Organizational Behavior for People and Performance- myassignmenthelp

Question: Discuss about theOrganizational Behavior for People and Performance. Answer: With the ramified economic changes, each and every organization needs to prepare employees oriented business functioning. Employee is the person who is fully absorbed by enthusiastic about the work and more inclined towards taking positive action in the best interest of the organization growth. Employee engagement could be defied as property of the relationship establish between organization and employees. It is analysed that better engagement means better productivity in the business process of organization. It is evaluated that corporations whose employees are indulged in the business decision making process of management out perform as compared to other organization. After evaluating the various facts of the small and big companies, it is considered that when employees are engaged at work, they feel connected with the company. They believe that the kind of work they are doing and development of the organization will also result to their welfare as well. However, employee engagemen t program is also determined as process which is used by management of organization to establish nexus between employees growth and organization development. Employee engagement promotion is the discretionary power of the management department and should be handled by them after considering all the internal and external factors of the business (Wang, Lu, and Siu, 2015). Why is employee engagement important to organization success? The importance of employee engagement to the organization success is based on benefits and intents to the organization development. There are several main points which are given as below. The employee engagement program helps organization to create synergy in its business process. It motivates employees to deliver the best possible results in their work. It is determined as important HR variables which assist in reducing the overall employees turnover, production cost and eventually increase the return on capital employed It establishes the proper nexus between employees growth and organization development. It increases the responsibilities of the employees and strengthen the strategic planning which eventually reduces the chance of business loss at the management level. This employee engagement program creates enthusiasm in employees to deliver the best result and also motivates them to take proactive steps to accomplish set results and objectives (Leiter, and Bakker, 2010). It assists organization to create core competency in the work process and helps company to develop product differentiation and cost leadership strategy on the sustainable basis in competitive market (Albrecht, et al. 2015). It is analysed that the impact of employee engagement program on the job performance and organizational commitment is highly based on the social exchange theory. It is observed that engagement of employees is traditionally defined as development of the process to restrict employers to take dominating decisions for their employees. It keeps employees to do their work effectively with their own liberty. With the ramified economic changes, each and every employees should undertake proper decisions to increase the quality of their work and increase the overall output. It is observed that when employees are allowed to take their own decisions and participate in the strategic decisions taken by management then they could raise the queries and problems faced by them in their work in the conducted meeting. This will not only motivate employees to solve the possible queries but also assist them to encounter their faced issues and problem in effective manner. The sustainable employee engagemen t process reflects the intensity of the employees joint with the development of the organization which is based on three core elements such as the extent of employee engagement their discretionary efforts committed to attain set goals. There are several reasons which divulges that employee engagement has deep relation with the job performance (Mone, and London, 2018). Employee engagement focuses on motivating employees and make employees intrinsically committed to the better productivity and organization development. It will assist in creating the organizational environment which will support the productivity and efficiency in multiple way. In concise form, it could be inferred that when employee engagement starts to decline, then companies will become vulnerable not only to measureable drop in efficiency or productivity but also results to poorer customer services and increased rate of absenteeism and turnover. For instance, if company follows strict policies and rules and is less inclined towards preparing employee oriented organizational culture then it will not only decrease the efficiency of the employee but also render several negative results such as demotivation in employees, less effective outcomes and increased turnover (Schaufeli, Bakker, and Van Rhenen, 2009). References Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Leiter, M.P. and Bakker, A.B., 2010.Work engagement: A handbook of essential theory and research. Psychology press Mone, E.M. and London, M., 2018.Employee engagement through effective performance management: A practical guide for managers. Routledge. Schaufeli, W.B., Bakker, A.B. and Van Rhenen, W., 2009. How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism.Journal of Organizational behavior,30(7), pp.893-917. Wang, H.J., Lu, C.Q. and Siu, O.L., 2015. Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement.Journal of Applied Psychology,100(4), p.1249.