Workplace Engagement for Organizational Behavior (Essay Sample)

Workplace Engagement for Organizational Behavior
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George and Jones (2012, p.5) define organizational behavior as the study of the factors that impact the way people think, act, feel, and respond to the organization, and their work, and how the organizations themselves respond to the environment where they operate. The importance of organizational behavior is that it allows the organization to learn about the personalities of each of the employees and how the organization can be run effectively by making use of the employees who are present. Organizational behavior can be broken down into organizational, group, and individual levels.
The individual level has to do with the employees. The employees need to carry out their tasks in an environment that is positive so that they can achieve the goals of the organization. At this level, the focus of organizational behavior is the individual differences, work values, perception, creativity, and attitudes among others (George and Jones, 2012). At the group level, organizational behavior focuses on the state of team work, communication, leadership, and the way employees work together although they may have different personalities. The organizational level has to do with the culture, diversity, and structure of the company. The purpose of this paper is to address workplace engagement for organizational behavior at the individual level. It will focus on how to establish a link between the performance of the employees and the broader goals of the organization, communication, and motivating them.
Goals have to be linked to the larger ambitions of the organization for them to be effective and meaningful in improving the motivation of employees. If an employee does not understand their part in a company, they are more likely to be disengaged. Therefore, motivation and goal setting go hand in hand. Not having any goals in the organization is likely to demotivate the employees. When the employees are given a task and there is no goal they are working towards, they will have little motivation to handle the task that has been assigned to them. This is, if course, bad for any business that has goals that they want to achieve. On the other hand, if the organization has got well-defined goals that are consistent with the values of the organization, it will be possible for these goals to be achieved because the motivation of the employees will be boosted (Gartenstein, 2018). One of the ways in which the personal performance of the employees can be linked to the goals of the organization as a whole is through adding incentives that will have a positive impact on the employees. For instance, if the company has a large monthly plan to achieve, the employees could be given gift cards for places they would want to visit if they hit their goal. If the employee hits higher, more could be added to their card. Rewards are a great way of making employees motivated.
To improve the engagement of the employees and make sure that their personal performance links directly to the greater goals of the organization, the strategies I would use are; make sure that the set goals are both challenging and attainable, coming up with a plan on how to achieve the goals, and monitoring the way employees progress towards the set goals. A very important step is to celebrate the milestones that are achieved to show appreciation for the efforts that the employees have put into the work (Rick, 2011). To make sure employees voice their opinions, one can apply various strategies. One is to create a plan for encouraging employee feedback and recognizing it, creating a safe environment for the employees, coming up with a process that is formal for the submission of suggestions and opinions, and doing surveys to...