October 17, 2013

Thinking about: Know who you work for

In an organization the movement of its employees is peremptory in order to create, develop, improve or change a process, product, services or several of them; many reasons can generate this variation. whatever cause it, the effect is directly hitting on its workers and one the consequences which falls on them is the inclusion of new workers.

The new ones have to adapt as well as the others to the environment. Lets say in this case; A new leader in a team. As I said before "adapt to the environment" in this context I would say is referring Get to know where you work for. It is known that even when the best references are given about a workplace it are providing by second hand:just apart is known, therefore, have the whole picture as organizational culture in a company is mandatory, if this person is a new member as individual can fit in a wide range of ways in it depending upon the context.


Context

the behaviour is moulded by the organisation; the shape is the results of the environment developed, supported and guided along the time by situations. These are sorted through actions which are provided or dictated by human. Having said that and knowing feelings and emotions are fundamental in life for a person to growth then is important to recognise the context to understand the organizational behaviour.

Structure

Hierarchy shows scales, absorb who does what in the company from the very beginning as well how the decision are made inside of that scale is one of the main points to get involve and solve situations. Get to know peers and how they develop and achieve their goals is an example. Which are the systems which help to have the work done and the correct way to used referring to equipment, processes, treatment, relations with clients etc. In addition, how the changes have been made or deal it is another example as well as organizational promotion and possibilities to develop new skills during those variations in horizontal, vertical or radial movements.


- One comment Not publicly viewable

  1. Benjamin Roberts

    I think this links heavily to the concept of “organisational socialization”, whereby employees employed by an organisation conform to the wants, needs and ultimately expectations of the organisation.

    For example, the clothing company Jack Wills are likely to actively discriminate in who they employ, by picking attractive members of staff who represent the image of the organisation and the product it sells.

    In some respects, I think this can be applied to EFQM. By actively picking employees who are more interested in the company rather than just working to earn and obtain a wage, they are more likely to be proactive in the schemes of EFQM itself. Organisations like Google and Apple are surely more interested in employing creative and innovative employees rather than those who just want to work to earn money.

    I think this is a really interesting and valid concept that you raise! In some ways “organizational socialization” removes some of the difficulties and pressure managers experience to get positive results, as employees actively want to work for the organisation and actively embrace the culture.

    17 Oct 2013, 18:37


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