Organizational Behavior Final Paper
Businesses implement techniques for their workers to deliver results on a daily basis, so they can reach or exceed profit and market share in their particular industry. They have turned to effective sports coaches to teach and motivate their management and counsel them on how to put together great groups and influence and create a winning environment. Katz, & Koenig (2001) states, "Managers often look to sports for inspirational examples and useful models of teamwork." Over the last decades, coaches like Pat Summit, Phil Jackson, Pat Riley, and Joe Torre have spoken to audiences ,outside their respective teams, regarding teamwork and attitudes fostering a winning culture. According to Katz & Koenig (2001), "the lessons managers can learn from sports team fall into two categories: how to motivate a team, and how to structure a team and it works." Assessing practices of coach's who’ve won championships and leader's of successful organizations creates winning conditions for their separate teams. The integrative model of organizational cultural is leader driven (Martin, 2002). Fostering a winning environment is a testing errand and not every leader can accomplish top tier level. Pat Summit, University of Tennessee Women’s basketball coach said, "what I think we have to do as coaches is, we have to be ready to say,’This is not going to be easy. You want to win, and you want to win a national championship, then you have to understand, you gotta roll up your sleeves, and you gotta work. And no one else can do that for you. You must do it for yourself." And kids coming in today, it is, it's about instant gratification. Well, it's not happening. You make it happen." I will analyze three ways leaders focus on building a winning environment and those ways include developing a vision, people development, and a strong reward program.
Developing a Vision
Managers worldwide indicate that the effects of a vision-driven organization include clarity of targets, the growth of customer satisfaction and creativity, and a greater focus on performance. (Asia Pulse, p.10). A vision statement is an aspirational description of what an organization would like to achieve or accomplish in the mid-term or long term future (dictionary.com). A corporate vision statement that's to the point and clear gives workers heading to give a product or service they can relate to. When employees can state the mission and convey it, they are engrossed and effective. It captures the unequivocal reasoning behind an organizations purpose as a business. When examining Disney's culture, Judy Schueler says "the most important day of training is day one–attending Traditions I, the initial orientation program for all levels of employee." Ex-coach of Chicago Bulls, Phil Jackson, states, "his vision for the Bulls and he has stated unequivocally that it is critical for every team to possess a discrete vision if it is to succeed (Sports Illustrated, 1999). At the point when coaches take an organization that has lost they have to impart or set up a feeling of winning through developing a vision. The vision can vary from workplace pictures to the associations personnel. They assess the kind of representatives (or enlisted people) that will fit into their vision. As far as CEO, one assesses the associations vision and constructs a group of leaders who will contribute building the brand for a triumphant culture. Judy Schueler says, "we need new vision to combat the turnover and prepare our workforce for the future." At the point when employees adjust to the vision and association’s reason or point of existence, the company will encounter increased productivity and overall employee satisfaction. When one takes a look at Google's culture; they promote innovation and open communication among their teams. "Groups have always been an integral aspect of life at Google, but as the company approaches 30,000 employees, they have become an ever more crucial mooring for new and veteran employees at a company trying to accommodate Googlers at a rate greater than 100/week. Most companies operating in the Silicon Valley have groups for employee cultural groups or minorities, but Google takes it a step further, actively emboldening, and sometimes even supplying financial aid to, employees to arrange special-interest groups based on such diverse topics as economic theory and photography" (Los Angeles Times 2011). Google's winning culture has provided great success as the number one search engine in the world. An organizations vision will drive the type of employees hired, communication style and ultimately their success.
