FBL5010 Individual Differences At Workplace Assignment Help

FBL5010 Individual Differences At Workplace Assignment Help

FBL5010 Individual Differences At Workplace Assignment Help

Stress Management

The objective of this journal is to establishing techniques of stress management by identifying signs, symptoms and effects of the stress (Folkman, 2013). Once the organization is established, it has clear objective that maximize profits and minimize cost so among all the responsibilities, the manager duty is to ensure the productivity and potential of employees. Because regular change in environment can be the reason of high level stress because the environment which contains stress needs high energy i.e. physical and mental to work that affects the productivity negatively. So it is essential for managers to handle this kind of stress and this process is known as stress management which refers to the different types of techniques and psychotherapies that has objective of controlling stress of person’s level. Stress generates various physical and metal symptoms which are dependent on the situation of an individual and it includes physical health issues as well as depression. There are basically two types of stress that could be occurred at workplace is acute and chronic, acute stress means dealing with recent past issues or pressure relating near future and chronic stress includes health effects on people such as memory loss, irregular eating etc. (Mollart, et al, 2013). The first step for stress management is the risk assessment which includes the identification of the stressors by recognizing like job stress, relation of the stress with the employee, declining performance of employee, frequently absence of employee etc. the symptoms of stress includes low energy level of employee, physical illness like headache, upset stomach, insomnia, nervousness, cold hands and excess sweating. As managers identify the sources and stressors the next step is to prepare coping strategies which are essential for developing the healthy environment, the coping strategies include developing healthy response which means making some healthy choices such physical activity. Regular exercise is the best option for relief. Managers can encourage employee for having healthy diet, doing thing that the employee love to do, creating stress free environment, encouraging employs to participate in decision-making, appreciation to employee, grant leaves and independence to employee and can give a break from work so employee can feel free.

(Tragea, et. al. 2014) Stress management is very useful and important for any kind of organization because it provides a smooth and healthy environment for employee. Stress management programs increases the productivity and efficiency of the employee as the energy is increases if stress is relatively managed. The other benefits of stress management are better immune function, poor level of illness, sufficient energy towards work, better sleep, focus on the work and positivity and these all benefits lead to the higher productivity in the organization. When the environment would be better for the employee the interest level of employs would be automatically increased and the best outcome will come that will work towards achieving the goals of organization set up for the employee (Hülsheger, et. al. 2013).  

It is essential to develop coping strategies against stress and in future these practices could be applied at the workplace for the relief from stress either mine or other employee. It is not necessary that it can only be applied at the workplace but also it can be used at home or other places because stress is common phenomena and can occur anywhere. 

FBL5010 Individual Differences At Workplace Assignment HelpMaslow's Hierarchy Of Needs

The objective of this reflective journal is to understand the basic needs of human, relatively psychology, and innate curiosity (Block, 2011). This is a motivation theory developed by Abraham Maslow in 1943 which consists of a hierarchy with five different stages that are the parts of hierarchy from bottom which represents the various needs of human and their sequence. The first four parts or first four needs are known as deficiency needs i.e. D-needs which motivates people when they are not met  and the top level needs is referred as being needs i.e. B-needs. The higher level needs can be achieved only after satisfying the lower needs   human have tendency to move to next set of needs that is not yet satisfied. The bottom part of hierarchy is known as biological and psychological needs which include air, sex, sleep, shelter, warmth etc. these are the basic needs of human and it is essential for human to satisfy them. As the basic needs are satisfied human moves to the next part of hierarchy i.e. safety needs that includes environmental protection, security, law, independence from fear. The third part of Maslow’s hierarchy is love and belongingness needs that comes after satisfying safety needs of human and it includes friendship, social support, intimacy, trust, affection, love etc. as these needs are satisfied human tends to shift towards esteem needs which include achievement, mastery, self-respect, self-esteem, respect, and indecency in work. The last and top level part of hierarchy is self-actualization needs that include recognizing potential, seeking growth, and self-fulfillment. Each individual has capacity to reach to the topmost level of the hierarchy but unfortunately this process of reaching top level is affected by some failure in achieving the basic needs so not everyone can reach to the higher level i.e. self actualization. According to Maslow only one in the hundred people become successful in getting higher level of needs and become fully self-actualized because the society evaluates on the basis of self-esteem, and social needs (Cherry, 2015). 

