Identify andexplain the factors which influence employee behaviour at work in selectedorganizationEmployeebehaviour is defined as an employee’s reaction to a certain situation in theorganization. Employees need to behave sensibly at organization not only togain appreciation and respect from others but also to maintain a healthy workculture. An employee needs to adhere to the rules and regulations of workplace.Workplace isn’t the place where you can shout on fellow workers, spreadrumours, and criticize your manager. You should not be rude with your groupmembers. Be humble.
Do not forget that you are not the only one working; thereare other people around as well.Management of Sri lanka Telecom Mobitel.Managers play animportant role in influencing the behaviour of individuals at the organization.It is the responsibility of leaders to set a direction for team members. Inmajority of the cases, it has been observed that employees do not feel likegoing to work when they have strict managers. You need to stand by youremployees always.
Guide them and help them in their day to day operations andhelp them acquire new skills and upgrade their knowledge. Make them feelimportant. As a leader, you need to be a strong source of inspiration for yoursubordinates. If you do not reach office on time, how can you expect your teammembers to adhere to the rules and regulations of organization? Employeesshould be asked to do what best they can perform. Do not overburden employees.
Encourage them to upgrade their skills from time to time. We introducedregional managers to extend our reach to all employees; especially those inmore dispersed areas. We conduct a Provincial Employee meetings that aggregatesall employees and relevant management executives from a particular region todiscuss and resolve any issues that may be present. Through these awarenessprogrammes, we witness that our outstation employees have very few HR-relatedproblems, and much of their concerns lie on technical and material grounds(such as service-quality matters, contractors etc.). (SLT,2016) Benefits Employees need tofeel comfortable at work for them to stay positive and happy. Rules and regulationsshould be same for every employee. Making simple reporting systems.
Transparency at every levels is essential. Weoffer a range of benefits to our employees. These include initiatives to raiseawareness on work-life balance, events such as financial health camps, booksales, and e-sales, and a flood-relief fund to provide assistance in case ofhardship.Some of the additional services that SLT extends toits employees are detailed below:MedicalinsuranceFront-linestaff uniformsConcessionaryrates on phones and mobile packagesDongleand data connectionConcessionson the purchase of desktop and laptop computersGiftvouchers for new-born babiesBirthdayvouchers and cardsDeathrelief fundFuneralwreathJobResponsibilities(SLT, 2016) RelevantCommunication to employeesManagers need tocommunicate effectively with employees. The moment, employees feel left out,they lose interest in working background.
They need to have a word inorganization’s major decisions. Let them express their views and express theirproblems. Grievances need to be addressed immediately.
Wepossess comprehensive mechanisms for the handling and resolving of any and allemployee grievances. Any issues can be reported to supervisors or linemanagers, which will consequently be brought to the notice of the HRdepartment. If a supervisor or manager is related to the matter, the employeecan directly contact the HR department.The HR department will then takeappropriate measures to correct the issue under concern, to the benefit of allinvested parties.(SLT, 2016) Personal Life of employees Personal lifefights with your family members in the morning, you feel stressed the wholeday. It has been observed that individual employees with a troubled backgroundor problematic family tend to behave irrationally at work. Employees who havestrained relationships with family members like to sit till late at work andspoil the work culture.
Individuals from very poor families have a instinct ofstealing office stationery and taking them home. Conflicts in personal lifelead to stress and irrational behaviour. Also, employees should try not tobring their personal problems to work. Try to keep your personal andprofessional life separate. Relationship of the employee towards SLT MobitelIt is necessaryto have friends at the workplace. You need people around to talk to, discussand share experiences.
It is really not possible to work in isolation. Notallowing employees to interact with fellow workers leads to frustration andstress at workplace. Avoid arguing with team members.Throughoutthe year, we organised a range of social and sporting activities, as well asvoluntary initiatives. Some of these included the Telecom Games ProvincialMeets, the Telecom Games Inter-Provincial Meet and Regional AwarenessProgrammes designed to improve the relationships amongst regional staff.SLTpossesses holiday bungalows in numerous locations throughout Sri Lanka. We aimto operate additional units at new locations, as well as improve the conditionsof existing ones.
We further grant funds for any annual divisional trips thatmay take place.(SLT, 2016)Disscus theleadership style that branch/centre manager exibit in the selected organizationand explain how it motivates the employee to archieve organizational objectivesLeadership style used in SLT Mobitel Negombo branchAt Mobitel, theprevious CEO Mr. Suren Amarasekara initiated the transformational leadership atMobitel. He totally changed the established culture at Mobitel to give sharedauthority and responsibility to the employees. This encouraged the followersalso to contribute to decision making and become leaders when necessary.
