Factors Influencing Employee Behavior
FactorsInfluencing Employee Behavior
FactorsInfluencing Employee Behavior
Internationally,there have been discussions that attempt to give answers to thereason behind low productivity in employees. Both scientific, as wellas non-scientific responses have come forth in a bid to solve thispuzzle. Local and global, as well as a small and big organizationhave since seen the sense that their employees are some of the mostimportant stakeholders that directly contribute to the success ofbusiness. Therefore, they have since established human resourceoffices that they task with ensuring all that pertains to the welfareof employees do not pass unnoticed. Other than the statutory and theremuneration, these positions play a pivotal role in influencing andkeeping in check the employee behavior at the place of work asdiscussed.
Organizationalculture may shape or determine an employee`s behavior. How workerscarry out their assignments, act or dress, heavily ties to theorganizational culture. Its contribution to the uniqueness of thepsychological and social environment is great, especially because itis one of the hardest things to change in a place of work due totheir inherent complexity. The culture of an organization encompassesmission, vision, beliefs, and values, shared assumptions which arethe key items that guide the composition of an employee`s jobdescription, among other things. An important part of it is thehierarchy as this involves how power and authority flow from onelevel to the next and freedom level when it comes to decision making.The area needs to have clearly defined level guidelines to avoidoverlapping of responsibilities that leads to confusion. More than70% of businesses that have positive corporate cultures achieve theirprimary objectives (Alfeset al., 2013).
Besides,supervision-management relationship affects employee behavior.Employees report directly to their supervisors, who play a veryintegral part of their growth. Managers provide leadership tosupervisors who finally interact with the employees at theirworkplaces. When managers create an unfriendly environment tosupervisors, the same is likely to trickle down to the employees whowill start working with a lot of tension. A manager who is too strictand too punitive makes a work environment unbearable to fellowemployees, killing their morale. They will finally feel out of placeand become less productive. An ideal organization ought to organizefor training sessions for managers and supervisors to achievesustainable productivity. An effective relationship between asupervisor and his manager ensures there is an efficient delegationof responsibilities in a manner that achieves optimal performance(Armstrong& Taylor, 2014).
Additionally,work groups impacts on employees` way of work. Whoever that said thatno man is an island had it right. Human beings are social beings andindividuals even at their places of work. However much experienced anemployee may be, their habits are greatly contributed by the peoplewith whom they fall in the same clique and spend a lot of time attheir places of work. There is a possible problem that people withnegative characters will influence others. Human resource specialistshave realized that part of the reasons why an employee may be swayedis that he or she may be having a lot of free time which might bearising from an inadequate job description. Employees need to besensitized and be trained on the importance of utilizing those groupsfor emotional and social support, and more importantly for thebenefit of the organizations they work for to meet its goals. Theyneed to take them as an opportunity to exploit teamwork. A managercan achieve this by organizing for institutional team buildingactivities.
Anotherfactor that most scholars and human resource experts may overlook itsimpact on workers` habits is the job influence. This element toucheson the meaningfulness of the job as per the employee, his orresponsibilities, and a test on whether they know results or not.Every assignment of the task to the subordinates pegs on certainmeasurable results which help to identify whether they are doing itwell or not. For a person performing a duty they are leastqualified in, boredom may arise due to lack of interest, whichdirectly touches on them. The confusion arises due to job mismatcheventually leading to people losing interest. At this point, itbecomes essential for managers to recognize hard work put forward byvarious people and that no one is overburdened (Armstrong& Taylor, 2014).
Moreover,experts recently realized that workers` individual characteristicsalso matter a lot. There are those behaviors in some people that areinborn and are not affected or changed as they grow from childhood toadulthood. Its most important indicator is interests and abilities.An outgoing personality can work optimally in situations that enablehim or her to interact with many people like in customer service, afact that chief executives use to establish proper staffing.Researchers argue that it is important to know the personality ofemployees and possibly their motivation or the things they enjoymost. For instance, some people may feel motivated by justrecognizing them among their peers. Some people embrace teamworkwhile others are totally antisocial. The biggest percentages of thosethat embrace working together as a team succeed (Armstrong& Taylor, 2014).
Finally,influences from families determine the moods of an employee. Anindividual who wakes up to a fight in the morning is more likely tospend the whole day in an excited state. Studies have shown that mostpeople whose backgrounds are troubled are more irrational than therest. Similarly, those who have strained relationships have a habitof staying in their offices up to late to the same extent that thosewho have a poor background are more tempted to steal an institution`soffice stationery. The worst part of it is that personal lifeconflicts lead to stress. The recommendation is that organizationsshould strive to provide solutions to some of the problems theiremployees go through. For example, provision of financial advice oreven providing guidance and counseling services. A stressed workforceis unproductive and is only a liability to an organization (Alfeset al., 2013).
Inconclusion, the problems that people face in their places of workcuts across all disciplines. Many of them are matters of ethics whilethe rest are not. In the process of executing their roles, humanresource departments should aim at ensuring that these factors arecomprehensively addressed, using some of the suggestedrecommendations so as to benefit all the stakeholders. Businesses andinstitutions lose lots of valuable resources at the slightestdisorientation of their employees at the places of work. The factorslike individual characteristics, work groups, family influence,organizational culture, job control, and supervisor-managerrelationship significantly affect individuals` habits at work. Movingwith speed to address these factors also helps workers by boostingtheir morale, thus enhancing their satisfaction.
Alfes,K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The linkbetween perceived human resource management practices, engagement andemployee behaviour: a moderated mediation model. Theinternational journal of human resource management,24(2),330-351.
Armstrong,M., & Taylor, S. (2014). Armstrong`shandbook of human resource management practice.Kogan Page Publishers.
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