Issue14 Essay Example | Topics and Well Written Essays - 750 words

Issue14 - Essay Example The major theme of this method was to simply identify the top performers of the company, along with employee’s slight developmental needs and the dismissal of underperformers. GE remained successful with the execution of this method; later several companies adopted forced ranking performance, because it gave them the positive outcomes. Two issues were brought into attention regarding this method, in association with Alex Blyth & Gail Johnson. Alex Blyth supported this appraisal method in accordance with ‘cull or cure’. Operating the culling system over the bottom employees, will elaborate morale among the rest of the employees. Culling must be done properly to gain the positive results. Gail Johnson profoundly disagreed with forced ranking performance method. He stated that, it is such a method which will give birth to negative environment within the company employees, in reflection to several perspectives (discrimination & highly competitive environment). Today, approximately 20% of the fortune companies are still adopting the method of forced ranking performance, out of which some gain benefit, some remains at average and some face the possible chances of enduring the case of unfair appraisal system. Jack Welch’s policy of ‘rank and yank’ got popularity among huge organizations with effective results. Giving financial rewards to the top 20% & training the middle 70%, have been satisfactory enough; but straight firing the 10% of the bottom, blasted as the red light agenda among the organizations. Critics argued it to be as undermining the team work within the company. In general, the main motive of the employees should be working as a group for the company’s benefits, but the action of firing would enforce the engagement of employees in wasteful playing game situations to get the reward. According to the survey of Sanford professors, ‘Jeffery Pfeffer & Robert Sutton†, forced ranking performance encouraged

The impact of competitive strategy on culture and organizational Essay

The impact of competitive strategy on culture and organizational behavior - Essay Example Organizations have to be conscious of their effect on their workers’ behavior both within as well as in their personal lives outside the company. This is especially true where multinational corporations such as ‘Xerox’ which have foreign subsidiaries are concerned. Xerox, a $22 billion firm which was founded in 1906, is a multinational corporation which operates in 160 nations, and has 160, 000 employees. Companies of such magnitude naturally have to tackle different issues concerning organizational behavior so as to inspire members of staff from different cultural backgrounds and remain relevant in the competitive business industry. The success of Xerox is actually dependent on the productivity of its workers. Levels of the Analysis of Organizational Behavior The main objective of seeking to comprehend principles concerning organizational behavior is to acquire a better understanding of concepts that affect group as well as individual dynamics in the workplace. S tudying organizational behavior consists of conducting three levels of evaluation on corporate resources. In the first level of analysis, which considers the individual, the study of organizational behavior will take into account factors such as the learning patterns of the individual, the individual’s creativity, turnover, motivation, cooperative behavior, cognition, and ethics. The psychology of the individual, and how it affects his or her decisions in the workplace, is considered (Schermerhorn, Hung, and Osborn, 2005). Individual personality plays a big role in determining if organizational behavior will be based on being cooperative or portraying deviant behavior. Workers are suited to different types of organizations because of their personalities (Schermerhorn, Hung, and Osborn, 2005). For example, individualistic workers tend to be openness to new experience, self-monitoring, and possess other proactive qualities. Workers who are more individualistic in nature will re adily take risks, generate different forms of communication, and engage in proactive socialization. In the second level of analysis, which takes into account the significance of groups in organizations, the subjects that are evaluated have to do with dynamics such as cohesion, intra- and intergroup conflict, power, leadership, networks, interpersonal communication, and roles (La pierre and Hackett, 2007). What is emphasized in this stage is the function of sociological processes within the workforce in an organization. In the third level of analysis, what is emphasized on is the dynamics concerning the organization. These could include organizational structure, corporate culture, inter-organizational cooperation, cultural diversity, and external environmental forces. In organizational analysis, the investigation of corporate behavior is based on office politics and anthropology. The Role of Workers in determining organizational Behavior In order for a company to assess the success o f organizational behavior within its workforce, it has to conduct a number of internal examinations. According to Luthans and Youssef (2004) ten percent of workforce behaviors in nearly all organizations are responsible for 80% of organizational performance. It is therefore important for an organization to ensure that it identifies these critical behaviors. People who work