Individual Characteristics and Organizational Contexts
Many individuals develop unique behaviors, ethical beliefs, and intentions. Such behaviors will determine their effectiveness as employees. Some personal characteristics impact “ethical beliefs, behaviors, sensitivities, and intentions” (Collins, 2012, p. 76). The “first characteristic is moral maturity” (Collins, 2012, p. 72).
This aspect determines the decisions, behaviors, and religious values embraced by an individual. A person’s ego will also determine his or her practices and behaviors. A person’s “field dependence will also describe how he or she makes certain decisions” (Collins, 2012, p. 76). Some attributes such as “age, gender, culture, and background will also determine the sensitivities portrayed by different individuals” (Collins, 2012, p. 76).
Icek Ajzena’s planned behavior theory is relevant because it explores the beliefs and behaviors of different individuals. Human beings can use the theory to analyze their beliefs. This process is possible because there is a link between human behavior and beliefs. The “Theory of Reasoned Action also benefits a lot from Icek’s model” (Carpenter, Bauer, & Erdogan, 2009, p. 47).
According to the theory, people can predict their behaviors and sensitivities. Perceived Behavior Control (PBC) also makes it easier for psychologists to predict the actions of different individuals. According to the theory, subjective norms can also produce certain behaviors.
The article “Correlates of Ethical Intentions: A Critical Review of Empirical Literature and Suggestions for Future Researcher” supports the above discussions. The author examines how different factors “dictate the behaviors of different people in their workplaces” (Rajeev, 2012, p. 5).
The article explains how “individual characteristics and organizational contexts will produce specific behaviors” (Carpenter et al., 2009, p. 65). Managers can use these ideas to promote the best behaviors and practices. Managers can “use Icek’s theory to promote the concept of perceived behavioral control” (Carpenter et al., 2009, p. 65). The practice will make every organization successful.
The “On-boarding Process”
The “On-boarding Process” makes it easier for many firms to achieve their goals (Brio, 2012). The process ensures every new employee embraces the best values, ideas, and skills. This strategy will ensure every employee focuses on the targeted organizational outcomes (Brio, 2012). Managers can use a wide range of approaches in order to achieve this goal.
The article “Workplace Culture Leaders Humanize the Onboarding Process” explores the best practices that can support different organizations. I am currently working in a small paper and chemical supplier. The company uses one-on-one meetings in order to empower every employee. The organization has hired several trainers in order to support the needs of its employees. The HR Managers use such meetings in order to achieve the best goals. The training program equips every worker with appropriate competencies and skills.
This approach has made it easier for many employees to support the targeted organizational goals. The HR Managers also equip these workers with the best ideas and skills. The firm also encourages its employees to form cohesive teams (Collins, 2012). These one-on-one meetings have produced the best goals at the company.
The firm can also “introduce new practices and strategies in order to empower its employees” (Collins, 2012, p. 81). These new employees can also collaborate with one another. This approach will “make the employees competent and hardworking” (Collins, 2012, p. 93). This strategy will also create the best organizational culture. In conclusion, business organizations should use the best strategies in order to empower their employees.
Reference List
Brio, M. (2012). Workplace Culture Leaders Humanize the On-boarding Process. Web
Carpenter, M., Bauer, T., & Erdogan, B. (2009). Principles of Management. New York, NY: Flat World Knowledge.
Collins, D. (2012). Business Ethics. Hoboken, NJ: Wiley.
Rajeev, P. (2012). Correlates of Ethical Intentions: A Critical Review of Empirical Literature and Suggestions for Future Researcher. Journal of International Business Ethics, 5(1), 3-17.