Employees Adaptability and Job Satisfaction - Essay Example

?QUESTION INTRODUCTION: BACKGROUND & OBJECTIVE OF THE STUDY: Globalization has generated a tough competitive environment for all the companies thatare operating in the international market. Many factors are differentiating the organizations from each other, but an intriguing factor that has been come up front in recent years is the employee satisfaction is driving the competitive advantage for the organization. Therefore, the study is conducted to discuss the importance of relationship between the job satisfaction and job performance. The components of job satisfaction include: pay, promotion, work itself, management & co-workers, and other incentives. Employee satisfaction has a direct impact on the performance of employee. A directly proportional relationship has been identified between the two variables. This develops the understanding that if the job satisfaction increases than the productivity/performance of employee will also be increased, this increment in the employee’s productivity is creating a competitive advantage or giving the competitive advantage to the company. This research paper is conducted with the aim of identifying that at what extent the job satisfaction is creating the competitive advantage for the company; along with identifying those components of job satisfaction that are participating the most in improving job performance of the employees. Motivation leads to higher satisfaction, and higher satisfaction leads to higher productivity. LITERATURE REVIEW: Nowadays the companies are determining the reasonable balance between employee commitment and performance of the company (Cullen et al., 2013). The companies are providing fair compensation and rewards to the employees that are becoming the main factor in employees’ motivation and self-esteem. Manager has the responsibility to motivate the employees successfully and influence them by different managerial skills to improve organizational efficiency. According to Bratton, Sawchuk, Forshaw, Callinan, & Corbett, (2010) the ability and motivation drives the performance of an employee. Ability of an employee devised through his/her education, equipment, experience, training, ease in the task and two types of capacities i.e. physical and mental. According to Gagne & Deci (2005), the process of performance management is one of the most crucial elements of total reward system and employees at times have to motivate themselves. According to John (2002), the effective performance of an employee leads him/her towards the organizational rewards, as a result, the factor of motivation lies in their performance. Most of the companies require their employees to perform duties according to the rules and policies of the company and meet all the job standards. The studies that are conducted to determine the relationship between compensation and employees were focused to improve the performance of the employee in the organization (Lai & Chen, 2012). Nowadays employees that are highly motivated create a competitive advantage for their companies; because their effective performance leads an organization to well attainment of its goals. Among all the resources of the company; human resource is most important that can give the competitive advantage to the company. According to Bryman (2013), commitment of the employees is very much based on the reward and recognition system of the company. Most of the organizations increase the performance efficiency of employees by designing attractive rewards and compensation system in the company. Various researches have been done so far in determining the most effective way to increase the productivity of most of the employees in the organization, and it has determined that the most effective way to increase the work efficiency of employees is the rewards and compensation system in the company. Rewards and recognition system play an important role in developing employee satisfaction and motivation. The working environment is continuously changing with the technological advancement and changing human perception; companies are thinking in a new dimension. Every company is trying to apply some innovative policies in the company to get the competitive advantage (Rose, Kumar, & Pak, 2011). MODEL FOR THE RELATIONSHIP BETWEEN JOB SATISFACTION AND JOB PERFORMANCE: There are many factors lies in between job satisfaction and job performance and they are called moderators and mediators. The list of moderators and mediators has presented below. (Bontis, and Serenko, 2007) The above model shows that job satisfaction is directly proportional to the job performance. However there are some moderators and mediators that influence the job performance of the individuals. Moderators such as norms, autonomy, level of analysis etc can influence the job satisfaction level. Similarly mediators can influence the degree of job satisfaction such as the behavioral intensions of the individual (Bontis, and Serenko, 2007).. There are many factors need to be considered by the human resource management of the company for making improvements in job performance of employees and increasing the job satisfaction. Human resource management observes and analyzes all these factors to achieve