Positive And Positive Aspects Of A Business Program

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

Relational returns (recognition and status, employment security, challenging work, learning opportunities) increase efficiency and engagement of employees.

Behavior that gives purpose and meaning to organizations, while envisioning and creating a positive future, is known as

John Molson School of Business Department of Management Comm 222: Organizational Behaviour and Theory Winter 2013 General  Information   Comm  222   Section   E   Class  times:  Monday  &  Wednesday  8:45  –  10:00   Class  location:  MB  3.430   Credits:  3     Instructor:  

In this assignment I will be explaining how employee performance within my chosen business, Tesco, is measured and how the results can help with the development of the staff, as well as assessing how the importance of measuring and managing employee performance.

Transformation can be almost impossible unless the majority of people within the organisation are involved and willing to help.(Cengage Learning AUS, 2015)

Knights, D. & Willmott, H. 2007. Introducing organisational behaviour and management. Australia : Thomson, 2007, pp. 344-372.

sidebar “The Positive Organization.”) Thousands of executives, as well as tomorrow’s leaders enrolled in business schools around the

To successfully motivate the employees going through these changes, management must use positive organizational behavior (POB) that focuses positive psychology on the workplace (Kinicki & Kreitner, 2009). This form of supportive leadership has been shown to positively impact commitment, job satisfaction, performance, and customer satisfaction and employee engagement when managers introduce positive attributes and capabilities into the workplace (Kinicki & Kreitner,

A positive organizational approach is really a matter of being able to integrate the competing demands that make up an organization” (Pace, 2010).

Another vastly used concept in management theory and practice i.e. the positive psychology pursues organisational virtues and social responsibility. Positive psychology is applied in contemporary management to facilitate social relation between a leader and his subordinates to develop a sense of security and create positive emotional states of the individuals. With smaller sized team and more freedom in work,Google Inc. keeps the employees working towards a set purpose besides instilling high levels of self- motivation and work empowerment within them. Google Inc. focuses on noble tasks and convince their employees of their significance in bringing changes and peace to the world by organising the world’s information and making life better for individuals and the society(Cook 2012).Hence,it can be observed that through positive psychology,high employee satisfaction and achievement can be gained through self-motivation,self-improvement and self-inspiration by incorporating passion in their work and align them with the organization’s own’s values.This in turns improves the company’s productivity and innovation ability which will then elevate the corporation’s social and economic status.

A strong positive organizational culture develops from employee awareness of the distinct differences between their company and other companies along with company mindfulness and embracing cultural diversity of its employees. As long as the organizational uniqueness of companies is positive, company pride among employees expands and improves the employees’ willingness to learn. Conversely, disinterested employees lack commitment to their company and lack desire to learn, making training more difficult.

Robbins (2003) highlights the importance of a number of other disciplines in the development of organisational behaviour.

Essentially, this is what we are speaking about when we refer to organizational performance and achievement of successful outcomes. (James, 2017)

2. Peter Steyn & Erick Schmikl. 2013. Programme Managing Organisational Transformation, Change and Performance Improvement. Cranefield College of Project and Programme management.