Organizations Performance - Essay Example

There is great significance of management practices, the 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 a 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 comprises 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 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 critical decision about its creation is made. This is to ensure that it works for the betterment of that particular organization (Befort & Budd, 2009). A better strategic vision is therefore very important to ensure that all the cultural changes that are made are geared towards the wellbeing of that organization. Another importance of organizational theories is that it brings understanding between the employers and the employees. As a result, it then leads to development of loyalty and trust within the organization. If for example in a particular organization the team leader in a department does not cope well with the rest of the employees, then it means that there is need to investigate and find out the root cause of the problem. By doing this, the organization will be ensuring that the theories that have been set do not just benefit the organization but also are taking care of the welfare of the employees (Blyton et el, 2008). The structure and the operation with reference to the employment systems relation of an organization differs depending on the type of organization. There are so many factors that influence the attitudes of the managers in dealing with the employees. The perception of the managers towards the workforce is the factor that greatly influences managerial behaviours in terms of the styles of management and their attitudes in dealing with the employees. The manner in which the manager in an organization treats the employees will influence their productivity towards the organization (Boselie et el, 2005). This is because they are likely going to react according to the way the managers react towards them. On the other hand, the managerial styles used by the managers will also greatly affect their behaviour There are a number of issues that arise due to the employee management relationship. The perception could be positive or negative. This means that the attitude that the management as well as the styles of management that he managers uses will greatly contribute to the output of the employees in the organization. There are three ways in which this will affect. It is very important for the management to recognize the human resource in the organization, the importance of knowledge management and the importance of motivation and reward systems in the organization. Human resource management is one of the most important activities as far as the success of any organization is concerned (Salamon, 20000. This is because it entails the management of the employees in the form of recruitment and management. It also deals with all the other issue that involves the employees in the organization. Some of these issues are like the hiring, compensation, management of the employee’s performances, development of the organization, wellness of the employees, motivation of the employees, training, administration communication and the employees’ benefits among others (Boxall & Purcell, 2003). If in any organization the above factors are well taken care of, then it is very definite that the organization’s performance will improve. Organization’s performance refers to the status of the organization measured in terms of its output. It should be noted that this output is because of the employees work. The more the employees work the better their work performance while the lesser they work the less the performance in the organization. In the whole world, it has been documented that arbitration framework of Australia at the face value offers the best egalitarian structure of the wages. It contracts with the all the other collective power of bargaining whereby the issue of power struggle is an order of the day. it is very evident that also the wages are the best as far as industrial relations is concerned al over the world. It has been proved that in Australia the relative wage structure is not extremely different as compared to the collective bargaining during the periods of unemployment and full employment (Salamon, 2000). One of the ways of human resource management is through motivation. Through motivation, there can be a great deal of improvement in performance. Motivation has been defined as the combination of one’s desires as well as energy, which are all directed in achieving a certain goal. In other words, it is what causes a certain action to be taken. In order to influence people’s motivation then it means to get them to do what you actually want them to do. It should be noted that not all people are motivated by the same things to perform. There are a number of regulations that have been put across concerning the wages regulation with relation to the industrial relations. The minimum wage should be set in terms of hourly bases like in the United Kingdom their regulation is called the national minimum wage act of 1998. The collective bargaining agreements especially between the trade unions and the employees are able to regulate the wages of all workers as per the needs of the specific business. Arbitration refers to the making of the collective agreements between the employees and the trade unions which are binding legally as well as mediated through a judge or magistrate appointed by the state. With reference to the industrial relation, on of the most effective ways of dealing with conflict resolution is the extensive wages criticism. Therefore, it is very important to note that motivation is vital in any organization because it helps the employees to work harder and better, to get to be productive and also to do a more quality work. Other importance of motivation in many organization includes: putting the human resources available into action by ensuring that all the employees have had willingness built up, it also leads to efficiency improvement of employees hence increased productivity, cost of operation reduction and overall improvement in efficiency, it also enable an organization to achieve all of it organized goals (Kelly, 1998). This is because there is better resource utilization, better working environment, all employees are goal oriented. Another importance of motivation is that it helps build friendly relationships due to reduction of industrial conflicts by the employees, effective co-operation and prevention of employee resistance to changes in the organization. Finally, motivations cause workforce stability. This is whereby, employees tend to remain in the same organization simply because the fell appreciated and also part of the organization’s management. To the individuals, motivation is important in helping one achieve goals, individual’s self-development, working in dynamic team and