FBL5010 Individual Differences At Workplace Assignment Help

Figure – Maslow’s hierarchy of needs

 (Lester, 2013) It is essential and useful because it includes the basic needs of human that is very important for survival, like air, food, and sleep. For managing the team this theory plays a vital role because it leads to the self-actualization and highly self-actualizing people are accurate in perceiving reality. The other characteristics of self-actualizing people are; they are simple and natural, respond spontaneous on the situation, focused on thought and emotions while responding, concerned with others issue and try to resolve them, independent and autonomous. Managers can use it while leading the team because it represents the basic needs of them and it will to find out the needs of the employs.                       

 (Thielke, et. al. 2012) the behavior that is required to reach the self-actualization is experiencing life like a child, won’t afraid of new thing instead try new things, listening to your own, working hard and taking responsibility of the work done by you, working smartly, and avoiding pretense.        

It could be applied in future for the better management and leading the team which leads to the co-operative and productive environment. This theory of motivation is very useful for the managers and organization.

Bureaucracy – Webber’s Thoery

(Andreski, 2013) The aim of this journal is to provide effective knowledge about bureaucracy i.e. an administrative system which is further designed to acidize administrative tasks by dividing work systematically among workers. Webber has identified and listed some preconditions in emergency in bureaucracy such as growth size of population, complexity of administrative task, and other financial existence. The bureaucracy theory clearly defines the job role of each individual, hierarchy of poisons, standard procedure, and meticulous keeping of official records.  

 (Rubinstein and Maravic, 2010) This theory is related to the organization and management which is proposed by Max Webber to resolve and accomplish the large-scale administrative tasks with the help of three observed power by Webber: traditional, charismatic, and rational-legal. Webber has suggested some feature for this theory that includes administrative class which is completely responsible to maintain the coordinative activities of members. According to this class the whole time people are paid and they receive salary according to the position of them while the tenure of the people is decided by organization according to the rules and regulations of the organization. The second feature of his theory is hierarchy which is directly related to their positions in the firm; it is the process of ranking different types of positions in descending or decreasing order from top to bottom and it works as the line of communication within the workplace. Division of the work is the next and essential feature of this theory which consists of the division of the work according to the specialization so every section of process should have a well-defined area within the organization because every official should be known about the area of operation. The most basic and emphasized feature of the bureaucracy is official rules which govern the administrative process and these rules are more or less exhaustive and less or more stable. The relationship among individuals i.e. interpersonal is known is the notable feature of the bureaucracy governed by the authorities sand rules mentioned above. The management and officials positions are free from the interference of the individuals, emotions, and sentiments thus deacons are not taken on the person factor. The last feature of bureaucracy is official record because it is essential to maintain and update official record time to time for the future references.

(Fryand Raadschelders, 2013) It is very useful within the organization because it leads to consistency as the rules and procedures are divided and the employee are restricted and bound to follow the rules and regulations of the company. It also reduces the chances of the conflict and overlapping at workplace as everyone has their own jobs and responsibilities assigned by organization. It is lasso useful at the time of appraisal and promotions because procedure of appraisal and promotion are based on merit system and it provides sufficient resources for that. At the time of leaving of an employee generally company has to suffer but according to this theory company would not have to suffer as new employee will replace the position and individual.

In future these practices could be applied to for the enhancement of the management because this theory is applicable at the every field of organization for the clarification of the job duties and other procedure of the organization (du Gay, 2013).

Organizational Behavior

This reflective journal aims to provide sufficient information related to organization behavior of the any organization, key component of it, and how to maintain a healthy environment at workplace (McShane, and Von 2011). Generally organizational behavior i.e. OB is the scientific approach or study of the different way individuals interact with each other within group and it creates the more efficient business organization. Organization behavior theories are applied to maximize the output and productivity of the organization which is essential to accomplish the goals of the organization. These theories are used by either executives or human resource professionals who understand the business and effect of the culture on the productivity of the organization. The organizational behavior theory and its application can be broke down into parts of job satisfaction, personality, leadership, authority, power, politics, and management of rewards. Personality is the combination of some patterned behavior that plays an important role when an individual interacts with groups and generated work accordingly because knowing about the personality of someone can give you an idea that he/she is fit for the work or not. Job satisfaction can be established by the better rewarding system, compelling work, best supervision, and working condition that should be appropriate according to the entire employee. Leadership plays a vital role in organizational behavior and when one want to become leader, he/she should be focus, determined, broad, centralized, and decision oriented. The rest parts that are power, politics, and authority are interdependent to each other within the organization. Skill improvement of employee to make them more efficient, understating the behavior of consumer buying, employees’ nature, and motivation of employees, increasing efficiency and effectiveness, utilization of resources these all can be achieved through applying organization behavior theories. Organizational behavior offers various theories such as theories of intelligence, theories of personality, theories of motivation, theories of perception, and theories of attitude and behavior which is applicable for the every organization to maintain or improve the culture of the company because for the communication, hiring new employees, and business the culture of the orgaisation should be healthy (Jones, 2010).          

