Organizational Behavior Analysis Term Paper Example | Topics and Well Written Essays - 2000 words

Organizational Behavior Analysis - Term Paper Example If that is true, it is logical to say that no two organizations are the same either in behavior, culture or attitude. Organizational behavior plays a vital role in determining the success and failures of modern organizations. Globalization and liberalization have brought huge changes in organizations world. Modern organizations are working in a multicultural environment. Diverse workforce is common in most of the current organizations. Multicultural workforce would definitely have diverse communication means. Same way, strategies necessary to motivate a diverse workforce could be extremely different. Instead of intelligence quotient, emotional quotient of the employees appears to be more important in modern organizations. In short, new paradigms of OB are entering organizational world as time goes on. Apple Inc. is one of the prominent organizations in the world at present. They are the second largest in terms of market capitalization and also the most valuable technology company in the world at present. This paper analyses the importance of culture, communication, motivational techniques, emotional quotient and new paradigms in controlling the behavior of modern organizations, by taking Apple Inc. as the example. Culture As mentioned earlier, multiculturalism is not a myth, but a fact in modern organizations. ... When people from different cultures are working in the same organization, human resource managers may face lot of problems. The success of the organization lies in how well the HR managers solve such problems. For example, Muslims always like to have weekly off on Fridays whereas Christians like to have that on Sundays. These kind of contrasting interests or beliefs often cause problems to the HR managers. Even in the same culture, different subcultures often exist. For example, Roman Catholics and Protestants are two of the prominent communities in the Christian culture. Same way, Shia, Sunnis Kurds and Arabs are the subcultures in Islamic culture. The behavior, rituals, and customs of these subcultures are often different. â€Å"Some cultures put more emphasis on universal commitments (like honesty) while others put more weight on loyalty to particular people and relationships† (Ghemawat and Reiche, 2011, p.2). For example, people from some cultures are ready to tell even li es to save the interests of their companion. Such people places the value of relationships much above than anything else in this world. At the same time there are plenty of people who are not ready to tell lies even when their friends need their support badly. In short, modern organizations are operating based on the principles of pluralism and dualism and hence the salad bowl theory is extremely relevant to the modern organizations. As everybody knows, salad in a bowl consists of different vegetables and fruits. In other words, salads integrate the tastes of different vegetables and fruits and give eaters a unique taste. The taste of a salad is the sum total of the tastes of the individual components in it. It should be noted that the

Module 4 Case Assignment Example | Topics and Well Written Essays - 1000 words

Module 4 Case - Assignment Example At the same time, skill-based pay structure has gained considerable popularity over the last decades, especially since 1987. However, most of the organizations are currently using market- based pay structure. Module 4 Case Assignment Pay is regarded as one of the key elements affecting management-employee relationship at the workplace. The level and distribution of pay along with benefits is believed to impose considerable impact on the efficiency of any organization and also on the morale as well as on the productivity of the workplace. It is thus, crucial for organizations to use appropriate pay systems that provide worth for money and compensate workers fairly for the work that they perform. In general, pay systems are the methods of paying people for their contribution that they make towards the organizations. It is essential that an ideal pay system is clear and simple to be followed, so that workers are satisfied with the pay system adopted by the organizations and are motivate d to perform their respective tasks with utmost dedication and commitment. With this concern, this paper intends to compare and contrast the two pay system namely skill-based pay structure and traditional job-based structure. Furthermore, this paper attempts to identify the most popular pay structure, which is currently being followed in today’s organizations (Acas, 2012). ... ills required to perform certain organizational tasks are identified and tests are developed to determine whether an individual has learned the skills involved in performing a particular task. On the contrary, in traditional job-based pay structure, pay is generally based on a job, wherein employees are eligible to receive compensation, even if they are not skilled in performing any task. However, skill-based pay structure does not necessarily exclude the idea of paying for individual performance, instead it involves evaluating individual performance for assessing employees’ skills towards particular tasks for which they are paid. Nonetheless, under skill-based pay structure, pay is determined by the mix and the depth of the skills that possess by an individual rather than a particular job assignment. At the same time, organizations applying skill-based pay structure are often encountered with difficulties, when they try to price skills in the marketplace as compared to tradit ional job-based pay structure. Moreover, under traditional job-based pay structure, employees’ pay changes with the alteration in the job, while in skill-based pay structure, employees’ pay does not alter regardless the change in the job position. At the same time, employees under job-based pay structure may frequently perceive inequalities in the pay system due to the way the jobs are defined and rated for pay purposes. On the other hand, once employees become accustomed with skill-based pay structure, most of the employees prefer it over traditional job-based pay structure. The element of seniority act as a crucial determinant in traditional job-based pay structure, while in skill-based pay structure, skills rather than seniority is considered to be the prime factor of determining the pay