Human Relation Theories & Concepts
Team work is a fundamental part of Pawnee County Workshop, without this the workshop can’t fulfill its goal that is to provide the disable people with a better life. So each of the team member should recognized how important it is to work together, they need to learn to trust each other and respect one another. Until they develop this atmosphere to trust and respect they won’t be able to do much for their clients. In addition to this the team should have people from diverse background so that with new and unique solution to the problems can be applied.
And, the norms of the workshop should promote this aspect of cultural diversity. (Albrecht, 2000) Pawnee County Workshop is keeping...
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... each group of its client to six, this is very good because the larger a group becomes the more difficult it will be to pay individual attention to their clients and the longer it takes to make decisions. Since the clients at hand are the disable people they need maximum attention. They should handpick the people you want to place in a team checking that they have technical skills along with interpersonal skills. They should be able to mold themselves and adapt to varying situations.
(DuBrin, 2007) As the employees may need to work round the clock it is essential for Pawnee County Workshop to make their employees feel good about their jobs. The employees should be empowered to make decisions affecting their jobs, an autocratic environment will only make situations worst. The employees’ should be given challenging task and should be aware of how much their services contribute to the workshop. If this is done the employees job satisfactions will increase and in turn the disable people will be provided with the attention they deserve.
(Paauwe, 2004) Pawnee County Workshop has a well established organization structure, there is a very effective chain of command so that everyone is monitoring someone or the other, this check and balance is very important in any organization and is the backbone to its success. (DuBrin, 2007) The workshop should promote more open communication, as when the employees engage in open discussions they become truly concerned with the organizations troubles which improves the decision making process by the teams and strengthens team consensus.
Hence even if disagreements arise they can be tackled through communication, where the team members exchange their feelings which prevent misunderstandings to emerge. Conflict amongst the employees relating to working practices, roles, duties, etc are inevitable. So it is very important that Pawnee Country realizes this and prepares its self to tackle such situations is the most rational way through negotiations. Furthermore, the only thing constant in today’s competitive world is change, but we human beings always tend to resist it.
(Albrecht, 2000)So Pawnee Country should be ready to broaden its approach towards doing work like adopting new strategies to deal with the disable people. Training should be provided to the employees to deal with their clients through formal classroom sessions or with the help of Informal learning. An illustration of informal leaning would be going to a co workers cabin and query something from him. Informal ways of learning has an advantage that people grasp quickly what other friends and coworkers are telling them or doing rather than comprehending the same concepts through formal training sessions and classes.
(Paauwe, 2004) Pawnee Country Workshop should try to motivate their employees by reducing the tension and stress they experience on the job. (Paauwe, 2004) It should follow Hertzberg 2 factor theory by providing the employees with rewards like pay, good working condition, job security, etc. These factors will not motivate them but prevent the employees from being dissatisfied, in order to satisfy the employees they should be provided with motivators like recognition for their work and task which they feel are challenging and exciting.
By doing so, the employees at Pawnee will be very satisfied. The workshop can also follow the Bandura’s Self – Efficacy Theory in which it considers each individual as a capable person who can perform difficult task.
Albrecht , Maryann (2000). International HRM: Managing Diversity in the Workplace . DuBrin , Andrew (2007). Human Relations: Interpersonal Job-Oriented Skills. Paauwe , Jaap (2004). HRM and Performance: Achieving Long-Term Viability