the better performance standards. There are many companies who are getting the competitive edge through the effective management of human resource (Bontis, and Serenko, 2007). The examples of a large organization, Apple, is discussed below to justify the importance of human resource management in the company Example: Example of Apple has been discussed to determine the importance of job satisfaction of employees. Example has been used to justify the importance of this topic. Apple Inc: Apple Inc has a very attractive reward and compensation system; it provides all the facilities to employees that are desirable. List of rewards that is provided by the company to its employees is given below. Health and life insurance Flexible Spending Accounts (for health care and dependent day care) Short- and long-term disability coverage Long-term care insurance 401(k) Plan with company match Employee Stock Purchase Plan Financial education seminars Tuition assistance Paid vacations and holidays Product discounts Personal and family counseling Wellness programs Onsite fitness center Commuter programs, including free, Wi-Fi-equipped shuttle to Cupertino Cafe featuring local, organic ingredients Apple Inc has a strong focus on the employee satisfaction because employee satisfaction leads to the employee motivation, and employee motivation at work place is very important for Apple Inc because the company is leading in the market for its inventions and innovations in its products. The performance of a company is highly dependent on the performance of the employees. Performance of the employee is highly dependent on the satisfaction level of employees. Employee satisfaction level at Apple has been high and even after the change in CEO of the company is around 90% (Koetsier, 2013). The performance of Apple has been remarkable over the years and therefore it can be said that the performance of employees have been exceptional over the years and they have been satisfied highly. Therefore higher satisfaction level of employees at Apple have resulted the company in making sure that employees perform well and this has resulted in making sure that the company performs well. Conclusion: The globalization has made the competition very much intensive, the companies are facing difficulties in differentiating their products and services to get the competitive advantage; therefore, the companies are continuously finding new ways to get the competitive advantage. The multinationals are considering a job satisfaction of employee is a very important tool to improve the performance of the company, therefore, this report is designed to discuss the relationship between job satisfaction and job performance. The material discussed in the report has justified that job satisfaction has a direct impact on the performance of an employee and job satisfaction is driving the competitive advantage for the company. The example of Apple Inc has justified the importance of job satisfaction as the satisfaction level of employees at Apple is around 90% and this shows that the higher satisfaction level has resulted in higher performance of employees. Employee satisfaction is the responsibility of human resource management; human resource management needs to observe all the factors which can improve the employee performance to achieve the organizational goals effectively and efficiently. The moderators and mediators that lie between the job satisfaction and job performance are presented through model (for the relationship between job satisfaction and job performance). Moderators such as norms, values, analytical skills, etc can influence the job satisfaction level and thus these factors can influence the performance of the individual at the workplace. Mediators such as the intention of the individual or mood can also influence the job performance as well. So, if the intentions are correct and the individual has sufficient skills then this could result in higher job performance. Recommendation: This research can be further expanded to explore the more components that can increase employee satisfaction. Review of different literature and scholars have been presented to analyze the level of needs and motivation of employees. According to these reviews, motivation is a very powerful tool for the employee growth in the company, so the further research can be based on the context to further elaborate importance of job satisfaction to increase the productivity of the company. Motivation leads to higher satisfaction, and higher satisfaction leads to higher productivity, and higher productivity become the differentiating factor in getting competitive edge (Price, 2007). References Bontis, N., and Serenko, A. (2007). The moderating role of human capital management practices on employee capabilities", Journal of Knowledge Management, 11(3), 31 – 51 Bratton, J., Sawchuk, P., Forshaw, C., Callinan, M. & Corbett, M. (2010). Work and Organizational Behaviour, 2nd edition. Basingstoke: Palgrave Macmillan. Bryman, A.