Essays on Organizations Performance Essay

Download full paperFile format: .doc, available for editing

The paper "Organization’ s Performance " is a perfect example of a management essay.   There is a great significance in management practices, human resource management as well as industrial relations with reference to the employment relations is very important for the success of any given organization. In order for any manager to maintain a smooth and good organizational culture, he or she should adopt some very important organizational theories. The theories that any organization will adopt must provide a strong link between the employees and the management. This means that they have to be structured in such a way that they provide great motivation and courage to the employees for improving their working skills and productivity.

In addition, the theories also must infuse some aspects of the organization like values, experiences attitudes and beliefs (Becker & Huselid, 2006). This is because these organizational theories are the instrument that every organization uses to cause motivation among all of its workers and employees. These theories comprise of beliefs and ideas of which each member of that organization must comply with so as to achieve the objectives and the goals of that particular organization.

This then means that the theories must be made in such a way that they are acceptable to all the members of the organization whether in the management or employee level. One of the most important aspects that should be considered in implementing organizational theory is the issue of behaviour patterns in the organization. This is the reason as to why most of the organization organizes for seminars and workshops for their employees so that they can be informed about the organizational theories the organization implements; this is a great advantage because it enables the workers to change their behaviour accordingly to be in line with the organizational goals and objectives.

This also enables their behaviour to add much credibility to their work as well as increase the ethical value of the organization hence adding its popularity hence giving it a platform for competition. It should be noted that any theory that an organization opts to implement, must be thoroughly scrutinized by the professions before a critical decision about its creation is made.

Reference

Ackers, P. & Wilkinson, A. 2003. Understanding Work and Employment: Industrial Relations in Transition. Oxford: Oxford University Press.

Becker, B. and Huselid, M. 2006. Strategic Human Resource Management: Where do we go from here? Journal of Management, vol. 32, no. 6, pp. 898-926.

Befort, S. Budd, J. 2009. Invisible Hands, Invisible Objectives: Bringing Workplace Law and Public Policy Into Focus, London: Stanford University Press.

Blyton, P. &Bacon, N. & Fiorito, J. & Heery, E. 2008. Sage Handbook of Industrial Relations. Canada: Sage.

Boselie, P., Dietz, G., and Boon, C. 2005. Commonalities and contradictions in HRM and performance research, Human Resource Management Journal, vol 15, no. 3, pp. 67-94.

Boxall, P. and Purcell, J. 2003. Strategy and Human Resource Management. Oxford: Oxford university press.

Budd, J. 2004. Employment with a Human Face: Balancing Efficiency, Equity, and Voice, Canada: Cornell University Press.

Hyman, R. 1975. Industrial Relations: A Marxist Introduction. New York: Macmillan.

Kelly, J. 1998. Rethinking Industrial Relations: Mobilization, Collectivism and Long Waves. Routledge: Routledge.

Mullins, J. 2005. Management and Organizational Behaviour. New York: FT Prentice Hall.

Nichols, T. 1997. The Sociology of Industrial Injury. London: Mansell Publishing Limited.

Salamon, M. 2000. Industrial Relations: Theory and Practice. New York: Prentice Hall.

Download full paperFile format: .doc, available for editing
Contact Us