1. Demonstrate an understanding of the basic principles and theories of organisational behavior
2. Explain the principles of management built into organisational structures and the design of work in the 21st Century
3. Demonstrate an awareness of current issues relating to managing organisations The essay must contain clear evidence of research. Therefore, you will need to link your discussion to a variety of academic and factual sources of information such as recent publications (journals, books) and news.
Worthington Borough Council is a local government organisation serving a community of 350,000 residents in a location close to the centre of the UK. Services provided to residents are funded by the collection of Council Tax on each residential and commercial property in the area according to the structure laid down by national government with a set additional amount added for the provision of services and facilities to meet the needs of the wider community.One of the services to residents currently under review is the collection of refuse. At present this is done by employees working directly for Worthington Borough Council who collect and refuse from all the households within the Worthington district and transport it to a handling plant. This means collecting a range of different categories of waste and recycling materials such as:
1. Non-recyclable household refuse
2. Recyclable waste such as paper, plastics, cans
3. Recyclable glass such as bottles, jars
4. Recyclable garden waste such as grass clippings, hedge cuttings and vegetable waste.
Collections of non-recyclable household waste take place once every two weeks and householders must place the bin for this, (coloured black), at the kerb side before 7am on a set day of the week depending on their post code. On the alternate weeks the bin for garden waste, (coloured brown), is placed out for collection. Every week householders can also place at the kerb side coloured boxes containing the range of materials that can be recycled, such as paper/card in one box, glass in another, plastic in another.
Due to rising costs, and an increase in complaints, the Council is now considering offering the contract for all refuse collection to an organisation in the private sector and the process of placing tenders for the contract will begin in June 2018. However, prior to any decision being made the Director of Household Services for the Council has invited managers, supervisors and waste operatives from the Waste & Refuse Department to join in a period of consultation. Ideas for restructuring the department and the workforce to provide a better, more economical and efficient refuse collection service from all individuals and teams participating in the employee forum will be given consideration as a priority over any tender from external organisations.
One team from the East Worthington area has put forward some simple proposals for labour efficiency that they estimate will be able to reduce the workforce of the entire department by 20% and the associated wages and salary bill, but at the same time keep 80% of the jobs and so limit the impact of job losses on the local community.
Tasks and questions
1. Identify the management style being used by the Director of Household Services and explain why in the current operational climate for public sector organisations you think it may be appropriate.
2. Analyse the impact of the proposed change(s) on the motivation of the Household Refuse Services departmental workforce. In your answer, you should make reference to a range of relevant theories of motivation, addressing their strengths and weaknesses as applied to the given scenario.
3. Evaluate the impact of the consultation period on those participating in the employee forum. Again, use suitable theory to explain and outline the possible benefits to those involved.
Worthington Borough Council local government organization is presenting a community of 350,000 residents in a location nearby the middle of the UK. Services are providing to inhabitants are funded by the collection of Council Tax on each residential and commercial property in the area according to the structure laid down by the national government with a set additional amount added for the provision of services and facilities to meet the needs of the wider community (Eichhorn and Towers, 2018). One of the services to residents currently under review is the collection of refuse. At present this is done by employees working directly for Worthington Borough Council who collect and refuse from all the households within the Worthington district and transport it to a handling plant. The waste and recycling materials such as Non-recyclable household refuse, Recyclable waste such as paper, plastics, cans, Recyclable glass such as bottles, jars, Recyclable garden waste such as grass clippings, hedge cuttings, and vegetable waste.
Identify the management style being used by the Director of Household Services and explain why in the current operational climate for public sector organizations you think it may be appropriate.
The household services are the exclusive way in which each person sees, organizes and interprets things based on their environment of personal differences. Each person reacts not to an objective world, but to a world judged in terms of their own attitude, values, and expectations. Occasionally it may guide to discriminating perception in which people tend to pay attention to only those things which are dependable with or reinforce their own prospect. Judicious perceptions may guide to a misunderstanding of single events at work or create a barrier in the search for new experience. Managers need to recognize the perceptual differences among the employees and manage them accordingly.
Jaworski (2018) depicted that the recycling has always been a major priority for Waste Management. Durector of household is using paternalistic management style. As top management asked for suggestion before taking any final decision about restructuring the organizational structure. The management is father figure where they have soft corner for employees and employees were given preference over outsiders. However, decision making is still in hand of top management rather than employees. Paternalistic leadership style is good for organization as it provide open channel of communication between managers and employees as it is also given in case study. Decisions are taken in the best interest of employees. Democratic style can also be implemented which more participative form of management style. It gives more opportunity to participate in management decisions. But, in public sector organizations, paternalistic style is more suitable due to hierarchy and functional organizational structure due to strong chain of command and top-down communication.
Analyze the impact of the proposed change(s) on the motivation of the Household Refuse Services departmental workforce.
