The human resource management function is vital if an organization is to achieve its objectives. The function is of primary significance as it determines the nature in which the human capital in an organization is managed and thereby the success of the organization. An organization can be viewed as being holistic, that is, it is made up of several units whose coordination and interrelationship is critical if the overall goals of the organization are to be met. This research aimed at conducting an overview of organizational behaviour alongside employee engagement. According to the study findings, the human resource function is vital in addressing the employee engagement issues as well as general corporate behaviour through developing and retaining highly skilled employees administering proper training programs. Additionally, it strategically aligns employees with their respective duties as well as monitoring new employee advancement in work experience in the new industry. The research further showed that there are several ways in which human resource managers handle their functions which are targeting efficient organizational performance.
Background
The topic that I considered evaluating for this research project relates to employee engagement and the impact that this practice has had on organizations’ organizational behaviour. The effect of employee engagement ranges from reducing employee turnover in the organization, increased performance, and improved motivation. Also, employee engagement has a direct financial impact on organizations and team building. This research was motivated by the realization of the importance of internal organization on the overall output. Various researchers have proved that organizational behaviour is key to both long-term and short-term success of organizations. Sam Walton, in his book, Made in America, he attributes the success of Walmart, the largest retailer in the world, to organizational behaviour. This research evaluates how internal behaviour impacts corporate performance and the measures that can be taken to enhance it.
Hypothesis
My hypothesis, in this case, is that employee engagement is a direct investment that boots an organization’s financial performance both in the short run and in the long term. This research tries to evaluate the effect of the employee management reviews on the performance of the employees. The paper will also determine how these reports are beneficial to the organization as well as the worker personally. To understand the impact of the reviews, there are success factors behind each of the investigation.
Objectives
The paper will examine why these factors have an impact and how the effects can be managed to benefit both the employee and the employer. Good reviews determine an employee’s power of persuasion. Effective persuasion is an essential object of management. In recent years, employee management reviews have become a centre of attention both in theory and in practice. The reviews are being used to facilitate the workers to operate freely in diverse professional fields. In business, for instance, the art of persuasion is crucial in sales and marketing. For a person to be able to close lucrative deals and secure contracts, good review skills come in handy. In addition to making transactions, persuasion is necessary. The primary objective of a customer care agent should be to sell a product or a service to a customer and make sure they are happy. If the worker lacks the necessary persuasion abilities, there is a likelihood that he or she might fail to accomplish their objective. The customer care agent should build a rapport with the customer first to draw their attention to the product. The rhetoric theory is often used to describe the qualities of effective communication. According to this theory, there are three motives under which effective communication takes place.
Research Aim
The research will show how employee engagement is used to carry out a cross-sectional analysis of the employees’ ability to execute their duties. It assists managers and the organization in certain ways. For instance, it ensures compliance with performance clauses. Secondly, it provides a comparative referencing table that will help in the evaluation processes and in finding specific responses for the organization. Thirdly, it will assure managers that the proposal responds to compliance requirements. Moreover, it shows the requirements needed in every section. Therefore, employee engagement enables employees to operate within the legal requirements. The employee engagement compliant proposal provides the following information; firstly, it avails all the required legal documents for the contract. For instance, letter of interests and invitation for tenders, secondly, it helps the employees to comply with the organization’s requirements on supplies, costs, and prices. Nevertheless, it will enable cross analysis of fees and the performance clauses that regulate workers.
LITERATURE REVIEW
The knowledge of planned actions is significant in various ways to the solicitation and awarding of contracts. Firstly, the plans enable delegation of responsibilities and setting up of teams. The multiple groups will be involved in acquisition and processes such as contracting, fiscal resources mobilization, legal and technical issues. They will also foster reviews during the project implementation phases. Through these actions, the contractors will review the various bidding procedure, pricing and cost models. These exercises will enable the organization to comply with employee engagement requirements (Chen et al. 2014). The knowledge of careful planning assists both individuals and entities in prudent solicitations and preparation of both standard proposals and responses. For instance, once the solicitation is issued, several employees respond. Some of the employees also put up teams that solicit on their behalf for contacts. As a consequence, prior planning of action assist in meeting and filing legal documents thus enables compliance with the employment contract.
The planned actions assist project sponsors in soliciting and awarding contracts in specific ways. Firstly, planning enables preparation of invitation to tenders. According to employee engagement terms, invitation tenders must be prepared and published in the media. Time constraints abound. Additionally, planning assists in meeting outturns, according to financial forecasting. For instance, through planning, the costs of contracting can be achieved from lending institutions (Cooper-Thomas et al. 2014). Therefore, government agencies plan to comply with relevant employee engagement clauses and also to meet strict deadlines that are set.
