Introduction
The culture of conducting appropriate and rational policy within a company is a must for today’s corporation inner success. Transformational attitudes from the side of a boss or between the employees tend to mutual relationships encouraging and facilitating the framework of a staff. Traditional assumption to strive for the leadership by virtues of own ambitions implemented in a desire to overwhelm all obstacles on the way of company conditions improvement. Many factors are important for providing a structurally and strategically correct policy in achieving the main aims. It concerns the issue of the whole thrift of the company. Cary L. Cooper admits in his book the following reasoning: “Any organization that seeks to establish and maintain the best state of physical, mental, and social well-being of its employees needs to have policies and procedures that comprehensively address the management of emotions at work.” (Cary L. Cooper, 269)
Discussion
In the case readings given the organisational behaviour is of great significance and needs analysis in order to make out the approaches of each. With regards to the cognitive dissonance it is obvious that too many cases of an employee’s initiatives can be blocked all of a sudden and creates an atmosphere of total inactivity and nonchalance within personnel. Jackie Hartnett was involved into the idea of making world better from her school years; she attempted to prevent the environment from irrational use of waste materials, such as paper, plastic and other materials suitable for recycling. Her conscious purposefulness led her to cross the threshold of Dorf Car Factory in order to make her dreams come true. Her ideas were evaluated positively by Charlie Damon who personally did not think that such innovative approaches would have the further development in the company, but, in any case, he ventures to check Jackie’s intention about the issue.
The conflicts of interests are common in companies. In fact, it is a result of the ideological, emotional and temperamental struggle between top employees. Jackie’s example gains momentum in case with a gender difference with her director. Such factor touches predominantly the theme of leadership in the company. Constructive leadership is not just charismatic occurrence of a man’s background of the character at a glance. It presupposes concrete actions, attitudes and results of work done independently from the gender and a potential which is supposed accordingly. A Journal of Research in turn outlines the idea above by following quote:
Eagly and Johnson’s (1990) meta-analysis of gender differences in leadership revealed mixed findings. An analysis of task-oriented style and interpersonal oriented style showed that women and men did not differ on these dimensions in organizational studies. Differences were noted for studies in which the sample did not formally hold a leadership position (experimental and assessment studies). (Sally A. Carless, 1998)
Jackie had improved motives when realizing and providing the program for recycling the paper and making separate pails for various kinds of trash. Her attitude was strengthened by good intentions, for she felt a personal responsibility in straightforward actions and rational proposals to keep the environment in safety, at least a part of it. The impulses of her were intended in reaching the goals and following the way of their realization throughout the enterprise. The expectances which she wanted to manifest as a result of the work she was doing touched upon the hypothetic leadership discredit of her boss.
We intend to explicitly link expectancy theory and leadership concepts to demonstrate that leader interactions with followers permit the establishment of highly motivational working environments. In so doing, individuals acquire the means to transcend their traditional roles of supervisor, manager, or follower, and realize their potentials as leaders. In order to remain competitive at home or within the global market, we must stop relegating in our minds the functions of leadership to the office of the president or CEO of the organization. Instead, we must come to view the leadership role as part of every employee’s job, at all levels of the organization. (Robert G. Isaac, 2001)
Being highly motivated this employee showed the algorithm of overreaching success on the whole from beginning to end. While analyzing a similar problem of mutual relations between disciplines Marilyn Strathern notes:
Interdisciplinary collaborations seem to promise innovation and creativity by means other than criticism. Instead of generating disagreement and multiplying future possibilities by informed comment from within, interdisciplinary conversations hold out the hope of new sources of synergy. (Marilyn Strathern, 2006)
The first place for such conscious employee takes up the idea of potential values about the impacts to be done for the company. It is clear enough. Workers with such priorities arrangement imply the estimated ulterior prosperity for a company. Still if one is apt in something about the work it does not usually mean that his ideas will be taken for granted as it were wished. In this case a course of actions should be as following: to shift expectations by first successful attempts on resolving definite issues and giving own evaluation of actions to be implemented next time; and to insist on current state of initiatives implemented giving grave arguments to support the idea. If it is not helpful, then other solutions should be suggested. Of course, not all attempts will be successful, on the other hand, the Darwinian theory of the survival of the fittest takes place every now and then during a man’s daily activities. Again a person feels himself motivated and can make others expect positive results in case when according to Robert G. Isaac three aspects are considered, namely:
- The personal expenditure of effort will result in an acceptable level of performance.
- The performance level achieved will result in a specific outcome for the person.
- The outcome attained is personally valued.
In case with Listo Systems one observes the situation when the fast and constantly growing development, unless saying progress, of technological and scientific solutions have influenced on the company destructively. Being once one of the leaders the company cannot resist new demands of the time and society. The administration of it did not take into account the fact that everything worth today can be of no use tomorrow.
“People live in a world of expectations. People are in a pretty good routine, but when there is an anticipation of a contrasting moment,’ they tend to lose focus and spend time thinking about that instead.” (Timothy Burn, 1998) This statement is fair when making emphasis on the unaccounted moments of correspondence to the time requirements of the society and customers in particular. It resulted in further company’s lagging behind the “scenes” of competitors challenges. Here the hierarchy of needs was not taken into account. The world economic experience provides the practice of such method to figure out a probable consumer choice. The solution of the issue lies not in the pathos of a company’s name, but in the quality of its services. It is widely approved that in civilized countries today when living in post-industrial society the non-material constituent of companies is important: information, services etc. Abraham Maslow and his theory of human needs come in handy here to confirm the importance of it
His theory of human needs and motivation found that people fulfilled physical, security, social, esteem, and self-actualization needs in an orderly, ascending fashion. Depicted as a closed triangle, this model espoused that individuals may never satisfy all of their needs, especially needs at the highest level. (Joan M. Kiel, 1999)
For Listo systems then the following action plan would be useful and effective:
- To survey the current elaboration of technologies in an observation of their perspectives.
- To create the models of new systems based on both previous and present experience which would be able to meet competition.
- To spread the acquisition infrastructure for providing the customers with updated information about the know-hows of the company at the moment.
Conclusion
The nature of organizational behavior has a versatile diversity of principles which are determined by some psychological and social peculiarities of people and society particularly. Not to be aside the processes of collaboration and interaction within a company it is very useful to apply to the theories invented in recent times. Such guidelines can possibly reduce the long way of achieving success for one group of people and improve the competitive approaches to meet challenges of time for others. The question is difficult to work out and seems to be so for the next times, unless mentioning the common sense and responsibility in every conscious employee as well as in chiefs managing the working process.
Works Cited
“Organizational Behavior.” Course Management 3450, 2009.
“Cognitive Dissonance.” Course Management 3450, 2009.
Burn, Timothy. “Women Expect to Get Low Wages, Study Finds.” The Washington Times. 1998.
Kiel, Joan M. “Reshaping Maslow’s Hierarchy of Needs to Reflect Today’s Educational and Managerial Philosophies.” Journal of Instructional Psychology 26.3 (1999).
Isaac, Robert G., Wilfred J. Zerbe, and Douglas C. Pitt. “Leadership and Motivation: The Effective Application of Expectancy Theory.” Journal of Managerial Issues 13.2 (2001): 212. Web.>.
Payne, Roy L., and Cary L. Cooper, eds. Emotions at Work: Theory, Research, and Applications in Management. Chichester, England: John Wiley & Sons, 2001. Web.
Strathern, Marilyn. “A Community of Critics? Thoughts on New Knowledge.” Journal of the Royal Anthropological Institute 12.1 (2006).