(Bolino, et. al. 2013) Organization behavior gives direction to the firm and organization that helps to understand and predict life within organization i.e. organization life also provide knowledge about the activity and nature in organization. It is very useful to build better relationship by accomplishing the objective of the personal, organization, and social because it covers the long array of human resource system which includes behavior, change management, leadership, and development and training. It establishes the goodwill of the organization because it provides coordination among employees which the real meaning of the management. It provides guidelines that help to utilize resources effectively, motivation is facilitated by this, and it brings higher efficiency within the organization. It also improves the relation between employees and organization by applying different techniques, methods, and theories (Hogg and Terry, 2014). 

In future the theories of organization behavior can be applied within the environment to establish the culture of the organization because productivity and affectivity is affected by culture of the environment. For establishing communication either internal or external the environment of companies should be appropriate.     

References

1.Folkman, S. (2013). Stress: appraisal and coping (pp. 1913-1915). Springer New York.

2.Mollart, L., Skinner, V. M., Newing, C., & Foureur, M. (2013). Factors that may influence midwives work-related stress and burnout. Women and Birth (online available athttp://s3.amazonaws.com/academia.edu.documents/42491561/Factors_that_may_influence_midwives_work20160209-6632-13j8sp1.pdf?AWSAccessKeyId=AKIAIWOWYYGZ2Y53UL3A&Expires=1491205164&Signature=yr5%2F4yS90n9g%2FfSHevQIS8O26co%3D&response-content-disposition=inline%3B%20filename%3DFactors_that_may_influence_midwives_work.pdflast accessed on 02/03/2017)

3.Tragea, C., Chrousos, G.P., Alexopoulos, E.C. and Darviri, C., (2014). A randomized controlled trial of the effects of a stress management programme during pregnancy. Complementary Therapies in Medicine, 22(2), pp.203-211.

4.Hülsheger, U. R., Alberts, H. J., Feinholdt, A., & Lang, J. W. (2013). Benefits of mindfulness at work: The role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), 310.         

5.Block, M. (2011). Maslow’s hierarchy of needs. In Encyclopedia of Child Behavior and Development (pp. 913-915). Springer US.

6.Lester, D. (2013). Measuring Maslow's hierarchy of needs. Psychological Reports (online available athttp://journals.sagepub.com/doi/abs/10.2466/02.20.PR0.113x16z1?journalCode=prxalast accessed on 03/03/2017 )

7.Thielke, S., Harniss, M., Thompson, H., Patel, S., Demiris, G., & Johnson, K. (2012). Maslow’s hierarchy of human needs and the adoption of health-related technologies for older adults. Ageing international, 37(4), 470-488.

8.Cherry, K. (2015). Hierarchy of needs. The Five Levels of Maslow's Hierarchy of Needs. About. com Guide.↑| Link.

9. Rubinstein, W.D. and Maravic, P.V., 2010. Max Weber, bureaucracy, and corruption (online available at

http://www.ssoar.info/ssoar/bitstream/handle/document/36876/ssoar-2010-rubinstein_et_al-Max_Weber_bureaucracy_and_corruption.pdf?sequence=1last accessed on 02/03/2017)

10.Andreski, S., 2013. Max Weber on capitalism, bureaucracy and religion (Vol. 4). Routledge.  

11.Fry, B.R. and Raadschelders, J.C., 2013. Mastering Public Administration: From Max Weber to Dwight Waldo. CQ Press (online available athttp://di54.s3.amazonaws.com/mastering%20public%20administration%20from%20max%20weber%20to%20dwight%20waldo%203rd%20edition.pdflast accessed on 03/03/2017)

12.du Gay, P., 2013. New Spirits of Public Management...‘Post-Bureaucracy’. New Spirits of Capitalism?: Crises, Justifications, and Dynamics, p.274.            

13.McShane, S. and Von Glinow, M., 2011. M: Organizational behavior. Irwin/McGraw-Hill (online available at http://40p6zu91z1c3x7lz71846qd1.wpengine.netdna-cdn.com/wp-content/uploads/2016/07/M-Organizational-Behavior-3rd-Edition-McShane-Solution-Manual.pdf last accessed on 02/03/2017)

14.Jones, G.R., 2010. Organizational theory, design, and change (online available athttp://sutlib2.sut.ac.th/sut_contents/H113085.pdflast accessed on 03/03/2017)   

15.Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.     

16.Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), pp.542-559.