(2013). Leadership and organizations.Routledge. Cullen, K. L., Edwards, B. D., Casper, W. C., &Gue, K. R. (2013). Employees’ Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance. Journal of Business and Psychology, 1-12. Gagne, M., &Deci, E. L. (2005).Self?determination theory and work motivation.Journal of Organizational behavior, 26(4), 331-362. John, L., (2002). Human Resources in Organisations. Financial Times Press. Koetsier, J. (2013). Apple CEO Tim Cook’s employee approval rating dips, but still high in spite of issues. Venture Beat, available from http://venturebeat.com/2013/05/24/apple-ceo-tim-cooks-employee-approval-rating-dipping-but-still-high-in-spite-of-issues/ [Accessed 14 September 2013] Lai, M. C., & Chen, Y. C. (2012). Self-Efficacy, Effort, Job Performance, Job Satisfaction, and Turnover Intention: The Effect of Personal Characteristics on Organization Performance. International Journal of Innovation, Management and Technology, 3(4), 387-391. Price, A. (2007). Human Resource Management in a Business Context, 3rd edition. London: Cengage. Rose, R. C., Kumar, N., & Pak, O. G. (2011).The effect of organizational learning on organizational commitment, job satisfaction and work performance.Journal of Applied Business Research (JABR), 25(6). QUESTION 2 INTRODUCTION BACKGROUND: Power is the capability for influencing others. French and Raven came up with the influential theory which determined five sources of power that leaders adopt for influencing others. The five sources are grouped under two categories; organizational power (legitimate, coercive, reward) and personal power (referent and expert). The personal sources of power result in increasing the overall employees’ job satisfaction, performance of job, and organizational commitment. Every manager and leader possesses and uses power to influence others in order to achieve goals of organization (Nelson & Quick, 2012). Referent power is the ability of a person to have an influence on the behavior of others; because that specific person is being liked, admired and respected by others. Leaders who possess strong reputation, pleasant personal attributes, and have a strong personal charm have the power to influence others (Lunenburg, & Ornstein, 2011). The study aims to add a contribution to the outcomes regarding the implementation of referent power, from various literatures reviewed and make conclusions relevant to the objective of underlying study OBJECTIVES: The objective of the study is to discuss how managers use referent power to influence employees to gain competitive advantage. LITERATURE REVIEW Role of Referent Power: Referent power is one through which behavior of others is being influenced and modified by a true leader. Despite having noble vision, President Carter was not able to unite the people of United States as a result of which the whole country deteriorated. President Johnson and Truman were successful in manipulating people and groups with an effective use of their power to achieve their goals. President Reagan, Kennedy and Clinton with the use of their personal source of power strongly influenced the whole nation, Congress, labor and business, through their communication and charisma (Lunenburg, & Ornstein, 2011). One other example is Richard Branson, who is an ideal and legendary character. He is a role model who possesses qualities from whom individuals could learn and follow until it becomes one of their own qualities. He possesses this power because he keeps on changing himself and looks for opportunities to gain advantage over the competitors. He is a lively leader and often interacts with great people. Richard Branson believes to be a great leader one must have a belief in oneself, in the ideas of oneself and in the followers. He believes that no one can achieve success alone and without great people one cannot be a great leader (Preston, 2013). Appropriately Using Referent Power to Have an Influence on the Employees: If the employees see their managers having managerial expertise (referent power) and technical proficiency (expert power), then there is a more chance of their engagement. There are various types of power, which can be used in various circumstances, but when a referent power is being exercised by the manager, it leads to the employee engagement. Employees will feel a sense of association if the referent power is created through the demonstration of honesty and admiration from their employees. This would increase the level of engagement of employees (Dickson, 2010). Referent Power in Smaller Firms: In small organizations, the structure is flatter, and communication lines are short among the management and employees. Therefore, it enables the leader to maintain a high level of trust and exteriorized relationships with employees. The use of referent power is more noticeable in small firms as compared to the large firms, due to which the impact of referent power on the practices of knowledge management tends to be high in small firms (Jayasingam, Ansari, &Jantan, 2010). Personal identification is the influential process of referent power which is the strongest mode. A person who is recognized with an agent is eager for sacrificing in order to gain and manage the acceptance and approval of the agent. In order to influence employees to gain competitive advantage it is necessary for a manager to be friendly, charming, attractive and credible (Jayasingam, Ansari, &Jantan, 2010). The power further increases when a concern is being shown for needs and perceptions