Thischange along with some prudent investment decisions, contributed Mobitel tobecome a profit making company from a loss making company within a very shortperiod of time. The CEO Mr. Lalith de Silva to present CEO MR.Nalin Pereracontinued the same concept even further by segmenting non routine tasks toprojects and appointing project managers giving total authority andresponsibility to them. With this initiative, a manager in one project is afollower in a different project.The study on the leadership style of Negombo branch,Sri Lanka Telecom Mobitel that was cleared that it used the Transformationalleadership style. The term’transformational leadership’ was first coined by J.V.
Downton in RebelLeadership: Commitment and Charisma in a Revolutionary Process(1973).TransformationalLeadership, proposed by Burns and extended by Bass and associates, has beenconceived as a more complete model of leadership than that advocated by thetrait, style, contingency, or exchange theorists.Atransformational leader is a charismatic manager who believes he has a visionfor the future of the organization that will bring success to the entire staff.He motivates by getting employees enthusiastically on board with his ideas forthe future and then continually uses the vision of a brighter future as theincentive for employees to be more effective. The transformational leadercreates a comprehensive plan for success that he delivers to employees andexplains how each employee will have a role in the organization’s success.Transformationalleadership style as observed by employees at mobitel are found to be positivelyco-related and highly significant with the Employees Commitment towards SLTMobitel. A successfulleader in an organization often expresses the following attributes;Ø Anattitude of positivity, reliability and pro-activenessØ clearvision of business goalsØ afirm commitment towards meeting defined goals Ø anability to effectively communicate their visionØ commitmentto their team and to their organisationØ skilfulnessin planning and developing strategiesØ afocus on motivation and setting clear directionsØ theadaptability to engage with the views and needs of team membersØ anability to inspire employees to meet goalsØ commitmentto the happiness and wellbeing of their teamØ honestyand openness with their teamThere is also astructural linkage of Transformational Leadership to Maslow’s hierarchy ofNeeds. Transformational Leadership would fit into the higher levels, as itrequires a high level of authenticity, self-esteem and self actualization tosuccessfully be a Transformational Leader.
Ideals are higher in Maslow’sHierarchy, which does implement that lower concerns such as health must bereasonably safe before people will pay serious attention to the higher ones.How leadership style motivates employees to archieveobjectivesVarious blogs andwebsites defines motivation in their unique words whilst explaining theleadership theory. Motivation may can be defined as: desire to do the work,aim, motives and needs etc. The exact word motivation is extracted from Latinword group ‘To Move’. Motivation is a process of driving the force that ispresent in human to obtain the desired goals or endeavour that is set in one’smind. Accordingly there is three basic elements; Needs, Drives and Incentives.Anyhow, when there is imbalance that human nature the need of anything iscreated.
To accomplish the needs and wants there is a force that encouragesachieving the required satisfaction, so this force is motivation. It has been studied and stated by variouspeople that transformational leadership has positive and significant impact onemployee motivation. Transformational leader act as role model for thefollowers by accepting challenges have to face in future by motivating theirworkers to accomplish optimum results. They make aware their followers aboutthe vision of organization.
They encourage the subordinates for work and stimulatesthem for being paid more. Followers when encouraged for express some new ideasthey freely elaborate their interior feeling and distinctive ideas as theybelieve that their ideas will be supported.Effect oftranformational leadership on motivation is based on self-concept theory.
Actually transformational leadership is very important in field of leadershipand research has shown that there is positive correlation betweentransformational leadership and dependent variable components like performanceof the employees, their satisfaction, commitment, and motivation.The employeemotivation is one of the important elements that are necessary for the successof a company. It is necessary for a company to keep its employees motivatedtowards work because motivation is considered vital for the success of an organizationfuture. Leadership have positive impact on Employee Motivation which provesthat Transformational Leadership has significant, positive and big effect onemployee motivation. Study also reveal that there is positive and strongrelationship of all dimension of transformational leadership such as IdealizeInfluence (II), Individual Consideration (IC), Intellectual Stimulation (IS)and Inspirational Motivation (IM) with employee motivation. At the endconcluded that it is all in the hand of organization to keep the employeesmotivated to work because they can develop such policies that lead tomotivation of employees.
Conflicts arenatural when people work together, identify a conflict situation and explainhow the manager resolved itConflictsIn mostconflicts, neither party is right or wrong; instead, different perceptionalideas collide to create disagreement between the parties. Conflict is naturaland it’s up to the manager to respond to conflict situations quickly andprofessionally using his management skills. Conflict can be very positive; ifyou deal with it openly, you can strengthen your work unit by correctingproblems. Conflicting views give you a chance to learn more about yourself,explore views of others, and develop productive relationships. Clear and opencommunication is the cornerstone of successful conflict resolution.Management points to resolve conflicts effectivelyTo manageconflict effectively and efficiently you must be a skilled communicator inmanagement field.
