Effective Organizational Change and Management Assignment

Assignment Task

Introduction

Organizational change is defined as the action where a business alters the critical component of its business such as underlying technologies, culture or infrastructure that is utilised for operating or handling the internal processes (Taherdoost, 2018). It acts as the process to guide the organizational change for the successful resolution through different phases. Motivation is attained from the word ‘motive’ that implies desires, wants or needs that drive individual.

The report is based on the case study of Mr Simon who is delivering continuous services in the organization as the line manager. For consecutive three years, Mr Simon is not promoted and lacks motivation due to which they are thinking to leave the firm. The report will provide insight into the relevance of the attitude, perception, and motivational theories for the management of human resources. The analysis will be presented due to which employee dissatisfaction occurred and positive measures for addressing the case that is being provided.

Overview of the case

The case is about a recognized employee who works in the retail firm as the line manager for the past 12 years. Through the formal interview process, Simon was unsuccessful twice in the last 3 years and it created a relevant negative impact on their motivational levels while delivering their services in the organization. Another chance was given but again they failed and the critical reason behind this was an insufficient formal qualification in comparison to the selected candidates. It led to the creation of the perception that they must move out for growth and it influenced their performance. In case Mr Simon leaves the organization then it will lead to a great loss. For this, efficient measures must be utilised so that employees can be re-motivated and valued within the organization.

Motivational theory

Motivation theory is defined as the creation of the understanding related to what derives an individual for the attainment of the outcome or goal. Motivated individuals are more productive which inclines the profitability of the firm thus the organizational employees must be motivated (Schunk and DiBenedetto, 2020). The case illustrates that Mr Simon was rejected and thought of being disillusioned due to this. It illustrates that the motivational factor inside them to serve the organization is impacted by the rejections that are consistently experienced within the last three years. Motivation acts as the driving force for the employees where they can give their maximized efforts for the firm that enables them within making an efficient contribution for attaining personal and professional development through which maximised productivity can be attained (Hur and Cassidy, 2019).

Adam’s Equity theory is the motivational theory in which emphasis is made on the feelings of the people related to the fairness level within their treatment in comparison to other human resources. The theory illustrates that it is important that all employees are treated fairly when they work in the firm and are committed and motivated to deliver their responsibilities and maintain relevant satisfaction levels for them (Shepard, Penuel and Pellegrino, 2018). The theory might assist firms in avoiding unfair behaviour which will decline the impact made on job satisfaction and employee motivation. There is a high possibility that conflict might occur due to differences in the perception possessed by human resources. It has to be regarded while maintaining a strong relationship among the human resources but it will not provide the respective comparison of the employees which will have a relevant impact on the recognition processes.

Considering, the case provided, it is determined that the manager thinks that fair treatment does not occur in the organization and even after spending around 12 years the probability for growth cannot be seen. It has influenced the motivational level of the employee which further hampers their organizational performance which in turn also influences the working capabilities of the employees working under them (Gorsuch, 2019). It illustrates that there is a potential negative influence on the expectations and satisfaction within the organization for the organization and employers.

Perception theory

Perception is defined as the management, determination, and interpretation of sensory information for representing and understanding the environment or presented data. It illustrates the paradigm related to the sensory information that processes human cognition. Analysing the case, it is evaluated that the perception of the factors creates a relevant impact on job acceptance and satisfaction within the working environment (Gaber, Wright and Kooli, 2019). When an organization or employees possesses effective perception then it enables the firm to maintain an affirmative working environment. When it comes to the pessimistic perception then it hampers overall organizational performance. The perceptions are based on the behaviour and reaction of the manager towards their employees. Here, line manager has experienced significant rejections which created the negative perception that there is no scope for their growth and it not only influences their job satisfaction but also impacts the perception of others about the organization. It might cause an uncertain situation among the employees which in turn will be complex for employers to deal with (Raza, Qazi and Shah, 2018). The Halo effect implies a psychological phenomenon associated with the perception of employees that formulates judgement for the individuals depending on the traits that are being possessed by them. The phenomenon must address the biased judgements for other traits that are possessed by the individual and are not associated with the chosen trait.

The affirmative part of the judgement or perception related to an individual depends on the traits that are being observed. The negative aspect of the perception implies traits that create a pessimistic impact on others such as dominating or aggressive traits of the individual (Ajzen, 2018). The positive aspects get ignored when a negative environment exists and it affects the individual’s image but also illustrates the potential for development through exploring the opportunities. A similar issue is depicted in the case presented where Mr Simon is not seeing any potential for growth or opportunities within the firm and is thinking to move out. It depicts the negative perception possessed by an individual which creates an impact on the reaction or decision that is being considered while looking into the prevailing condition. It will have a relevant influence on the professional career of the manager (Çera, Belás and Strnad, 2019). The negative perception might mislead employees related to the employee’s satisfaction and environment.

