Analyzing the Two Types of Personalities in a Workplace

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Understanding Behavior in Human Relations and Performance

The study of human relations and performance in the ‘‘No Place Like Home Company’’ is very important in the sense that it helps the management to understand the different types of personalities that exist in that organization. In essence, such understanding would make it possible to effectively manage the groups of individuals who are working in the company.

This study would involve categorizing the individuals into two distinctive groups. The individuals can either be classified as either Type-A group or Type-B group. The following analysis presents some detailed accounts concerning these two individual groups (Wilson and Rosenfeld 17).

Personalities in a Work Place (Type A Type B)

Under this analysis, individuals can be categorized as either Type A or Type B. The Type A group of individuals can concern those people who are easily prone to stress, which results from work pressure. The individuals under this group often present very high chances of experiencing the mental and physical disorders, which come as a result of stress due to heavy work load and pressure.

These individuals who belong to the “Type-A group are likely to suffer from the cardiovascular illnesses such hypertension and heart attack” (Wilson and Rosenfeld 18). Therefore, the human resources managers of the company should design sound management approaches in order carefully handle the individuals under the Type-A group.

However, the individuals who are in the Type-B group portray a different personality from that of Type-A. This has been witnessed when such employees display their ability in the places of work to cope with stressful events. Indeed, such ability to cope with the stressful situations would make them less prone to illness.

The management of the company finds it easy to tackle the issues that concern this group of individuals. Employees who display such characteristics can provide some of the best geriatric services since they are capable of managing the potential work stress as well as providing quality care to the geriatric patients.

It is evidenced that people who suffer from geriatric disorders do not require treatment alone, but they need some of the best quality healthcare management, which involves the psycho-social support. This is important in the sense that employees who are stressed cannot be in good positions to provide the best services to their clients, thus compromising the quality of work done. As a result, the company might fail to succeed and grow in the long run.

Therefore, the human resources management of the company should design sound and viable policies that are essential in managing the employees. This would involve close supervision and control to be exercised by the company’s management on their employees. Such close supervision would help in any deviation that might occur in the normal behaviors of the employees (Lussier 68). In fact, this would call for the use of stress relievers in the company.

Stress Relievers in the Workplace

Every employee who is working in the company should understand some of the best stress relievers so as to produce the best quality result to the organization. This would mean that they “must understand what needs to be done so as to effectively manage stress” (Wilson and Rosenfeld 18).

One of the activities that the human resources management of the company should do is to advise the employees to smile and laugh in situations of stress so as to suppress high emotion that can lead to bad temper. This can help in avoiding unnecessary conflicts and quarrels that may occur among the employees themselves as well as the members of the management team.

Moreover, understanding someone’s body clock is an essential stress reliever that the employees and the management of the company should adopt. This is important in the sense that it makes an individual to know the time when he/she is capable of working best. For instance, a morning person would tend to do most of his/her work in the morning hours as opposed to the evening hours.

This is so because the morning people are usually exhausted in the afternoon and cannot provide the best quality output on the tasks assigned to them. Therefore, the human resources management should not engage the morning people in the afternoon meetings because they are not likely to adequately contribute towards making crucial decisions. In such cases, the human resources management should understand the way the company’s employees behave and react to work related issues.

This is essential since it makes it possible for the management to understand the employees, and probably change their theoretical perceptions on the same (Lussier 72). These theoretical perceptions regarding the company’s employees can be best understood under the following discussion.

Theory X & Y

These are theories on human motivation that can be applied in analyzing the management situation of ‘No Place Like Home Company’. The two theories find their application and relevance in the human resource management, organizational development, organizational communication as well as the organizational behavior of the company. Both the theory X and theory Y study the managers’ perceptions about their employees (Wilson and Rosenfeld 19).

Focusing on the theory Y, the management of the ‘No Place Like Home Company’ perceives their employees as inherently lazy, and will always do what they can so as to avoid working. Thus, the managers of the company strongly believe that their employees must always be supervised, closely monitored, and controlled so as to deliver the best quality health care services, which are expected of them. At times, this would mean providing the employees with some incentives so as provide the best geriatric care management services (Lussier 86).

On the contrary, theory Y holds a different view concerning the management of the employees. According to this theory, the managers of the company can be ambitious to some extent. This is witnessed when the concerned employees of the company are self-motivated to do the tasks assigned to them as perfectly as possible.

In fact, such employees of the company often exercise restraint and self-control, thus giving the management of this company easy time in carrying out their duties. This group of the company’s employees are perceived to be very intelligent since they posses the highest skills and creativity in solving problems on geriatric issues.

