Introduction
An organization can be defined as a group of people working in unity toward achieving common goals and objectives. People in an organization can use their strengths and individual capabilities to achieve better results through specialization and division of labor. The principles, perceptions, assumptions, views and values of people in an organization are some of the major factors that develop an organization’s culture.
These character traits together with the physical aspects, the infrastructural development and the social attitude of employees form the basic components of an organization. They can be used to determine the views and attitudes of other people outside the organizations structure; what they think about the organization’s social and corporate status, whether they desire to be associated with the organization and the loyalty and pride of partners and other people.
Although every system of an organization’s governance has its set out guidelines and principles, it is obvious that every employee also has their own views and values about their work and life in general. While realizing that change is inevitable, there has always been debate on whether it is right for an organization to seek to shape employee views and values.
Employees in organizations come from different backgrounds and have a different outlook about life. It is important for this people to positively coexist and interact so that every one of them plays an active role in making sure that the organization goals and objectives are met. It is crucial for an organization to try and shape their views and values if this is to happen although the methods that organizations use can lead to negative perceptions about the expectations of employers.
Many organizations have sought to shape the character and personalities of their employees through the use of rules, guidelines and policies which an individual is committed to adhere to by signing contracts and other documents, like in many security firms around the world where qualities like privacy, loyalty and confidentiality are some of the expectations of these employers from their employees (Russell Consulting Incorporation 2011).
These companies have to make sure that employees’ values and views about their jobs are aligned to company goals and objectives. Others set out goals and standards which when achieved they are recognized and rewarded.
This is important for companies which are in competitive and challenging fields especially in the service sector to make sure that they motivate and boost employee morale. Sometimes organizations will go as far as taking their staff to retreats, seminars and other training programs in order to make sure that they understand and get to the level of performance desired by the organization and that they work in harmony and unity as one team (Chapman 2010).
Everybody including employees working in an organization has their rights and freedoms which should not be interfered with, but when an individual is employed in an organization, whether it is their first job or they were employed somewhere else, they enter into a new and different environment from the one they knew. This is why their ideas values and views need to be molded so that they can live in harmony with other employees in the organization.
Employees in organizations will always try to find out what is important and determine whether it is important to freely compete for opportunities, identify and speak out when problems occur and improve on situations when they have the ability to do so. Sometimes they can feel that it is not necessary and decide to keep the status quo, to remain silent and keep out of trouble.
They work because it is a routine and they have no personal connections with their jobs. Whether they realize it or not employees play a very important role in building an organization’s reputation and making sure that the working environment is safe and comforting to everyone.
This in turn affects an organizations output and productivity. For example employees working in the front office, customer care or public relations departments will directly affect their customers either positively or negatively depending on their attitudes, personality traits, and how much they appreciate their work and their employer. Therefore companies can instill better values and train on ways of improving customer service (Robbins 2009).
Another reason for shaping employees is that organizations will be involved in group work and team work most of the time. In such situations the building of trust and reliability between the employees and management and among the employees themselves which brings positive and supportive socialization does not happen spontaneously or easily.
There must be effort to make sure that people cooperate by providing input in discussions, giving solutions to problems, participating in debates that are helpful and assisting one another.
Employees should be able to understand company procedures and feel free to express their ideas and views even when some of them contradict or are not in agreement with the management. Through impacting these values in their employees, the management in an organization is able to know when there are conflicts and the best way to get out of those situations.
It is also easier to find out about organizational weaknesses (Ridley 2003). Organizations should always be consistent in seeking input from their employees so that they are able to consider employee suggestions and keeping a hold of their attitudes and opinions. This ensures that the employees do not feel secluded; they can actively participate in performance evaluations and decision making.
They also do not feel that the management is only focused on the performance of the company either financially or in terms of productivity. Employees can have the chance to determine the priorities of the organization. For example whether it is hard work commitment and performance which determines success and promotion within the organization or it is connections and relationship with the seniors (Moynihan 2007).
Different organizations have different leadership styles and it is upon the managements to make sure that their employees are aware of the methods of communication and integration that are acceptable in their companies. It is important for employees to have a sense of belonging and feel confident when representing their companies and this can only happen if they do not doubt themselves when they are sent on behave of the organization (Bach 2005)
Some of the examples of organizations that find it necessary to shape employees attitudes and values in addition to their skills are those in the banking sector where extra commitment to work is required. These employees require a lot of skills and the right attitude to direct their energy and make sure that they are productive.
They need to be committed to their work to make sure that they have the motivation and the drive to continue working even under pressure and when they feel tired. Sometimes they are even required to work overtime. It can never be easy for an individual to be surrounded by money all the time when all they earn is just a fraction of it. These employees are required to be honest and genuine in their operation and sometimes these are values that require a lot of shaping and molding (Reece 2008).
Banks should be able to identify the resources abilities, capabilities and the need to develop potential of their staff both as individuals and in groups. Find ways of developing a culture of work that is focused on achieving the company’s goals and fulfilling its mission and hire workers who can learn and meet the standards required.
They should also be flexible and be able to adapt to new changes in skills and technology. Apart from working skills other important traits in bank workers include good communication and presentation skills, confidence and the ability to concentrate. These and other values and personality traits have to be learnt by the employee either through deliberate training or through interaction with other employees if the individual is to survive and succeed in that profession (McNaughton & Carlson 1992).
It is important for organizations to train their employees on what they expect in their values and attitudes so that there is harmony within the working place. Different sectors and departments within an organization can only complement each other if there are guidelines on how work should be done and the relationships between employees. The social-cultural aspect of an organization is as important as any other in the success of that organization.
Reference List
Bach,S., 2005, Managing human resources : personnel management in transition. Malden, MA: Blackwell Publishing.
Chapman, A., 1995, Motivational Theory. New York: Alan Chapman
McNaughton, D., & Carlson, D., 1992. Building strong management and responding to change. Washington, DC: World Bank.
Moynihan, D.P., 2007, Finding Workable levers Over Work Motivation: Comparing Job satisfaction, job involvement and organizational commitment. Wisconsin: administration & Society.
Reece, B., & Brandt, R., 2008, Human Relations Principles and practices. Cincinnati South-Western Pub
Ridley, M., 2003, Nature via nature. New York: Harper Collins
Robbins S. P., 2009, Organizational behavior: global and Southern African perspectives. Cape Town: Pearson Education.
Russell Consulting Incorporation., 2011. Understanding Organizational Culture. Web. Web.