People Development
As stated by Judy Schueler, "many organizations employees are inadvertently setup as service failures, with no support systems." Roy Saunderson (p.46) says, "most succession planning strategies focus on identifying leadership requirements, identifying a pool of high-potential candidates, assessing and then developing leadership competencies, and eventually picking and creating leaders from the pool." The growth of your skills is dire to the business’ growth in the present and future. Workers are the most important assets to businesses. Carol Davis (p.51) states, "investing in people's training and development delivers business advantages on many levels." With the present state of the economy, individual development is being shortened or gotten rid of to save the business money. Organizational leaders have to be careful with how much they curtail individual development budgets, due to the unfavorable message it purports to the workers. Rosie Steeves says, "at a time employees are dusting off their resumes, cutting people programs sends a dangerous message. Cutting people-oriented programs are a sure way to send those talented employees running to the competition." Google is adjusting their individual development directive in India. The bouquet comprises 'End Advisor Programme' for its Googlers, where a individual coach is assigned to advise on career, personal development, the performance review process, conflict management, strategic planning for teams, dealing with stress and work life balance (Devina Sengupta, 2011). Baseball organizations have developmental leagues for their rookie players to continue developing their skills. As stated by videojug.com,'the purpose of minor league baseball is to build up blossoming players who are going to progress through the hierarchy of professional baseball and expectedly into the major league." Corporations call up talented individuals out of college and develop succession designs through an employee development program. This builds excitement for new employees and gives them an atmosphere to be creative and contribute to the team. New graduates are looking for companies in which they can prosper and see a positive future outlook. To help employees in their professional growth, corporations have developed Video On-Demand (VOD) and online programs. Online self-assessments, self-paced learning and other internal tools help by allowing the employees gauge themselves. These programs keep employee resources readily available at all times. Programs range from (BLS) Beginning Leadership Development, (ADLP) Advance Leadership Development, conflict resolution, and change management. These are few classes offered by corporation's people development departments to their employees. Carol Davies (p. 51) suggests "investing in their people's training and development delivers business advantages on many levels. In the NFL, the player development pro
gram focuses on players and their families lives while their on in the NFL. According to NFL.com, "player development is divided into five areas: continuing education, financial education, career development, player assistance services and career transition." Unlike most businesses, though, and particularly in the current climate, people development is a central part of the company's strategy and continues to receive significant investment and commitment from the board." Corporations receive a return on their investment through loyalty and employee retention. Employees are the greatest advertiser for a Corporation and can assist in providing additional talent to the team. The appreciation shown in return to an organization who invested in their employees is undeniable. In sports, coaches recruit new players to the come in and contribute to team, but there are player development plans created for each player. Ex Los Angeles Dodger manager, Joe Toree, contributes his departure to the owner's lack of commitment to finance the player development program. For an organization to survive, one must be committed to the talent they currently possess on their team. Top corporations have viable employee development programs where they promote from within. An effective development identifies your future leaders and it nurtures and mentors them through the process. When one has a vested interest in the organization, they will commit to seeing it through. With the current layoffs across the country, employees are seeking companies who will provide an opportunity to grow through robust people development programs where they can grow and retire with the organization.
Robust Reward Program
"Whether it's discounts on goods, special gifts, skill training or just a pat on the
back, companies are finding new ways to keep employees happy even when money is tight" (Chris Hubbuch, 2011). Corporations continue to look for ways to engage employees in their recognition program. Judy Schueler (2000) says, recognizing employees include descriptions of recognition and reward programs to encourage excellence and salute superior performances, particularly as it relates to patient satisfaction surveys." When a corporation is building a winning environment, it has to have the end in mind. While they are striving for a team award, individuals recognized for their individual performance and corporation develops recognition programs to reward those individuals. Praise and recognition is the cheapest form of recognition, but it doesn't happen very often. Jennifer Juergens states, "today's employees desperately want to be acknowledged." Reward programs give employees incentive to be competitive and strive to achieve the corporation's goal. Jennifer Patterson (February 2011) states "many organizations offer individual incentives, rewards and online recognition schemes to build motivation and engagement, but this form of acknowledgment has more impact if a line manager creates a personal link with their staff, has the right communication skills, and uses recognition as an impromptu reward tool rather than on a more formalized basis." When employees achieve their metrics or goals, the corporation reward programs has to be timely. A rapid response system offers daily feedback and periodic benchmarking to identify areas of concern and to monitor satisfaction. Organizations host daily pre shift meetings to review past day accomplishments and opportunities and focus on today's goals. During the pre-meeting, management recognizes employees who demonstrate safe work practices and customer recognition. Employees appreciate recognition in front of their peers. "Employees go out of their way to provide a good service which doesn't go unnoticed by managers, who regularly express their appreciation when they do a good job. In addition to the firm's "best of the best" and "practice of the year" awards, a new instant recognition programme has been introduced where managers can reward staff with Pounds 5 to Pounds 20 vouchers for Boots Advantage card points" (Sunday Times p.64). Before employees recognition, managers should have a personal insight into their employee's lives which includes hobbies. Corporations globally are finding ways to recognize their employees for a job well done. Karin Rives (May 2003) states "peer recognition programs seem to be catching on as employers continue to look for low-cost employee incentive programs." Also, In Football, head coaches reward players with the game ball following the teams' victory. The NFL recognizes the MVP of the Super Bowl following the winning teams' championship trophy. Also, corporations recognize their employees throughout the year or at the end of year regarding their individual performances.
The outcomes displayed above describe how businesses and athletic organizations develop practices in building a winning environment. This sort of set of conditions is not made over night and a strategic plan must be implemented in order for results to be achieved. Leaders of businesses must be compliant in order to manifest their vision for the business. Putting the right people in the position to adopt the vision and bring about the wanted results takes coordination and planning among the group. Next, organizational leadership needs to concentrate on individual development and getting tools implemented to grow and identify leaders within the organization. This will guarantee successions preparation of the organization to maintain vibrance and provide workers with a sense of honor. Lastly, the recognition and reward program is vital to employee morale and retention. In creating a winning environment, proven leaders are resilience in staying the course in which they have set forth for their respective teams or organizations. Pat Summit is the all-time winningest coach in NCAA basketball history said it best "Sometimes people hesitate to go for what they want for fear of failure. I've never been afraid of failing. I've always focused on the end result." (Willis Wired 2007)
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http://www.nfl.com/playerdevelopment/overview