However, it is quite unfortunate that the company does not fully exploit to tap the best talents from such groups of employees since they are underutilized in most cases. Indeed, such employees are willing to learn fast and accept responsibilities given to them (Wilson and Rosenfeld 19). Besides, they often exercise self-control in meeting their commitment goals in the company.

What can Determine Job Satisfaction

There are various factors that determine the job satisfaction among the employees of the company. These factors are not mainly pegged on the monetary terms, which are offered to the employees. Therefore, the management of the ‘No Place Like Home Company’ should make sure that their employees are motivated by putting them in some of the best incentive schemes. For instance, the company should design a defined benefit pension plan where the employer contributes a fixed sum of money on behalf of the employees.

The money contributed should be accurately calculated by the company’s actuaries based on the number of years of service and the level of performance of the employee. Such amounts are then invested in the right investment vehicle so as to generate good returns that will benefit the employees at the age of retirement. It is through such arrangement that the employees of the company are motivated towards achieving job satisfaction (Wilson and Rosenfeld 19).

Another factor that should be looked into by the company is the condition of work. The employees would achieve job satisfaction when they are working under a favorable work environment. This does not depend on the safety of the job alone, but it is coupled with other elements such as the nature of the interaction that prevails between the managers and their employees.

For instance, when there is little communication between the employees and the management, then there is bound to be a conflict as a result of misunderstanding. Consequently, the employees might feel that they are mishandled and harassed by their managers. Such mismanagements might result into de-motivation among the employees, who would become dissatisfied in their jobs.

Therefore, the management of this company should focus on more pragmatic approaches that are likely to encourage job satisfaction among the employees so as to succeed and grow (Wilson and Rosenfeld 17). Importantly, the analysis of self- concept is very crucial for sustaining the organization in the long run.

Self Concept

Under this concept, the analysis is centered on the four elements self-esteem, self-ideal, self-perception, and social identities, which are necessary in sustaining the behavior of the organization. In addition, these elements on the self-concept are useful in directing and energizing the behavior of the organization.

Therefore, it is prudent for the company to adopt and utilize these essential elements. For instance, the perceived self comprises of the most important values, traits, and competencies that the employees must incorporate in their career planning and development. When the employees of the company plan well for the future, they attain growth, not just for themselves alone, but to the entire company (Lussier 87).

Career Planning vs Career Development

In order for the company to grow it should incorporate career planning and development in its management structure. This will act as the guide to achieve the specified goals of the company. Career planning would involve strategies put in place to attain the required level in one’s career.

The planning should be structured to meet the short term, medium term, and long term objectives. The management of the company should provide educational bonds that can be used by the employees to secure money to go for further studies and other development programs. Career development is attained once the employee has added some skills and experience, which are necessary for promotional rewards (Lussier 57).

Interpersonal Communications

The company would need to adopt sound interpersonal communication skills, which are necessary for the proper management of the organization. The interpersonal skills coupled with the sound managerial skills are essential in avoiding conflicts between the employees and the management team. These managerial skills include good leadership, networking, and human relations (Lussier 46).

The skills of networking are very crucial in marketing since every company is geared towards selling its agenda. The marketing and sales strategies are very important in attracting and retaining a big pool of clients. Such acquisition and retention would probably give the company more customers as well as increasing the organization’s brand identity. Therefore, the sound management skills and marketing strategies are important for the growth of the company (Lussier 29).

9 C’s in Leadership

In marketing, these 9C’s include, but not limited to proper communication skills, creativity, and competence. These can be coupled with good common sense, courage, and conviction that the management team members and the employees need to employ in marketing the company’s services.

Finally, the other elements under the 9C’s are the curiosity, charisma, and character. The employees of the company need to be curious to learn new products, techniques, and ideas on marketing as fast as possible. Besides, charismatic leadership skills are necessary in facilitating marketing and selling strategies of the company’s products and services (Lussier 63).

Principles of Organization

When analyzing the organization principles of the company, it is important to incorporate some of the best leadership skills, negotiating skills, and motivating performance. The sound leadership skills will enable the management to motivate their employees to work hard in the company.

Moreover, the negotiation skills are needed when the company is negotiating for contracts as well as office supplies. In addition, the motivating performances through the bonus incentives that are given to the employees are crucial in attaining the highest quality output (Wilson and Rosenfeld 19).

In sum, sound human resources management and marketing strategies are essential in facilitating the success and growth of the company. Employees who are skilled, experienced, and motivated in their areas of work provide quality result to the company. Therefore, competent leadership is necessary in understanding and managing the employees.

Works Cited

Lussier, Robert. Human Relations in Organizations (8th Ed.). London: McGraw-Hill Publishers, 2009. Print.

Wilson, David and Rosenfeld Robert. Managing Organizations. London: McGraw Hill Book Company, 2007. Print.

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