• Virginia de Bond

Organizational life and maturity

Facilitate Effective Organizational Life

To reach organizational goals, it is important that the leaders ensure that the organization has a skillful and effective workforce. The older generation keeps getting older. At the same time; the younger generation is getting into the work force. Further, there are matured employees and immature employees. There are different skill levels between different employees. Further, there are different personality types. The organization must find a balance between these groups, to make a measurable value to the benefit of the organization.

Immature employees

If the organization has employees without sufficient skills, it is often a challenge to the manager to make them perform at the required level, to keep up with the performance goals. Unskilled employees will cost money and time. Managers should have a high tolerance level when managing them. Employees with no skills are less experience and need guidance quite often. These employees must follow policies and procedures and constant overseeing of job functions. Rules and regulations should be taught.


Who need structure and rules?

· The Younger generation - sometimes, there are employees unfocused, and have no respect for authorities, refusal to accept existing procedures, ready to quit, they are ready to change work conditions/pay, tough to manage, may create chaos.

· People who have no knowledge. They are easy to manage but need training

· People who have been treated wrongfully on prior occasions – they may reciprocate the previous experience to the current employee

· Generational thinking – when a younger manger has to manage an older person than the manager

The manager should have a good understanding of the personality types of the employees and know how to handle them and train them as they may not be responsible for what they are. Employee motivation and training are the tools to create a matured and an effective work force.


“Motivation is defined as the psychological forces that determine the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence. In simple terms, motivation boosts the morale of employees to encourage them to give willingly their best in accomplishing assigned tasks. Employee motivation is the key to achieve extraordinary results” (Taslim, 2011).


Motivation will increase employee morale. As a result, employees will be willing to learn more and do more for the organization. Also, it is important that the managers create a dynamic culture for the employees. When the employees feel happy and committed, the performance goals can be reached effectively.


Key elements of motivations are setting goals, training, reinforcement, employee engagement, reward system, behavioral norms (trust, learn from misstates, organizational ownership) and adoptability.


Create a healthy environment for the employees. The manger must be consistent across the board. Guide the employees to accomplish their mission. Teach them to build themselves. Train them and grow them for a better tomorrow.


Value of creating mature employees


Matured employees are most engaged. The matured employees are; Experienced, knowledgeable, possess professional behavior and good work ethics, and has a lower turnover rate. They regularly teach the younger employees. Matured employees are Reliable and less money to spend on training. Willing to share their achievements.

Matured employees are loyal to the organization. They have a flexible approach to the new tasks, take challenges in difficult times. Relationship building skills are higher as they get matured. They can view broader context.

However, with the matured employees are reaching towards the retirement age, the organization should consider a consistent balance between the matured employees and the new generations of the work force.



“Consider situational factors when evaluating observable personality traits, and lower the situation strength to better ascertain personality characteristics. The more you consider people’s different cultures, the better you will be able to determine their work behavior and create a positive organizational climate that performs well”(Robbins & Judge, 2017, p.159).

The chapter reading on Organizational behavior discusses job-fit of the employees and two personality types. Personality models such as ‘Big Five traits’ and MBIT. Five factors of Big Five traits are extraversion, consciousness, openness, agreeableness, and neuroticism. Factors of MBTI personality type are gain energy, gather information, make decisions and live your life.


Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Harlow: Pearson Education Limited.

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© 2018 by Virginia De Bond.