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The Organisation

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Introduction

The Organisation Stewart (1986) says that the structure of an organisation is modified by the people who work in it, so that even otherwise identical organisations will develop their own distinctive characters. Hill Crest Upper School is an established school set up by the Local Educational Authority 10 years ago. The school exists to achieve the standards laid down by Ofstead. The school is a public organisation, so does not distribute any profits and its main aim is be of service to the pupils and their families in the local community. The aims of the school are to provide a safe environment for both students and staff, deliver an acceptable level of education and to bring out the best in every one. The school knows that their aims and goals are being met when they achieve good exam results, staff morale is high and the students are happy, and ready to move on at 16. The Cultures of Organisations G will need to be aware of the culture within the organisation. This is not something that official training can offer. G will need to be constantly aware and gradually build up a bigger picture. Handy (1993) writes that anyone that has spent time in more than two or three organisations will be struck by the differing atmospheres, the differing ways of doing things, the differing levels of energy, of individual freedom, of kinds of personality. Organisations can be as different and varied as the nations and societies of the world. Organisations have differing cultures- sets of values and norms and beliefs- reflected in different systems and structures. ...read more.

Middle

Further discussions would need to take place to find out if there are any particular reasons for these weaknesses and how the organisation can help her overcome them Motivation One of G's strengths is that she is enthusiastic and has an exuberant character. The organisation needs to build on this and ensure that she is kept motivated to meet the organisations targets and to meet her own goals. Motivation is a complex area. It's different for each person. Motivational receptiveness and potential in everyone changes from day to day, from situation to situation. People are motivated towards something they can relate to and something they believe in. Learning something new and completely different liberates the mind. Facing a challenge, meeting it and mastering it helps build confidence. There are various thoughts on the best procedures to motivate people. One is that it is necessary to use pain or the threat of pain. Others think this only motivates the dullest and idlest of people and believe that promises of food, excitement, companionship, involvement and the appreciation of other benefits are better motivators. Maslow believed there were five levels of need which the individual sought to satisfy, survival, security, social needs, esteem and self actualization. The lowest of these included the basic physiological needs for food, drink and shelter, once these were satisfied they need to protect themselves against danger, threat and deprivation. Once these needs are met they move up on the next level. (Cited in Thomson, 2002: 77) McGregor (1960) suggested there was a distinction between managers in that there were those that believed in Theory x and those that believed in Theory Y. ...read more.

Conclusion

Individuals have different perceptions, learning experiences and attitudes. The differences between people's personality and gender can be a source of new ideas or the cause of many problems. The potential of individuals has to be recognized and guided to achieve the organisations goals. Mullins states "that selecting staff who will conform to organisational goals yet offer valuable individuality is a key to an organisation's health and effectiveness" (Mullins, 1996: 100) Individuals can be differentiated in the following areas, types/traits, gender, abilities, physique, development aspects, motivation, attitudes, perception and social and cultural aspects. Each individual has all of these characteristics; the uniqueness comes from the ways in which these areas combine. There is much to gain from both nomothetic (primarily involved with the collection of group data) and idiographic (understanding the uniqueness of individuals and the development of the self concept) approaches. In the work place a holistic approach should always be taken. G is enthusiastic, positive, and bright and is keen to get on. Her personality seems to be very positive and out going. However she can be moody and this could affect the group dynamics. Taking a holistic approach her line manager will need to talk to her and see if together they are able to change her attitude by teaching her how to manage her time better which in turn will help her pace herself so she doesn't run out of energy. When she has mastered this it may also reflect on her punctuality. In conclusion for G to succeed in her new role, she will require self discipline, dedication and the counsel of other employees. Evans (1980) writes it is worth putting the effort in as probably some 80,000 hours of your life will be spent at work. ...read more.

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