of others; respect and trust are being demonstrated; and people are being treated fairly. Though for achieving and managing effective referent power it needs to be more than just charm, favors and flattery. Referent power is dependent upon the character and honesty of a manager. When the connection between a manager and an employee is strong, then a manager would hardly make any effort to make the employees do something (Robbins, & Langton, 2007). There is another way through which managers could exercise the referent power, and that is ‘role modeling’. A manager could have a substantial influence on others if he/she is liked and admired. Thus, this manager could set an example of desirable and reasonable attitude for employees to follow. However it is likely that employees would follow managers without any intentions if the identification is powerful (Ragins, &Winkel, 2011). Successful managers form relationships where they have substantial influence on the subordinates, but they are also ready to get influenced from the subordinates. In order to make the subordinates participate in the decision making these types of managers confer with subordinates and encourage them (Vaillancourt, Mcdougall, Hymel & Sunderani; 2009). Exercising Referent Power: Personal Appeals: A manager could ask his/her employee for a favor if there is an existence of loyalty and friendship in between both of them. This exercise is one way of executing referent power; however, there may not be any necessity of personal appeal if the referent power is strong (Torelli & Shavitt, 2010). The employee should understand the importance of a request being made which requires a large amount of effort. The request could be ignored or executed with little effort if the request seems to be unimportant by the employee (Treadway et al., 2011). There are various ways through which personal appeals can take place. One way is that a manager asks an employee for executing a request or assisting the proposal as a personal favor. Another way is emphasizing the relationship between a manager and an employee before asking for anything. The third way is that a manager needs to inquire a favor before explaining what it is. In this way if the employee agrees to your request then it would be quite awkward if the employee rejects the proposal of manager (Robbins, & Langton, 2007). Ingratiation Tactics: It is that behavior when an employee feels appreciated and acknowledged by the manager. Few examples are: bestowing compliments, displaying respect and being extraordinarily helpful and friendly before the request has been made. A friendship, connection gets strengthened and referent power increases when there is sincerity in ingratiation tactics. It makes an employee eager towards considering a request. If the employees notice that a manager is devious and insincere then there is no chance that ingratiation would increase the agreement. Ingratiation could not only be used for an urgent influence effort but also for long term strategy in order to make the relationship with people better and acquire more referent power (Robbins, & Langton, 2007). Examples Regarding Successful and Unsuccessful Influence Attempts: The head of one large university demanded every academic department along with graduate programs to arrange a number of master students in order to contribute in a fresh campaign of fundraising. The administrator of department A had great referent power accompanying the master students in that department. Being a considerable and supportive teacher he had an interaction outside the classroom with his students. He showed ample of concern for his students. When he interacted with the students, he explained the importance of fundraising to the university also its benefits for the coming students and masters program. His realistic appeals were complementary with inspirational requests based on the loyalty of students towards the program. As a result, many master students of department A made voluntary efforts for participation in fundraising, and they were efficient and successful in obtaining donations from the program alumni who did not contribute funds previously to the university. Another administrator of department B had very little referent power with the students. He was imperious and egotistical in classroom. He used to interact little with his students outside the class; as a result, he did not have any close relationship with students. During the meeting with his students, he told the students that the university was in need of donations; however, he did not explain the importance and benefits of fundraising. He made demands and ordered students to participate in the campaign as they have no other choice. With his pressure tactics he made, few students agree but after meeting many students complained about the administrator to the head of the university. This administrator had little but some referent power however he possessed coercive power more than a referent power. After complaints the head did not consider any master student from department B for fundraising, instead he hired few students who were undergraduate (Yukl, & Heaton, 2002). It could be seen from this example that administrator having referent power qualities has been successful