“Understanding Issues in Organizational Behavior”

Organizational Behavior

To alleviate stress-related difficulties within the work place organizations implement several measures , such as non-monetary incentives . More often than not , non-monetary incentives are more efficient than granting financial benefits or rewards . Stress that employees gain from work might several workplace issues such as layoffs and threats of organizational breakdown , heavy workload , erratic changes in work shifts , fast paced work setting , implementation of obligatory over time , etc (UE , 2008 ) Moreover , stressed employees do not yield productive work outputs and absenteeism (Maxon , 2008 . Therefore organizations should be able to resolve

the causes of stress in the workplace and between monetary or non-monetary incentives organizations should be aware that non-monetary incentives are more helpful in combating work-related stress

Non-monetary incentives take on different forms such as personal recognition for a job well done , implementing flexible hours for working , career-oriented training programs and learning opportunities and even concrete non-monetary rewards such as plaques , certificates or trophies . These kinds of incentives are more efficient because they are more significant than giving cash benefits for a job well done Moreover , non-monetary incentives are unique , therefore , making the effort and the work output noteworthy . It also influences the self-esteem and self-image of employees . It motivates employees to work harder and enhance their performance in to achieve non-monetary incentives that are not easily bought with money (Jeffrey , 2008

Motivating employees is instrumental in the quality of organizational performance . Aside from one 's drive to perform better , external motivation from the organization is also useful in improving the work outputs of the organization as a whole . Motivation comes in different forms such as job reconstruction , addressing employee needs accordingly and setting work-related and attainable goals , acknowledging quality and excellent work performances , etc . Highly motivated employees perform more qualitatively and productively because they are satisfied with the benefits and returns that their quality performances grant to them Therefore , organizations should be able to determine motivational factors that their employees need and desire in to implement strategic plans to motivate their employees into working efficiently for the organization (Lindner , 1998

With the advent of globalization , almost all organizations worldwide have adapted the emerging trend of having a culturally diverse workforce . Although there are some problematic issues about diversity in the workplace , such as discrimination , language and communication barriers , difficulties in establishing relationships with people from different cultural backgrounds , etc , the importance of a culturally diverse workforce is undeniable , especially with the growing and changing business environment

Nowadays , organizations adapting cultural diversity in the workplace are more successful and yield quality performance outputs . The advantages of diversity in the workforce include enhanced and well-planned decision-making , advanced creativity and innovativeness because of new ideas and fresh insights from people of different cultural standpoints and worldviews , establishing a wider client base by marketing into ethnic and minority groups , and equal dissemination of economic and work-related opportunities (Business Encyclopedia , 2008 ) Moreover embracing cultural diversity in an organization promotes a positive image and reputation because it puts an end to racial discrimination...