The following suggestions can assist with regards to planning and compliance employee engagement requirements. Firstly, planning should be undertaken before the contracting activities begin. Duties should be delegated, and tasks are broken down to enable smaller workloads to team members. Secondly, there should be technical teams to assist in the implementation of employee engagement requirements (Coulter & Coulter, 2012). Correctly, the authority should engage the services of a legal expert for the whole period of contracting. This strategy will assure full compliance and wise interpretation of all regulatory frameworks. Planning is an integral activity towards project completion and accordance with the relevant law.
Efficient human resource management helps the firm in executing a cost leadership strategy in two ways. The first one is lowering the operational costs to increase the profits. The second one is increasing the market share to grow the sales. Reducing costs enables a business to offer competitive prices, which in turn attracts new customers; thereby, increasing the market size (Korschun, Bhattacharya, & Swain, 2014). The differentiation strategy, on the other hand, emphasizes on creating unique products through innovation that match the market requirements. It helps in eliminating competition in a given line of goods. The critical strategy aims at exploiting the existing gaps in the market. For example, a particular age group in a geographical location may be of interest. The crucial step in this strategy is to identify a target market through market segmentation and innovating suitable products.
Performance management can be affected because Information Technology exchanges the information on mass media or on the more significant scale that can disclose the information by violating the engagement rules and policies. A right of Access has moved in organizations from low priority to the high priority so that their data can be safe and nobody has no right to access because of the security of system and data. Harmful actions involve modifications in files which can affect the data of the system especially the technical department and human resource department.
The success of a program is based on the view or attitude of its users towards it. Therefore, Managers can improve his program and facilitate its adoption by the board through revising the nature in which the social networks he intends to create will operate. The concerns raised by the senior consultants as well as the juniors must be addressed. For instance, he can revise the program so that it has provisions for the time that junior colleagues will be tied to the seniors as well as the roles each party will play in such a network.
An organization is seen as being holistic, and the operations of individual functions affect, positively or negatively, its overall output. Similarly, the operations of the human resource function and the decisions made therein will affect the entire organization's overall output. The human resource department as in the case of ICS is the backbone of an organization and must, therefore, be approached in a manner as not to disrupt the operations of the organization. The proposed MP^2 Program would be of significance to the human capital and skills retention of the firm. Employees being, among other functions, the ultimate determiners of how well a firm will perform, must be well handled within the organization if they are to stick around for long. Loss of skilled and well-connected employees could be disastrous for an organization as has been the case with ICS. On that note, the revised program will reap several benefits. Firstly, the revised program will be beneficial to the senior employees who will now have more human capital to work with. Tying the juniors with the seniors in handling expensive projects will ensure that the senior employees have more resources at their expense and thus faster project completion. As it turns out, a junior employee could have ideas that could be beneficial to the manner in which projects are managed, but due to the lack of proper social networks, their views may never be recognized or applied. Therefore, the introduction of such networks could be beneficial to the senior employees who could identify better ways of managing projects. Moreover, the senior employees will be compensated for their extra work of mentorship.
The junior employees stand to gain invaluable experience and knowledge as a result of working with their seniors (Mackay et al. 2017). The program intends to ensure continuous knowledge dissemination amongst the employees, and this would be achieved by tying the seniors with the juniors. The juniors have an opportunity to gain knowledge from their seniors and add that to their skills. Moreover, such a system would ensure that the central and most influential employees are identified. Such employees will then be crucial to the success of the program. When all aspects of an organization are streamlined, its success is assured. The optimizing of the program will be beneficial to the organization as it will retain highly skilled employees and therefore eliminate the threat of employee turnover.
Numerous research finding has been can be applied to identify performance concerns in organizations. Firstly, the functional or departmental approach, in this case, performance compliance issues can be determined by categorizing compliance issues per department or functional area of a project. For instance, looking at the specific performance management issues with regards to procurement, methods used in production and the vendors involved in supply. Again, a more comprehensive multi-sectoral analysis covering several agencies can help to unravel weaker areas or procedures floated. This analysis should be carried out for a specified and consistent period. Consequently, the performance management issues may be identified by multi-sectoral analysis and using time series data. Illustrations can be used to enhance the effectiveness of the message being conveyed. Work relationships provide the management with a chance to demonstrate the credibility of the information that he or she is using.