and as compared to the other administrator. Administrators having referent power gained competitive advantage over the other administrator being arrogant. Thus it could be concluded that managers who possess referent power could gain a competitive advantage as the study identified some examples including an example of Richard Branson. How he has been successful today using referent power. CONCLUSION Managers having the knowledge of referent power and know how to use it could gain support and cooperation from the employees which could result in a competitive advantage. Referent power is widely effective in engaging the employees. The study also highlighted ways through which referent power could be implemented by the managers. In order to be successful in influencing employees, it is necessary to build and sustain a considerable amount of referent power. Those managers who practice referent power in a manipulative and arrogant way, they are likely to cause hatred and resistance. Referent power relies upon the character and honesty of the employee. The study identified the role and uses of referent power, which the managers adopt in order to influence others. The study explained how the managers could have an influence on the employees through different ways such as influential process, role modeling. Further the study included the practice of referent power by the managers/leaders, under these practices personal appeals and ingratiation tactics were discussed with examples. The study aimed at the use of referent power by the managers in order to influence employees to gain competitive advantage. Hence, it could be concluded that there is not just one way of referent power through which employees could be influenced, but there are various ways. RECOMMENDATIONS/ FURTHER RESEARCH The study could make useful contributions for every leader including managers and teachers who possess and use power delicately. Every leader possesses different types of power, but the main focus of the study was on the referent power. The study could make every leader aware of the available tactics through which referent power could be implemented. However, it is recommended that managers who possess only referent power could not have a significant impact without the presence of expert power. Managers need to focus in the expert power as well as it is stated in the main body of the study that personal power (expert and referent power) has more influence as compared to organizational power. Managers need to improve the technical proficiency for executing expert power. References Dickson, D. (2010). Fostering Employee Engagement: Practical Tools and Best Practice Techniques.HRD Products. Jayasingam, S., Ansari, M. A., &Jantan, M. (2010).Influencing knowledge workers: the power of top management. Industrial Management & Data Systems, 110(1), 134-151. Lunenburg, F. C., & Ornstein, A. C. (2011). Educational Administration: Concepts and Practices: Concepts and Practices. Cengage Learning. Nelson, D. L., & Quick, J. C. (2012). Understanding organizational behavior (4th ed.). Mason, OH: South-Western/Cengage Learning Preston, J. (2013). Richard Branson: how to be a real leader. Virgin, Retrieved 14 September, 2013 from http://www.virgin.com/entrepreneur/blog/richard-branson-how-to-be-a-real-leader Ragins, B. R., &Winkel, D. E. (2011). Gender, emotion and power in work relationships. Human Resource Management Review, 21(4), 377-393. Robbins, S. P., & Langton, N. (2007). Organizational behaviour: Concepts, controversies, applications. prentice Hall. Torelli, C. J., &Shavitt, S. (2010). Culture and concepts of power.Journal of personality and social psychology, 99(4), 703. Treadway, D. C., Breland, J. W., Williams, L. M., Cho, J., Yang, J., & Ferris, G. R. (2011). Social influence and interpersonal power in organizations: Roles of performance and political skill in two studies. Journal of Management. Vaillancourt, T., Mcdougall, P., Hymel, S., &Sunderani, S. (2009). The Relationship Between Power and Bullying Behavior. Handbook of Bullying in Schools: An International Perspective, 211. Yukl, G. A., & Heaton, H. (2002).Leadership in organizations. QUESTION 3 INTRODUCTION Group behaviors in organizations are very important for enhancing the performance of employees and increasing their overall productivity. The interaction which takes place between individuals increases their skills, attitudes and personality characteristics. The group level enhances the level of cohesiveness and the environment of the organization also changes. An interactive environment increases the performance outcomes and speeds up the solution process. Satisfaction of the groups and enhanced cohesiveness is also the outcomes of an interactive environment. These enhance the productivity of the employees, and it improves their performance at the same time (Keyton et al., 2013). This report will discuss the importance of team formation, and how aligning a team to the organizational goals can prove to be beneficial for it and the members which are part of that team. All aspects, which are required for the teams, will be discussed in this portion. The members of the team must be supportive to each other, and they must ensure a cohesive attitude so that effective