AMX Organization Individual’s Behavior: Dave Green Case

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Table of Contents

Introduction
Background Information
Preferences and Abilities
Peers and Employees
Dave and Supervisor
Relationship with Customers
Conclusion
References

Introduction

Success of any organization is based on the level of productivity that employees exhibit. Individual behavior and traits constitute overall organization behavior. Notably, individual behavior is a product of relationships and interactions that an employee has with the environment. This essay will feature a scenario of Dave Green, who has been newly hired to work at AMX. Focus will be on how Dave should maintain his motivation with various parties he will meet, to ensure that he will work effectively and promote success of the organization. Theories that explain organization behavior will also be cited.

Background Information

Dave Green is an employee who has been recruited straight from the college. There was a mention that he was a very intelligent student and engaged in public speaking sessions. Despite the fact that Dave is confident that he will offer the best to AMX, he feels anxious due to his inexperience. Communication experiences that Dave will undergo in the organization will be influenced by abilities and preferences that he will bring to AMX. The manner, in which the organization will influence Dave, is a contributing factor to the overall identity establishment. The interactions that Dave will have with AMX will constitute relationships with the organization. In this regard, Dave should ensure that his preferences and skills are up-to-date, so as to promote satisfaction and success in AMX. Further, his interaction with working environment must promote motivation and productivity. Relationships that were formed based on Dave’s experience should also ensure productivity of AMX.

Preferences and Abilities

Dave had a good background of intelligence and hard work while he was at the university. He is also very motivated to work with AMX and hopes that he will be able to meet the requirements of the organization. In this regard, Dave is an emerging proactive person in AMX. The organization hired Dave, since it felt that he had the potential to deliver quality work and contribute significantly to production. Maslow presents hierarchy of needs that every individual manifests. According to the pyramid of needs, Dave seems to be at the level of social needs, since he demonstrates the preference to interaction and delivery of quality work. He has the history of performing the role of a leader in college and engaging in activities that are challenging.

Despite the fact that Dave feels anxious, he is likely to be confident after orientation with AMX. The organization expects Dave to engage in some challenging activities, so as to achieve success. Satisfaction of Dave’s needs to grow and achieve success will ultimately satisfy the goal of AMX which is to maximize its profits. Dave however needs to differentiate between the environment of school and that of work. He has to ensure that he is well versed with the information necessary in production (Watson, 2003).

Peers and Employees

The relationship that Dave will establish with colleagues will be essential in promoting his performance. Dave is new and inexperienced and should rely on other employees so as to be able to catch up. For instance, through the lunch session he had with John, he learnt how to approach the assignment he had been given by Sally. There is a mention that John was a senior writer, hence the best person to orient Dave into production. Cohesion among colleagues is associated with increased productivity. Shared goals and cohesion ensure combination of efforts. Dave should therefore interact with other employees to get to know how production is done in AMX. He will have a lot to learn and apply in completion of his assignments. It should be noted that combined efforts will yield higher productivity than when production is given an individual approach.

The relationship with peers or employees will also determine level of conflicts, as well as communication competency. Relationship with peers can be either formal or informal. Despite the category, relationship with peers will constitute Dave’s experience in AMX. Formal relationship is strictly professional and focuses on productivity. These relationships will ensure that Dave will be well versed with work-related information in the organization.

Informal relationship involves interactions that suggests so much of social rather than professional communication. With emerging technology, most employees in AMX communicate informally via the social media. Informal relationship is essential in shaping an individual’s attributes and preferences. Formal relationship depends on informal relationship between employees. For instance, Dave would have been less anxious during his lunch with John, if they shared previous informal relationships.

Relationship with employees or peers also determines the level of conflict in the organization. It should be noted that not all conflicts are harmful. As a matter of fact, those firms that adopt conflict management end up realizing high productivity. Conflicts provide variety and limit chances of choosing wrong strategies. They should however be managed so as not to get to a personal level (Carter, Clegg, Kornberger &Schweitzer, 2011).

Dave and Supervisor

The relationship between employees and supervisor is also essential in forming of the individual’s experiences. The manner, in which Dave will interact with his supervisor Sally, will affect the performance and construct his identity. The relationship between Sally and Dave is asymmetrical since the supervisor is in charge of the employee. The only way through which Dave can realize his goals in AMX will be by abiding by the orders given by Sally. Relationship between supervisors and employees influences quality of work as well as quantity. Sally understands that Dave is a new employee but she is confident that he can deliver quality work. As a matter of fact, she fails to specify the approach that Dave should use, as she prefers variety. Sally encourages creativity and innovation that will contribute significantly to the fulfillment of Dave’s needs.

Dave is expected to feel free with his supervisor in order to be able to deliver quality work. In this regard, Dave will become confident and ask for clarification anytime there is an ambiguity. Clarity will be essential in reducing incidences of repetition due to dissatisfaction. Dave should realize that there exists asymmetrical relationship between him and Sally. In this regard, Dave should focus on provision of work that satisfies Sally in the best way possible. Despite the fact that there exists asymmetrical relationship between Sally and Dave, informal relationship would also be essential in achievement of individual as well as organization’s goals. For instance, Dave would have been more relaxed to ask Sally what approach she preferred, if they had informal relationship.

Relationship with Customers

Dave also needs to establish rapport with his customers. Consumer satisfaction is influenced by the relationship a customer establishes with employees. In this regard, a customer of AMX is likely to feel pleased by the services provided, if there is a positive relationship with an employee. Dave’s rapport with customers will affect the level at which AMX meets the needs of the customers. Dave should deliver quality service that will satisfy the consumers and increase brand salience. It should be noted that consumer satisfaction is not a sole obligation of Dave but of the entire organization. The manner in which consumer satisfaction is achieved is dependent on individual department input. Focus should be on quality and quantity of work that Dave will deliver.

Quality ensures satisfaction and long term loyalty of consumers. In AMX, Dave should ensure that his activities promote consumer loyalty. It should be noted that every organization focuses on satisfying demands of the consumers. Further, consumer satisfaction is a competitive process that calls for investments by the organization. Dave is expected to possess the required skills to be able to meet the needs of consumers effectively. Furthermore, his interaction with environment is supposed to promote consumer satisfaction (Becerra & Sabherwal, 2008). In this regard, the interactions between Dave and employees or supervisor should promote profitability of AMX.

Conclusion

Individual contribution to success of an organization should not be ignored. Despite the fact that the individual needs are different from those of an organization, satisfaction of one leads to that of the other. There are many ways through which an individual can affect the performance of an organization, either positively or negatively. Organization should ensure that it establishes relationships that promote profitability. It is also essential to evaluate factors that lead to profitability. Individual experiences should be shaped in a way that organization benefits. According to the case study, Dave is a newly hired employee with no experience at all. Notably, Dave is proactive since he has the potential to be productive and enhance the profitability of AMX.

References

Becerra, I. & Sabherwal, R. (2008). Individual, group, and organizational learning. A knowledge management perspective. New York: Publisher M.E. Sharpe.

Carter, C., Clegg, S., Kornberger, M. &Schweitzer, J. (2011). Strategy: Theory and Practice. London: Sage Publications.

Watson, T. (2003). Sociology, Work and Industry. Abingdon: Routledge press.

Click Here To Order Now!