Management and the dissimilar associated methods have a huge impact on how employees execute and produce, to guide optimistic organizational outcomes. The reason for this study would be to examine the impact of management methods on motivation and promise, as a predictor of a group or organizational performance. For ages, management has been a subject of much debate and deliberation and how the different styles of management evoke different responses from followers (Kisner, 2018). The study followed the positivist example which provided an objective reality against which claims were compared and truth was ascertained. In this descriptive study, the aim has been to discover the pattern of cause and effect, which can predict phenomenon. As a part of the descriptive research methodology, data collection has been subjected to the thinking process in terms of ordered reasoning. A quantitative research approach has been used to analyze the imagine relationships. Mordenet al., (2017) stated that one team from the East Worthington area has put onward some simple proposals for labor competence that they estimate will be able to reduce the workforce of the entire department by 20% and the associated wages and salary bill, but at the same time keep 80% of the jobs and so limit the impact of job losses on the local community.
In most organizations requires that employees assert their promise to the overall mission, long-term ambitions, and performance set by their organization. In accumulation, employees are expected to hold the change initiatives being implemented. However, inadequately implemented change initiatives can have harmful effects on employees. As stated by Pereira et al., (2017) that this can result in an abridged promise on the part of the employee, important to low job satisfaction, increased stress and perceived levels of injustice by management. It is important to understand that organizational change will only succeed to the extent that employees in the organization, themselves change. It is for this reason that change management also requires understanding how employees change since organizational change is based on changes in each employee. Thus, understanding the role of the employee, from both a touching state and participatory viewpoint, has become an essential part of the change literature. Such model not only outlines the emotional state of employees but indicate how each state will manifest itself within the process of change and the associated behaviors and roles. Furthermore, individual change tends to happen over a comprehensive period of time, as people adapt and incorporate change (Thankappan and Kuriakose, 2017). That means that those concerned in facilitating or important organizational change must wait for that there will be extended periods of adjustment in the organization and not all employees will accept the change in a uniform fashion. This was evident when some employees conceded that change has had a unhelpful effect upon them. According to these employees, change in the organization has resulted in apprehension, anxiety, fear, disenchantment, and shock. Helpful participation in the change procedure on the part of the employee is certain to enlarge when employees are provided with opportunities of meeting, personal attachment and having a democratic say in issues relating to transition management. In this regard, Pereiraet al., (2017) depicted that while many change authors would support such a process for change, and the view that employees require clearly defined roles during organizational change, research at the employee level does not always reflect evidence of roles being clearly defined for employees or definable by them. Whilst some employees in this research were apprehensive, anxious, fearful, disillusioned, shocked, challenged, excited and motivated with the impact of change, some were clearly unsure about the role and impact of change.
I think sometimes it makes anxious. So it gives a little bit of anxiety. Experience a bit of nervousness, a bit of the unidentified. While there is an attempt to communicate by management and to be as open as possible, and still have a fear of the unknown.
It can also be understood by Maslow’s pyramid. The management is planning to offer the contract to private sector. It can have negative impact on job of local community. It can influence employees at psychological level. Its basic need as per Maslow’s pyramid. The fear of loosing job also hamper their safety need. It can have negative impact on the feeling of being safe and secure due to regular income.
Evaluate the impact of the consultation period on those participating in the employee forum.
The main aim of public participation is to give confidence the public to have significant contribution to the decision-making procedure. Public participation, therefore, offers the opportunity for communication between agencies making choice and the public.Kitchin (2018) stated that the Council is now allowing for offering the contract for all refuse collection to an organization in the private sector and the procedure of placing tenders for the contract will begin in June 2018. Thoughts for restructuring the department and the workforce to provide a better, more inexpensive and efficient refuse collection service from all individuals and teams participating in the employee forum will be given consideration as a priority over any tender from external organizations.
Public participation has many benefits some are –
This communication can be near the beginning caution system for public concern. A means through which exact and timely information can be dispersed and can contribute to sustainable decision making. These benefits apply when public participation is a two-way procedure where both the organization and the public can learn and gain benefit (Koganti et al., 2018). Moreover, Public participation allows the public’s principles to be recognized and included in decisions that finally affect them. While there are numerous advantages associated with public participation in planning and decision making processes, there are also disadvantages. Public participation can be time overwhelming and sometimes luxurious. To do it successfully, organizations have to build capacity and train employees. If done badly, public participation processes can result in, for example, the defeat of confidence in the organization. A negative experience of the process may lead participants to have negative perceptions of the outcome, and they may be fewer likely to participate in future procedures and developments (Mukherji, 2018). Hence, it can be concluded that there are high chances that consultation period would have positive outcome. Because, giving contract to private company is not cost-efficient. Moreover, employees already know their job really well and offer sound advice for labour efficiency.