performance can be observed. An example of the New Zealand rugby team will be given to explain that teams and group behaviors are essential for enhancing productivity and performance within an organization. In the end conclusion and recommendations will be given based on the findings of the study. GROUP BEHAVIORS IN ORGANIZATIONS AND ITS IMPACT ON PRODUCTIVITY AND PERFORMANCE In a work environment the sole objective of the employers is to find ways to enhance the productivity and performance of the employees. Assessing the behavior of groups within an organization can help in acquiring high levels of productivity and performance. The management must ensure that the group members are motivated. This shows that the groups must have the appropriate set of skills, knowledge and talent in the members. In some organizations groups are formed to achieve a certain objective and work under pressure situations. This makes it significantly important that the members of the groups are highly motivated towards attaining the goals set by the management (Mackenzie, 2010). The groups must be formed in such a way that there is a strong bond formed between the members. The members must be ready and willing to support each other, and clear standards of behavior and performance must be set. Cohesive attitude between the group members is developed with the passage of time. New groups lack this quality and hence their effectiveness is usually less as compared to those groups which are operating since a longer period. The norms and standards of the groups are also formed within the group (Arnold et al., 2005). All the organizations aim to create an environment where employees understand the organizations objectives and align their workforce to the goals which the organization wishes to achieve. A holistic approach is adopted by the organizations for this purpose. If the employees and the work groups are aware of the organizational objectives, then the desired performance and productivity can be attained (Chaneta, n.d.). The communication barriers within the company must be low. Within an organization the message from the management is communicated upwards, downwards, diagonally and laterally. Upward form of communication is used to communicate with the supervisor; similarly downward form of communication is used to communicate with the subordinates (Bryman, 2013). Diagonal communication is used within different departments, and lateral communication is used to communicate with the coworkers (Schilling, & Kluge, 2009). It is the method of communication which the organizations use which aligns the groups and its members towards achieving the objectives which the management has set. If the groups understand the objectives of the company then the level of performance and productivity enhances (Miller, Crandall, Washington, & McLaughlin, 2012). An interactive group which depicts a cohesive behavior is essential for both the company and individuals that are part of that group. The members must be supportive with each other and must achieve the goals which are assigned to them as this is one of the success factors when working in a team (St. Pierre, Hofinger, Buerschaper, & Simon, 2011). EXAMPLE: ALL BLACKS-NEW ZEALAND New Zealand’s men’s national rugby team is most famously known as the All Blacks. They are called so because their Jerseys and shorts are black in color. Rugby is regarded as the national sport of New Zealand. While discussing the team performance and formation of groups within the organization, this example will relate to all of the issues which teams have to face. Effective methods of how the teams deal with such issues will also be discussed. Examples will be given of situations which the team faces. The management wants to make sure that the workforce and groups working for the organization are aligned in such a way that all the organizational goals can be accomplished. An example of the Rugby team has been taken to show that how can the groups / teams work for achieving the goals and objectives of the organization. With a history which goes back almost 130 years, New Zealand’s national rugby team has been the most successful team in the world. The team has a test record of winning more than 75% of the matches. They have been the World Cup Champions twice in 1987 and 2011. Both of these events were hosted by New Zealand itself. The New Zealand all blacks were the only team which had maintained a record of reaching to all the semi-finals of the world cup from 1987-2003 (All Blacks, n.d.). Being a team of international level, the players are aware of the ideology which the management has been following over the years. The players are supportive to their peers at all level of game play. The strategies, which are to be used during game play, are properly communicated to each player. The teams which are being competed against are assessed, and strategies are formed accordingly by the coach and the personnel involved in decision making. All the members, which are part of the team, are very supportive with each other. The team members behave like a group and show cohesive attitudes to overcome the challenges together collaboratively (All Blacks, n.d.). Each and every player is aware of the rules of the games and the standards