The most effective way of dealing with unhappy employees is addressing their concerns as soon as they reach the company. The first step should be to apologize to the employees. The second one should be to listen to the employees. It is crucial to listen to the employees complains and to explain to them what might be wrong. Employees also need to see the company’s willingness to rectify the mistake and feel the appreciation for choosing them. This approach not only helps in retaining employees but also in attracting new ones. The employee care agent should always be ready to handle such a situation. An employee may be very offended when they realize that they did not get the right product. Dealing with such an employee requires patience and understanding. The employee care agent should apologize to the employee and address their complaints.
The employee feedback enables a company to improve their products and service delivery. The internet is one of the channels through which such feedback can be obtained. A company should be quick to act on complaints and thank the employees who are already satisfied. One of the ways through which employee loyalty can be increased is through online product surveys and Search Engine Optimization. Online product surveys involve a direct review of products by the employees. The employees are given a chance to comment on what they think about the product. The comments are later analysed to help in improving their quality or the service delivery. Employee loyalty is essential to the long-term success of a business. Loyalty is built on good relationships with the employees and quality products and services. Making a good reputation requires a business to pay attention to the employee needs and the market trends. Employees usually feel more confident when buying products from individual companies because they are assured of the quality than from others. For example, Apple is one of the companies with the highest employee loyalty due to the high quality of their products.
A company should pay attention to both technological as well as architectural designs that enhance employee loyalty. The experience created to the employees help in winning their trust and getting referrals. Nowadays the marketing campaigns are mostly based online. The social media has created an online community, which allows firms to engage them personally. The online interaction is useful because the more a company employs with the employees, the more its ability to establish a relationship that is later translated into loyalty. The Internet gives the companies an opportunity to create a connection with their employees and responds to their queries efficiently. One critical area that businesses should consider is enabling the employees to make orders online while they are delivered them in the most efficient, timely, and cost-effective way. While they have one of the most effective employee service programs in the country, they feel that there is still a chance that we can improve the services if they can adequately adapt the appropriate marketing strategy. It would also help counter competition from some of the most significant competitors. The Internet has helped in creating an improved world where people can set up their businesses. Based on this idea, the industry is motivated by profits. It enables employees and firms to remain competitive through the provision of low-cost products conveniently at the lowest possible risk. Though the companies keen to evaluate the market trends and keep innovation, cost analysis remains the core objective of their business. Currently, the entities mostly sell their products online, which is efficient in moving the inventory. The cost of online products remains unchanged while the overhead costs are significantly reduced.
Chenhall and Langfield Smith surveyed 140 manufacturing firms to map the use of their forty-two Organizational Behavioural Practices. They evaluated the data based on twenty-seven categories which were classified in the buckets of 1-9 which meant highly adoptive, 10-15 meaning moderately adoptive and more than 15 indicating low adaptive rates. The analysis of the results showed that performance evaluation based on controllable profit, customer satisfaction and return on investment was one of the moderately adaptive tools. On the other hand, strategic planning, product lifecycle, activity-based costing and target costing were the lowest adopted tools. Organizational behaviour practices drive corporate performance, which is why organizations are now motivated to take these up more widely.
The companies have evolved. In a recent survey, decision-makers from the key companies advocated the use of Balanced Scorecard. They are keen on incorporating or have already integrated the balanced scorecard strategy in their management structure. An overwhelming majority of around 80% of the respondents believed that the BSC strategy would for the firms. These respondents think that the balanced scorecard method was the structured way for business growth, as it has already proven to be useful and successful across industries and regions worldwide.
Kadash and Al Ahomari (2015) also studies this topic by surveying leading companies reported that in their study they found that practice of performance benchmarking more apparently seen in the private firms as compared to the public organizations. There was observed even when there was no significant difference between the companies’ sizes.
Another study examined what all organizational behaviour tools and techniques have been used by a sample of large and medium-sized manufacturing companies. They again used the survey to gather information for analysis. This revealed that a majority of firms used a variety of organizational behaviour techniques as a matter of everyday practices. These firms perceive the traditional organizational behaviour techniques to be more prevalent and used by the participant companies. On the other hand, new organizational behaviour techniques do not seem to be very popular and are reported to be used by a limited number of participants companies from Firms.
