Today, employees seek to be more productive in their workplaces, forcing managers to redesign the work schedules. Employees thrive in an environment that motivates them and boosts their self-esteem. To successfully assist the employees in achieving this, a manager should also change the way he/she operates and adapt a way that will increase the productivity of the employees. Research shows that a twenty-first-century manager should have a broader range of skills, information, and knowledge to succeed in their job. According to Rice University (2019), organizational behaviour determines the task of a manager. To have control over an organization, a manager should be good in communication, technology, strategy, leadership, and group dynamics (Rice University, 2019). The method they come up with should be acknowledged globally. Their technological skills should be up-to-date. Future managers should recognize that success cannot be achieved single-handedly and use their leadership skills to develop partnerships. They should understand group dynamics and be ready to lead and work with groups. Finally, a modern time manager should know how to communicate. Communication is the key to interactions and problem-solving.
The social environment in our workplaces has changed. Today, most people prefer to use electronic gadgets to communicate. Social media and the internet have taken over. Managers should be up-to-date with technology to be able to control the employees. Times are gone when only notices were used to communicate about meetings. Today, emails and direct messages, too, are encouraged. Managers should use technology to attract and retain new talent (Rice University, 2019). The aspect of diversity has also encroached on our workplaces. Employees come from different races, nations, gender, and tribes all over the world. They speak other languages and have different beliefs, religions, cultures, values, attitudes, traditions, habits, customs, perspectives, and attitudes. Aspects like sexual harassment should be intensively and extensively addressed. The working environment should be accommodative to everyone.
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Hygiene factors are known to be the most contributing to job dissatisfaction. They include employee relations with one another, employee relationship with the manager, salaries, work conditions, organizational policies, and supervision. The only way to ensure that employees do not face dissatisfaction is to balance out these factors. Hygiene factors determine employee retention and the rate of employee turnover. In Edward Jones, who operates on a policy of open communication, the company has realized a satisfied workforce and, in turn, customer satisfaction (Organizational Behavior, 2017). Hygiene factors should be eliminated by hygiene factors and motivational factors encouraged.
Motivated employees are more productive. In chapter six (Organizational Behavior, 2017), the University of Minnesota sheds light on developing a motivating environment for the employees. Job design plays an essential role in motivating employees. As mentioned above, today, employees are seeking jobs that are more engaging and interesting. Goal setting comes in handy for the employees. Apart from motivation, goal setting directs the employees and helps them to maintain focus. It also provides them with a sense of satisfaction and purpose. A performance appraisal allows employees to understand their role well. It helps them identify areas that need improvement and problems that may surface in the future. Incentives are the most common way in which managers use to motivate employees. Incentives may range from simple things such as awards to things like paid vacations or even promotions.
References
Rice University. (2019). Organizational Behavior. Houston, Texas.
University of Minessotta Libraries. (2017). Organizational Behavior. Minneapolis, MN.