finally helps one be satisfied in their jobs Industrial relations refer to the multidisciplinary field that involves the study of the relationships in employment. It is also referred to as the relations in employment due to its importance as far as the employment relation of non-industrial is concerned. The subject of industrial relations as also been associated with industrial labour though labour relations is only known to involve the study of unionized employment situation in a simplified manner. The subject of industrial relations is divided into three portions namely ethical, problem solving and science building. Industrial building as far as social building is concerned involves the social sciences whereby it is focused on enabling people to understand the relations of employment and the institutions offering the employment through a very high quality and rigorous research (Nichols, 1997). The scholarship in the labour economic works hand in hand with the scholarship in the industrial relations, human resource management, social history, and law, political science as well as labour sector. In the sector of problem solving, industrial relations deals with the designing of policies as well as the institutes to ensure there is a better working relationship in the industry. The ethical sector deals with the normative principles concerning the workers as well as their working or employment relations. This is whereby it ensures that workers or the employers are not treated as commodities on sale all in the name of human resource because they are human beings, the human relation deals with all that concerns the human beings and heir relationship with each other irrespective of their gender. It is the responsibility of the management to ensure the management of all enterprise is well done in the organization whether the human resource or the machines as well as the finances (Mullins, 2005). There are a number of reasons for studying the industrial relations. It is the field that enables the employees to get to know the worth as well the importance of all the organizations enterprise starting with the asset, the human resources as well as the finances in their own capacities. The history of industrial relations dates back in the era of industrial revolution. It has also brought together different sectors together like the economic and the sociology sector to work together to come up with a solution for the world. It also helps in conflict solving within the work place as well as in the improvement of the working situations. It also helps in the alignment of the policies to be able to work well for the sake of all the employees in the whole world in terms of occupational health, safety standards, the international labour standards, public policies as well as the employment standards (Salamon, 2000). The following are the main features of industrial relations system. It depends on the industrial hat is concerned. In that, the systems of the health sector cannot be the same as the ones for the manufacturing sector as well as the education sector. In addition, there are some differences as far as the organizations in the same industry are concerned due to the diversity in what they deal in (Salamon, 2000). Another feature is the issue of empowering the employees to be able to speak for themselves. this is whereby the systems gives the employees power and freedom to be able to speak out their issue openly as well as to be involved in the problem solving and decision making in the organization. There are a number of theories of industrial relations and they differ with reference to their features. There are three main perspectives that are associated with the theories of industrial systems and they contract with what they deal or stand for. They are the unitary perspective, Marxist perspective and the pluralistic perspective (Ackers & Wilkinson, 2003). Each of them offers a very different view or perspective in terms of the roles of the trade unions, workplace conflicts and job regulations. Unitary perspective mainly deals with the aspects of organization being integrated as well as harmonious to be like one single happy family. This is whereby all he employees in the organization shares a common purpose, mission objective and they are in a mutual cooperation. It also shows an approach of paternalistic approach in that there is demands of total loyalty from all of the workers mainly form the management of the organization (Kelly, 1998). In this perspective there is no need for the trade union because of the fact that the employees are very loyal to the organization as well as they are very much united and are working towards the achievement of a common goal. In this perspective, the arising of any conflict is associated with the communication barrier as well as interpersonal conflicts. Pluralist perspective is whereby an organization is associated with having some small subgroups, which are very powerful in their own ways. Each of the subgroup is answerable to a particular authority to which it pledges all the loyalty. These subgroups also have their own goals and objectives to be met. The main dominant subgroups in this system are the management group as well as the trade unions (Hyman, 1975). The role that is played by the management involves the issues of coordination as well as persuasion to the employees. The trade union acts as the representatives of the employees as well as dealing with the conflicts that may arise within the employees due to interpersonal issues. The conflicts in that case are not viewed as serious problem since it shows the maturity of the employees in dealing with the issues. The radical or the Marxist perspective deals with the nature of the society of the capitalist. This is whereby there is a great conflict of interest in the sense that there is a difference in opinion in matters of labour and capital (Kelly, 1998). There are inequalities in the aspects of economic wealth and power because their roots are in the nature of it economic capitalist system. The issue of conflict is inevitable in this system such that trade unions are of great importance to solve the problems. It should be noted that according to so many analysis done by the accountant s, there is a big crises in the industrial relations today (Ackers & Wilkinson, 2003). This is because of the fact that the traditional position of the systems is in great threat form the domineering economies as well as behavioural issues. There has been a great emphasis in the area of policy-making due to the interventions done by different instaurations with reference to their personal interest of which some are very selfish. The importance of studying Australian system of industrial relations is that it helps in overcoming the many shortcomings of the systems being practiced in the world today. 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. Read More