The current global wave of globalization is one of the forces influencing organizational behaviour implementation in this industry. This practice is currently encouraging more companies to focus on the best strategies and leadership approaches that will eventually make it easier for the companies to succeed in the global market environment. Firms have also implemented essential laws and codes of ethics to ensure more companies and industrial sectors engage in the most appropriate business functions (Zawya 2014).
The wave has led to useful organizational behaviour as companies focus on the best approaches to realize their potentials. The issue of climate change and sustainability needs is currently forcing companies to embrace the most appropriate organizational behaviour strategies. The move is aimed at ensuring that the world remains sustainable while at the same time supporting the economic gains and expectations of many people.
Most firms have been focusing on the best efforts to establish a profound market. This is something associated with disclosure and continued transparency. Studies show clearly that the industry was not regulated adequately before 2004 (Soderquist, 2005). Before the period, a majority of businesses and corporations in the state were forced to use unregulated management activities. However, this situation led to a new wave of policy measures to ensure the industry was regulation.
Recent studies show that there has been a failure in the insurance industry in the stock market. Some insurance listed firms have failed thus prompting new measures in an attempt to achieve the best goals (Getz 2015p.12). Some of the firms have been failing to comply with various legal requirements. The other failures recorded in this industry include unfair treatment and market failure (insolvencies). Many companies have therefore been unable to achieve their business potentials. Ten years “after legalization most insurance companies have yet to succeed financially” (Zeitun 2014, p. 3).
Research focuses on leadership approaches whereby organizational behaviour can become a meaningful process. The past few years have been marked by new organizational behaviour functions in an attempt to achieve the best goals. For instance, there are many goals currently emphasized by different companies for shareholder wealth maximization (Kirkpatrick 2018). The first goal is promoting new business practices such as research and development (R&D) and innovation. The practice also results in profit maximization (Lipton 2014).
METHODOLOGY
The information in this research paper was obtained from secondary sources. However, the research was more reliant on secondary data due to its reliability. The secondary sources iced include books, journals, financial statements, and publications. This secondary research data. However, I have heavily relied on secondary data due to its reliability. The secondary data was obtained from previous interviews with company CEOs and human resource professionals. Among the companies from which the data was collected include Lego Independent HR, Maersk, and Siemens. Also, I have used both qualitative and quantitative data. Qualitative data was collected from interviews and my experience. Quantitative data, on the other hand, was obtained from annual reports of both public and private entities.
Research shows that almost every person using social media. The most critical point to note in this case is that shopping has become a social activity rather than business. In this regard, employees are more concerned about the experience and cost of the items they are buying. Nowadays, it is more common to see shoppers posting pictures on social media about their experience in Dubai rather than the products they bought (Bailey et al. 2017). Creating a good experience while offering quality products and services ensures that while an employee is looking for a great experience, they buy your products in the process.
Understanding the organizational behaviour is the first step towards building good employee relations. It is usually referred to as the emotional intelligence. This is the step where the employee care agent can evaluate their strengths and weaknesses before developing an employee relations schedule. The strength should be utilized to increase the employee satisfaction while the shortcomings should be used as a learning channel. Understanding the present business situation also helps in the distribution of the available resources. For instance, all financial funds should not be used in production without considering the marketing and distribution costs. Employee service requires a significant investment in the human resources of a company. It is a vital determinant of the profitability of a business and also the long-term success of the company.
Employee service is an art that requires emotional presence. The writer gives a series of emotional skills that can be used to improve the employee service. One of them is patience. Patience is essential when dealing with employees from different backgrounds, different requirements and even when they come frustrated. Their needs should be addressed. The employee service agent should also be able to pay attention to the employee and communicate well. Most importantly, the employee service agent should have a good knowledge of the product and use a positive language when describing it. Knowing a product ensures that the only the right quality is offered to the employee. Thereby increasing their satisfaction. For example, when selling a medical product, the employee care agent should make sure that they prescribe the correct usage of the product. In addition to giving the right prescription, they should ensure that the product has not expired. Also, the employee care agent should notify the employee of the likely side effects and how long they are supposed to last.
This research has evaluated the effect of leadership on performance. The leadership style of the day significantly influences performance on organizations. Among the most useful leadership styles in performance management is authentic leadership. Authentic leadership is the type of leadership that seeks to establish an honest, genuine relationship between the leaders and their followers. This type of leadership recognizes and utilizes the value of ethics.
