Monday, August 27, 2018

Employee and Organizational Alignment


 Organizations have personalities too

Employees are a significant part of any organization. As a result, they make part of most organizational aspects and affect the achievement of its goals as well. In other words, the term “organizational personality” is used to define what the members are as an organization. For a firm’s personality to be functional, it should be able to satisfy all the three aspects. Employees tend to determine the progress of most organizational activities, an aspect that gives them sufficient power to determine the performance of both organizational processes and the successful implementation of developed strategies. Similarly, employee attitudes and perceptions can be a defining factor of the organization’s ability to achieve employee participation in change processes.

In order to achieve the desired functionality, a firm should make sure that an equilibrium between how its employees perceive themselves and what the organizations consider itself is essential. This cultural equilibrium can enable the organization to achieve its strategic goals and objectives. To ensure continuity between the culture and strategic goals and objectives, employee input is the key ingredient in achieving synergy at all levels of the strategic hierarchy. As a result, the alignment of employees and organizational personality becomes one of the most crucial elements of an organization. Similarly, employee competency can have a major impact on the functionality of a firm. As a result, the workforce tends to determine the firm’s performance in both everyday processes and in the implementation of key improvement strategies.

i.               Do organizations incorporate employee involvement, leadership style, and employee motivation to align employee and organizational persona;ity?
ii.             What are the key aspects of organizational personality that affect the ability to achieve employee happiness?
By conducting this study, it will be possible to personality the ways in which employee and organizational alignment can be achieved. In so doing, the study will provide useful information to enable firms to achieve the alignment of employee and organizational personality. Further, the study identifies the ways in which the alignment of employee and organizational personality can affect the ability of the organization to develop and implement strategies. In so doing, the research will be of much help to firms seeking implement improvement strategies. Considering its major areas of focus, the study will be a key tool for achieving the desired organizational performance and successful implementation of strategies through the use of employee and organizational alignment.
The goal of the research was to establish the alignment of employee and organizational personality and how it influences the ability of a firm to develop as well as implement strategies. This study sought to address the association between employee involvement, leadership style, and employee motivation to understand the measures taken by organizations to enhance the effectiveness of strategy development and implantation. In addition, examining the alignment of employee and organizational personality created an understanding of how it is applied in enhancing strategy development and implementation.
The purpose of this study was to define how employee and organizational personality can be aligned to enhance organizational processes such as strategy development and implementation. To achieve its purpose, the study incorporates various assumptions. The first assumption is that the members of an organization selected for the study will have the required understanding of the personality of the organization as well as their own based on how they associate with the firm. The study assumed that the selected participants understood what organizational personality involved. Second, the researchers assumed that all research participants selected from the organization were exposed to strategy development and implementation processes and possesses the required understanding of how they are achieved across the firm. In so doing, all participants were assumed to have the ability to respond accurately to research questions. The third assumption help by the study was that other factors that could determine the effective development and implementation of strategies at the organization were expendable. Following the assumption, it was possible that the study was ignoring major elements or the organization that it could focus to improve the strategy development and implementation process.
Besides assumptions, the study had limitations that need to be considered when making conclusions from the obtained results. First of all, the study incorporated a qualitative research design that did not provide for the collection or analysis of data to facilitate the causal factors existing in relationships. In so doing, the study does not provide for the drawing of causal inferences relating to the research topic. Additionally, the study incorporates the use of a case study research method, which can create rigorous protocol deficiency, timeline issues, ability to generalize research outcomes, and creates a disregard for quality assurance. Additionally, the study only involves the collection of data from one organization, an aspect that challenges the applicability of the study results to other types of firms since organizations are defined by distinct characteristics that create diverse personalities for each, it would be difficult to apply findings associated with one type of organization to different organizations.




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