My Current Organization Research Paper (Research Paper Sample)
THIS IS THE CONCLUSION TO WEEK THREE PAPER. PLEASE ADD THE ADDITIONAL 5 PAGES
Write an eight to ten page paper in APA format (including title page and reference page) following the outline you submitted (submission of the outline was optional). The paper must reflect the paper requirements (identifying organizational behavior (OB) challenges, identifying organizational behavior concepts and theories of relevance, and providing recommendations and solutions for the organizational behavior challenges - all need to be supported with the textbook and scholarly journal articles) of an actual organization of your choice (including your own employer) and a problem that your selected organization is experiencing. Diagnose the problem using OB theories, concepts, or models from the textbook and other sources including scholarly sources, and recommend a solution(s) (that applies to that model).
Perhaps you work in a perfect organization. :-) As an alternative, you may discuss what makes your organization so perfect, or a change process that has taken place to make it so perfect. You need to define and discuss organizational behavior theories that have been discussed in this course and in the textbook. Other popular theories of organizational behavior that have been discussed in scholarly research, but are not in the textbook, may also be discussed and supported. Also, if you have found any theories that have been refuted in your organization, please discuss those as well with additional support.
Use Times New Roman 12-point font with standard margins. There must be a minimum of eight FULL pages of text. Create a title page that includes page header, the title of your paper, your name, institution, centered on the page in separate lines according to APA format. The paper will be graded for timeliness (8 points), APA format (including citations and references) (16 points), writing quality, content (including introduction, background, conclusion) and grammar (20 points), sufficient explanation of applicable theories and concepts, recommendations/conclusions) (20 points), proper application of theories and concepts to the problem (20 points), and the quality of sources (10 sources with 6 sources being from peer-reviewed/scholarly journals and the textbook) that were used for support for the material in the paper (16 points).
American Public University
June 19, 2015
Within my current organization, where my duties were as an Assistant Practice Manager for more than one year, there have been many challenges. One of the biggest issues found out as a result of the feedback from employees, is job dissatisfaction. These result from lack of pay raises, benefits, and job advancement.
Job satisfaction is a rudimentary ingredient for organizational productivity. The term job satisfaction could be explained as the extent to which an employee likes or dislikes his/her job. Apparently, job satisfaction defines how employees feel about their organizational duties, which in turn determines their productivity. It is the reason why scholars developed theories such as the hierarchy of needs, the motivator hygiene theory, the job characteristics model, and the dispositional approach (Hadi and Adil, 2010). Critical to the discussion is the fact that all the four theories explain job satisfaction from different perspectives. However, empirical research tends to support the job characteristics model implying the theory is widely recommended by scholars and practitioners in human resources. Consequently, this paper proposes the use of the job satisfaction model to correct employee satisfaction problems within my organization.
The job characteristic model was developed based on the assumption that jobs can make employees feel they are involved in meaningful and valuable tasks as well as make them enjoy their jobs (Lunenburg, 2011). As a result, the model relies on five elements that define the level of job satisfaction. These elements include skill variety, task identity, autonomy, task significance, and job feedback. It is notable that skill variety element requires that employees maximize all their skills at work while the task identity requires employees to feel the impact of their work on the product produced by the organization (Mukul, et al., 2013). Comparable, the identity element requires that employees feel how their jobs influence people directly while the self-rule element defines the capacity of an employee's ability to work under minimal supervision. Ultimately, feedback evaluates how well employees perform their duties and ascertains that employees learn about their performance. According to Greenberg (2013) the dispositional model of job satisfaction "is a relatively stable characteristic that stays with people through various situations;.
A strong organizational culture can go along way in helping the solve this problem o job satisfaction. Organizations pride their existence and reputation upon a strong organizational culture, the general goodwill and image of any organization can easily be noted from the manner in which the organization itself is organized and operates. Organizational culture is the manner in which all the stakeholders, such as staff and employees, relate to each other in the workplace, and also the way they feel about their jobs and the organization in general. Organizational culture, just like any other culture, is supposed to be nurtured and guarded jealously in order to protect the company's heritage as well as the general progress of the organization. However, challenges to organizational culture are a norm, and almost inevitable for any company, including my current workplace.
The first challenge to organizational culture is diversity .This takes place in form of both cultural as well as ethnic diversity. Considering that the organization employs individuals from diverse backgrounds and walks of life, it is expected that there is going to be a clash of cultures within the workplace. The differences in the beliefs and practices of different employees is bound to be on a collision course among them at the workplace, and this can sometimes be very problematic for the general cultu...
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