All the stakeholders in this sector are required to observe due diligence regarding their obligations. The success of this project will be determined by how responsible each member is. In addition to adhering to the assigned duties and guidelines, teamwork will be an essential aspect of ensuring that there is a smooth flow of work. It is important to note that a delay in one department is likely to delay the operations in all of the other departments. Despite having a strict timeline for completing projects, the quality of the work remains the number one priority. There are established a strict guideline regarding the quality of treatment that should be followed at all times.
This paper also evaluates the effect of organizational behaviour on employee relations. Good relations are essential since they help in building implicit trust in the entire organization. The most important part of a working relationship is the tone used to communicate. Using the right tone captures the right emotion in the customer. Feeling, on the other hand, determines the effectiveness of persuasion. No matter how right a message or a product is, negative sentiment by an employee can render it defective. Adequate preparation is required so that positive feeling can be realized from the audience. A proper etiquette determines whether a customer will buy the product or they will consider other options. A customer care agent should ensure that they introduce themselves first before launching the products they are selling. If a working relationship is a complaint from the customer about a defective product, the customer care agent should apologize first and assure the customer of a repair or replacement in the shortest time possible. One of the aspects of effective performance management credibility. It is straightforward for scrupulous managers in the organization to manipulate their workers with false information. While the temporary results of such conversation may be positive, the long-term consequences of such information may hurt the reputation of the business. It is essential to verify the source of information before using it to base an argument. The working relationship should consist of a genuine relationship and show the utmost concern to the organization. The purpose of the performance management should be to improve efficiency in the company and not for personal gain. Winning a customer’s trust and loyalty requires adequate persuasion. The motive of the appraisal ought to be stated in the work agreement. Also, it is essential to ensure that the employee is comfortable with the work arrangement. The employer should also consider highlighting the key points early to establish the objectives from the beginning.
In determining the company organizational behaviour and its variables this section will use both the dependent and independent variable, it will also use this to give the characteristics that will determine the organizational behaviour of a company. In this section, I will be showing the role of the dependent variables and the independent variables in the calculation of the company organizational behaviour. This paper will also be analysing the significant changes that companies have faced in the previous; the financial crisis has also affected notable companies in Firms. This paper will also study the organizational behaviour in firms between 2016 to date. It will contain a review of those who consider it and present the methodological approach and data that was being used. It will also discuss the results that were found in this company. In the past five years there a lot of changes that have occurred in the organizational behaviour in Firms, this is due to the efforts being made by the government to streamline the corporate behaviour through policies that are meant to strengthen the systems. The organizational behaviour is not determined by the factors that have been noted above, rather other factors as we shall later discuss in this paper. We shall also be studying the history of other companies in the region and their impact on the companies of Firms as we shall later discuss.
To determine what causes the choice of organizational behaviour of firms, there was data that was carried out from 1994 to date. Many sources were used in this collection, for instance, the international monetary funds, the company scope database, the global financial statistics database and to come up with this we analysed to come up with organizational behaviour ratios that can be used in the calculation of this. Two variables are used as a proxy for the calculation. ROA which is used to determine the measurement which is used to calculate the total assets it is also used to show the ability of a companying institution if they can use some of their assets to generate income for the companies.
We have seen the strong presence of organizational behaviour practices in the Firms companies. However, they are evolving and becoming more sophisticated with the increased complexities of businesses. The organizational behaviour tools are known to drive the success of the company as they are critical for decision making and strategy formulation by the company. They encompass more than financials of the company and give the management a more wholesome picture. As we saw with BUPA, that firm’s performance has been outstanding in the recent past, but there are still areas which can improve with the help of tools from the discipline under study.
DATA ANALYSIS / FINDINGS / RESULTS / DISCUSSIONS
The current global wave of globalization is one of the forces influencing corporate governance implementation in this industry. This practice is currently encouraging more companies to focus on the best strategies and leadership approaches that will eventually make it easier for the companies to succeed in the global market environment. Saudi Arabia has also implemented essential laws and codes of ethics to ensure more companies and industrial sectors engage in the most appropriate business functions.
Change can be leveraged as a competency rather than a limiting factor and can lead to new opportunities that will help insurers transform their business. The ability to reduce or remove constraints requires flexibility and adaptive systems that enable companies to react to changing conditions and business requirements, and help them achieve business and IT alignment. Process improvement can occur on a large-scale basis, but it can also happen on an incremental basis (Lee et al. 2016). Firms have come up with various changes to ensure lower cost, higher quality products, and services for customers to compete efficiently and enhance attractiveness. Consumers in Firms usually prefer competitive products with returns on other investments, flexible premium payment schedule.