which have been set by the manager of the team. If the team fails to abide by those set norms, then the performance of the organization is very badly affected. The team members have to ensure that all the rules are followed in the most appropriate manner. This is essential for providing the required level of performance. If the team is not aligned and the set organizational objectives are not delivered than the performance of the whole team will be badly affected. This is the primary reason the management makes sure that barriers of communication within the team and between them and management are minimum. These factors are essential for the effective performance of the teams (The New Zealand Herald, 2013). The leadership plays an essential role in dealing with the conflicts between the team members. The managers can use the conflicts between the team members and find ways which can benefit the organization. The essential leadership skills which the manager must possess include Creating a healthy relationship and bond with the adversary so that the organizational goals and objectives can be achieved Things must be communicated and a dialogue must be established to find resolution of the problems Issues and problems must be highlighted to find peaceful solutions. The main causes of the issues must be identified All the issues must be addressed with cooperation and collaboration A positive relationship must be built and maintained (Kohlrieser, 2007) CONCLUSION On the basis of the study and discussion made above it can be concluded that forming appropriate groups and teams are essential for attaining organizational objectives. The groups within the organization must be formed in such a way that the organizational goals and objectives can be accomplished. The members included in the groups must be supportive to each other, and they must show cohesive behavior. Such a behavior will help in overcoming the challenges and make sure that all the organizational goals and objectives are achieved. A proper communication structure must be maintained to ensure that all the objectives of the company are properly communicated. The analysis of New Zealand’s national rugby team (All Blacks) has also been done in this report, to provide an example of effectiveness of groups. This shows the importance of groups and teams for the organization and how their alignment to the company goals and objectives helps in maximizing performance for the company. The end goal of all the organizations is to maximize their performance and productivity. For this purpose, the barriers of communication must be minimum. RECOMMENDATION / FUTURE RESEARCH Group formation is an essential process for organizations to ensure that all the goals and objectives are attained. The future researches for this domain can be based on how newly formed groups can form the same level of cohesiveness as of other existing groups. This will help in proposing ways with which new groups can compete with the existing groups and produce effective results. The recommendation for the team, which has been used as a practical example for this report, is that they must try to form new sub teams; and the players must be selected from those teams, to play with the existing players of the national team in informal practice matches. This will increase cohesiveness between new and existing players of the team and it will help the team in maintaining their future performance. References All Blacks.(n.d.).All Blacks. Retrieved September 2, 2013 from http://www.allblacks.com/index.cfm?layout=team Arnold, J., Silvester, J., Patterson, F., Robertson, I., Cooper, C., andBurnes, B. (2005). Work Psychology: Understanding Human Behaviour in the Workplace, 4th Edition. Financial Times, Prentice Hall. Bryman, A.(2013). Leadership and organizations. Routledge. Chaneta, D. I. Faculty of Commerce, University of Zimbabwe. Journal of Comprehensive Research, 8, 13. Retrieved 14 September 2013from http://jupapadoc.startlogic.com/compresearch/papers/JCR07-4.pdf Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., & Wu, C. (2013). Investigating Verbal Workplace Communication Behaviors. Journal of Business Communication, 50(2), 152-169. Kohlrieser, G. (2007). Six essential skills for managing conflict. Perspectives for Managers, 149, 1-4. Retrieved 14 September 2013from http://www.georgekohlrieser.com/userfiles/file/articles/5.GK_PFM_Conflict.pdf Mackenzie, M. L. (2010). Manager communication and workplace trust: Understanding manager and employee perceptions in the e-world. International Journal of Information Management, 30(6), 529-541. Miller, D., Crandall, C., Washington, C., & McLaughlin, S. (2012). Improving teamwork and communication in trauma care through in situ simulations. Academic Emergency Medicine, 19(5), 608-612. Schilling, J., & Kluge, A. (2009). Barriers to organizational learning: An integration of theory and research. International Journal of Management Reviews, 11(3), 337-360. St. Pierre, M., Hofinger, G., Buerschaper, C., & Simon, R. (2011). The key to success: teamwork. Crisis Management in Acute Care Settings, 195-220. The New Zealand Herald.(2013). All Blacks. Retrieved September 2, 2013 from http://www.nzherald.co.nz/all-blacks/news/headlines.cfm?c_id=116 Read More