Ways That Organisations Can Use Knowledge of Workplace Behaviour in Order to Do Better Than Their Competitors

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Ways that organisations bum use knowledge of exertplace deportment in outrank to do better than their competitors.
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Ways that organisations can use knowledge of workplace behaviour in order to do better than their competitors.
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searing Thinking Paper|
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Critical Thinking Paper|
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Introduction
In this dynamic business environment, the first off source of competitive advantage that determines organizations supremacy is its skilled and committed workforce (Wagner and Hollenbeck, 2010). There is a industrial-strength correlation between Employee Satisfaction and Productivity (Carly, 2005, Erez and Somech, 1996). As a result, to enhance the organizations competitive stance, it is imperative to work on improving Employee Satisfaction to boost Productivity jumper lead to improved competitiveness. For that reason, this paper will focus on the introduce: How the knowledge of OB can be applied to hit increased Employee Satisfaction and Productivity. The paper will examine this theme from both idiosyncratic and Group level.




Discussion 1: Individual Factors
The degree to which an person is satisfied at work is inflict by factors and circumstances that motivate him or her. According to (Latham and Ernst, 2006)), make theories (Maslows hierarchy and McClellands) are applicable to job motivating as people are motivated by their unmet needs. However, when considering needs, Hofstede ethnical Dimensions suggested that individual and cultural differences must not be overlooked.
Specifically, individual needs vary depending upon current situations facing them. To a young person single employee, his/her priority needs would be a maven of belonging, good relationships with colleagues (Affiliation) and promotion opportunities (Achievement). Hence, satisfying these needs would motivate them. However, applying the equal approach will not work for a married...If you necessity to get a full essay, order it on our website: Orderessay



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