That includes creating an open communication environment inyour workplace by encouraging employees to talk about work issues. Listening toemployee concerns will foster an open environment. Make sure you reallyunderstand what employees are saying by asking questions and focusing on theirperception of the problem with a clear mind. Whether you have twoemployees who are fighting for the desk next to the window or one employee whowants the heat on and another who doesn’t, your immediate response to conflictsituations is essential. Here are some tips you can use when faced withemployees who can’t resolve their own conflicts.
Acknowledge that a difficult situation exists. Honesty and clear communication play an important role in the resolution process. Acquaint yourself with what’s happening and be open about the problem. Let individuals express their feelings.
Some feelings of anger and/or hurt usually accompany conflict situations. Before any kind of problem-solving can take place, these emotions should be expressed and acknowledged. Define the problem.
What is the stated problem? What is the negative impact on the work or relationships? Are differing personality styles part of the problem? Meet with employees separately at first and question them about the situation. Determine underlying need. The goal of conflict resolution is not to find out which person is right or wrong; the goal is to reach a solution that every employee can live with. Looking first for needs, rather than solutions, is a powerful tool for generating win methods. To discover needs, you must try to find out why people want the solutions they initially proposed. Once you understand the advantages their solutions have for them, you have discovered their needs.
Find common areas of agreement, no matter how small: Agree on the problem Agree on the procedure to follow Agree on worst fears Agree on some small change to give an experience of success Find solutions to satisfy needs: Problem-solve by generating multiple alternatives Determine which actions will be taken Make sure involved parties buy into actions. (Total silence may be a sign of passive resistance.) Be sure you get real agreement from everyone. Determine follow-up you will take to monitor actions. You may want to schedule a follow-up meeting in about two weeks to determine how the parties are doing. Determine what you’ll do if the conflict goes unresolved. If the conflict is causing a disruption in the working unit and it remains unresolved between a time period, you may need to explore other options. An outside facilitator may be able to offer other insights on solving the problem.
In some cases the conflict becomes a performance issue, and may become a topic for coaching sessions, performance appraisals, or disciplinary actionConflict occurred in Sri Lanka Telecom Mobitel Dusarahas been the sales manager for over a year. His sales reports show an increasein sales and he seems to know how to motivate his reps pretty well.Buta few of the reps repeatedly complain about Dusara’s management style. He tendsto get very involved with their techniques, calls them out when he thinks theyare making a mistake, and doesn’t take criticism himself very well.Oneof the top producing reps complains more than the others, and he is threateningto quit.
Conflict resolutionprocess of the branch managerFirst,he let the two employees resolve their conflicts without interference fromHuman Resources. But, it becames clear that unsupervised resolution isn’tlikely, mediation was his next best step.Inmediation the needs of both employees should be acknowledged. Emotions make fordifficult terrain in a workplace, so he empathized with all parties, making itclear that he will not take sides.Onceeach person feels heard, there is a possibility he will be able to think moreclearly about a solution. They were angry they tend to be fatalistic andbelieve there is no possible way to resolve a conflict.
He got both employeesto calm down and sees things with less emotion and next logic was his bestfirst step to agreeing on a solution to both to be settled down.Identify and explain the types of groups available inthe selected company and explain the group behaviorGroupA group can be definedas two or more interacting and interdependent individuals who come together toachieve particular objectives. A group can be stated as a direction of action agroup takes as a united family. Types of GroupsThereare two types of groups an individual forms. They are formal groups andinformal groups.Formal GroupsThese are the type of work groups createdby the organization and have designated work assignments and rooted tasks. Thebehavior of such groups is directed toward achieving organizational goals.
These can be further classified into twosub-groups ?· Command group ?It is a group consisting of individuals who report directly to the manager.· Interest group ?It is a group formed by individuals working together to achieve a specificobjective. Example ? Agroup of workers working on a project and reporting to the same manager isconsidered as a command group.Informal GroupsThese groups are formed with friendshipsand common interests. These can be further classified into two sub-groups ?· Task group ?Those working together to finish a job or task is known as task group.· Friendship group ?Those brought together because of their shared interests or commoncharacteristics is known as friendship group.Mobitel hasseveral times of groups in their respective branches according to the facts I studied.
At mobitel its employees are grouped according to their respective branch ontheir sports carnival day, they represent their branch as a group in the sportscarnival.They are groupaccording to their project wise also as alfa,beta,etc.. on engineeringdepartment to make that task efficient by using the group skills.Employees arebounded to a union group also in order to accomplish their needs and wants in ameaningful manner.
Their are several union groups employeesjoin to the relavant group according to their wish.