Thursday, December 12, 2019
People and Organizations for Journal of psychology- myassignmenthelp
Question: Discuss about thePeople and Organizations for Journal of Psychology. Answer: Over the last 50 years, organizational structure has evolved drastically with the changing business requirements of businesses. Moreover, with the globalized nature of business, organizations felt increasing needs of changes in the organizational structure. Traditional organizational structure was quite rigid and formalized. The leaders used to orders to the low level employees and the employees were to follow the strict instruction of the leaders. However, contemporary organizational structure is less formalized, where low-level employees can easily interact with their upper managers (Fan, Wong and Zhang 2013). They can easily share their issues and concern with the managers for getting immediate solution on it. Organizations are less likely to face any conflicting situation in such contemporary organizational structure. Over the last 50 years, organizational structure has also evolved in terms of its simplicity. Moreover, unlike the complex traditional organizational structure of traditional organizational structure, contemporary organizations are simpler in its approach. Leaders are always there for the employees to help them in overcoming any barriers faced in their works. Apart from that, with the globalized nature of business, the managers of contemporary organizations have started to decentralize their authority to respective department either nationally or internationally. Moreover, the departmental managers of contemporary organizations can take prompt and necessary decision as required by business without much intervention of upper level managers (Guadalupe, Li and Wulf 2013). Organizational socialization is the process, where new employees become acclaimed with the organizational culture of their new workplace. While considering the example of a organization having people focused culture, the name of Coca Cola Amatil can be considered first. The organization has both formal as well as informal socialization process for encouraging and strengthening the organizational culture. While considering formal socialization process, the organization uses orientation and training program for the new employees towards making their acclaimed with the functions of their new job position (Perrot et al. 2014). Apart from that, the organization also uses mentoring process, where senior employees communicate the values, skills and habits with the new employees. Such programs help the new employees more easy and flexible with their new workplace and they can better concentrate on their work having flexible workplace. On the other hand, in informal socialization, Coca Cola A matil uses the process of interaction with the new employees in the lunchroom. Apart from that, the organization also uses some celebration methods for making the new employees easier in their workplace. Such informal socialization allows the new employees to share everything with the senior members, which can be beyond their working area (Nifadkar and Bauer 2016). Self-determination theory is a motivational theory, which is aimed individuals goal directed behavior. This theory has explored three basic human needs to be fulfilled for their motivation. These three needs are namely autonomy, competence and relatedness. The manager of an organization should provide the employees the freedom of choice for their work towards fulfilling their autonomy needs. In this way, the employees can engage their exercise effectively and enjoy their experience in their preferred job roles. Such intrinsic motivation will motivate the employees towards enhancing their efficiency in their preferred job roles. On the other hand, mangers of an organization should provide positive reinforcement to the employees for fulfilling their competency needs (Olafsen et al. 2015). Moreover, the employees should be provided with challenging task, where they can exercise their mastery over their work. Furthermore, skill-specific feedback and rewards for completing challenging wor k would fulfill the competence needs of the employees. Such motivation would encourage the employees toward performing challenging work easily. Apart from that, the relatedness needs of the employees can be fulfilled through teamwork and interaction within the workplace (Cerasoli and Ford 2014). Such teamwork and interaction can meet connectedness needs and shared experiences of the employees, which can motivate the employees towards enhance performance. Reference List Cerasoli, C.P. and Ford, M.T., 2014. Intrinsic motivation, performance, and the mediating role of mastery goal orientation: A test of self-determination theory.The Journal of psychology,148(3), pp.267-286. Fan, J.P., Wong, T.J. and Zhang, T., 2013. Institutions and organizational structure: The case of state-owned corporate pyramids.The Journal of Law, Economics, and Organization,29(6), pp.1217-1252. Guadalupe, M., Li, H. and Wulf, J., 2013. Who lives in the C-suite? Organizational structure and the division of labor in top management. Management Science,60(4), pp.824-844. Nifadkar, S.S. and Bauer, T.N., 2016. Breach of belongingness: Newcomer relationship conflict, information, and task-related outcomes during organizational socialization.Journal of Applied Psychology,101(1), p.1. Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation.Scandinavian journal of psychology,56(4), pp.447-457. Perrot, S., Bauer, T.N., Abonneau, D., Campoy, E., Erdogan, B. and Liden, R.C., 2014. Organizational socialization tactics and newcomer adjustment: The moderating role of perceived organizational support.Group Organization Management,39(3), pp.247-273.