? MUST a recent article Wall Street Journal, reputable publication, ethical issues addressed a corporation today. Organizational behavior In every organization there is a code of ethics that is to be followed by the employees so as to ensure co-existence and smooth running of the organizations
In order to ensure higher levels of commitment to the organizational causes, the president of EL should consider the simultaneous implementation of several strategic actions. A first example refers to the vertically integrated hierarchy, in which responsibilities and rewards are granted in unclear manners. In order to address this matter, the managerial team ought to consider the development of a clear-and-cut plant that states the times and the chores
Procurement and Supplier Management: Potential Behavior and Trust of Suppliers The objective of this study is to examine procurement and supplier management and the potential behavior and trust of suppliers and to discuss this in light of current academic debates and provide practical illustrations to support the answer. The work of Chen, Paulraj and Lado (2004) entitled "Strategic Purchasing, Supply Management and Firm Performance" states of purchasing that it has "increasingly
Fortress Culture: Employees don't know if they'll be laid off or not. These organisations often undergo massive reorganisation. There are many opportunities for those with timely, specialized skills. Examples are savings and loans, large car companies, etc." According to research, Sainsbury's appears to be a fortress company, as it is struggling to find the right strategy and culture for its business. Edgar Schein, a cultural analysis, has contributed a great deal of
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