Attitude theory

Attitude has a critical role in employee performance that leads to a relevant influence on job satisfaction. It is determined that job satisfaction is the critical driver liable for influencing the attitude of individuals towards the organization in which they are delivering their services. A positive attitude can be maintained when employees are satisfied with the environment in which they are delivering their services and it leads to avoiding the negative environment within the working premises (Wang et al., 2019). Katz’s functional theory is utilised that illustrate the attitude which is driven by functions conducted by employees. The attitude is liable for driving them to attain the individual goals through which their requirement can be addressed. The initial function involved in this theory is Utilitarian where the emphasis is on the attitude of the employees that emphasise the inclined recognition so that the risk penalties will be handled. It enables the employee to have fewer mistakes in the services that are being delivered which leads to an incline in performance efficiency which in turn leads to the attainment of the rewards. Another function related to this is ego-defensive which is responsible to protect employees from inefficiency or mistakes (Tian, Zhang and Li, 2020). It enables the employee to illustrate themselves correctly but they might develop an attitude that might not allow them to accept their mistakes due to a lack of relevant knowledge or skills.

The function or component involved in this is an expressive function that enables the employee to express their opinions and value within the firm and employees will be valued in the organization where they are delivering their services. The line manager related to the case considers rejections as the outcome of the potential efforts that are being made and these are not rewarded (Sarfraz et al., 2018). The assumption is made by Mr Simon that the situation is not wrong instead they do not possess the significant formal qualification for clearing the interview. The feeling is developed that they are not being valued within the firm and when the perception is analysed then it is determined that the situation is not operative. The attitude signifies that ego is the creative pessimistic impact on the organizational environment as Mr Simon is the manager within the firm, the action or reaction to the situation will influence the performance of others.

Positive measures

The organization must determine the achievements of the individuals for encouraging employees to work efficiently so that performance can be inclined. Here, the extra efforts made by the employees have to be appreciated so that the sense of being valued can be created. It will enable them to attain efficient management of their human resources which in turn will incline their overall performance. The recognition and appraisal will enable employees to be motivated and a sense of improvisation can be developed for inclining their performance capabilities for the attainment of recognition from the firm (Kemp, Palmer and Strelan, 2019). It is determined that critical components related to employee management are liable for furnishing a sense of satisfaction and joy within working premises. Considering the case given, the firm must praise the efforts that are being taken by the manager while delivering their services. The recognition of the achievements via a firm among employees will aid in changing the perception of the scope of professional development when they deliver their services. The change within the perception will not only assist the organization to motivate them but will allow them to give their best in the efforts that are being made by them. Here, the employees must be provided with the option for career development when they are delivering their services in the organization.

The feedback is a must for all the employees as it enables them to analyse their performance through evaluation of their strengths and weaknesses possessed by them. The employees must determine their work and mistakes for enhancement of the knowledge and skills through which overall performance will be inclined and job responsibilities will be addressed efficiently. The feedback does not enable them the development of performance capabilities but will also enable them to development of an understanding of the relevant approaches and behaviour made towards others (Wang et al., 2019). It will assist in the development of better relationships towards subordinates, superiors and, co-workers, it will enable to have interpersonal development for the individuals in the firm. Mr Simon must be provided with feedback on their performance and behaviour which will assist in the identification of his capabilities and furnish them with the reason to stay in the organization.

Conclusion

Based on the above case analysis, it is determined that the issue is directly associated with job satisfaction. The line manager is experiencing continuous rejections and has developed negative perceptions that might mislead other human resources which will impact the overall organisational performance. The firm must make efficient changes within the process of employee management for dealing with the situation. The theory of motivation Adam’ equity is illustrated that is associated with the fairness level and how they are treated, it is important that all the human resources are considered equal and they are provided with equivalent opportunities for growth. It states that motivation is driven by a relationship between efforts that are being made by the firm and recognition or rewards that they attain in return from them.

The perception theory illustrates that human formulate some perceptions based on the working environment which psychological impact them which in turn influences the environment surrounding them. It leads to creation negative and declines the overall productivity. These approaches create a significant impact on the personality and capabilities possessed by the individual. The perceptions are based on the situations or conditions that prevail within the firm and it led to formulating irrelevant decisions associated with the individual’s trait. Katz functional theory is used to identify the factors that leads to attainment of the goals by addressing the organizational goals. The key function of the theory is the knowledge function that impacts the decision-making processes considered by employees. The positive measures must be considered so that the employees can be motivated for delivering their operations. Employee recognition must be efficient for avoiding the biased behaviour of individuals. The feedback is important as it provides them with the opportunity for growth but it must be constructive. The firm must not only provide feedback but with the development opportunities accordingly. It will assist a firm in the identification of the desires and needs that must be considered for ensuring that enhanced employee satisfaction is attained.

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