Job Satisfaction
Institution Affiliation
Developing policies and practices that are favorable towards the employees is also another component. A handbook manual issued and trained to both employees and the management, containing regulatory practices within the workplace, acts as a reference, making it easier for employees to control and guide the actions and behaviors of the staff. The most vital thing to establish around the workplace is building a positive work culture and structure. With this, employees are often satisfied and, if dissatisfied, have the platform and power to express their interest without fear. This way, it is almost impossible for employees to look for external support from unions.
Lastly, establishing a transparent code of handling disputes that is procedural saves the company from explaining to employees why specific action measures apply upon wrongdoing. Having laid out procedures streamlines any functions upon arising. In our case at Acme Packing, the employer did not use the right methods to solve the dispute that might have emerged from the issue with the employee. They went ahead and investigated him behind his back as well as distorted his reason for termination. This would only mean that the employer’s environment is not one that promotes a positive business culture.
Employees have rights that are protected by both the labor laws as well as the state laws. Among the most common controversial rights is the right to freedom of expression and speech, the right to privacy, and the right to job protection, as explained from slides 7-10. In most cases, the three intertwin. Information extracted from the freedom of expression and evasion of privacy has made a lot of employees lose their jobs. As it is a StarBucks, the new employee would exercise his freedom of speech during the break hours, which turned out that his talks cost him his job due to the content of the rumor reaching the upper management. He counters circumstances underlying his discharge due to distortion of the reason for his termination. He feels that his dismissal was a result of him exercising his rights despite being terminated allegedly due to talking too much and not reaching his production quota, which he does not affirm.
Implementation of OB Concepts
Diversity management is has progressed in workplaces since the early years. It is the effort made by a business or organization’s leaders to hire and promote greater inclusion of employees from different backgrounds. Diversity management intends to create a positive and conducive environment where everyone’s differences and similarities can be embraced (Reiners, 2019). It enables even the employees to maximize their potentials while utilizing their full potential and make adequate contributions to the company. Not only does it improve the company’s reputation, but it also enables the organization to have achievable goals and objectives. Diversity in workplaces is brought due to differences in race, culture, age, religion, sexual orientation, and sometimes disability. Therefore, diversity management aims to make all employees feel accepted.
The diversity present in an organization promotes the individuality of employees. Every person is unique. Uniqueness is what makes us creative and have new, innovative ideas in the workplace. Individuals may have different races, cultures, religions, sexes, and even sexual orientations (Bigelow, 2018). Employees with different experiences and backgrounds can always bring a variety of perspectives that increase productivity and aid in delivering better results for the organization. Diversity brings different talents together and enables them to work towards a specific goal that increases the organization’s productivity.
Diversity in the workplace increases creativity and problem-solving capabilities. The advantage of having different people who have different experiences and backgrounds is that they get creative with what they have to work with (Sokolava, 2015). With a diverse mindset, they tend to have much better solutions to arising problems that impound and organization. It also improves decision making and builds a more reliable brand. Having diversity in an organization may optimize an organization’s ability to meet the wants of different markets that it is engaging in. It also encourages personal growth among the employees. It helps individuals nurture and learn new ideas and looking at situations from different perspectives to connect with different people. This promotes a conducive working environment that maximizes each individual’s potential but helps retain and attract new talent into the organization.
The diversity present in many organizations often acknowledges that people differ in so many ways. Managing to have everyone embrace their differences has an advantage in the sense that it promotes a positive and conducive atmosphere for its employees (Hamid, 2017, p. 6). Embracing diversity improves innovation, attracts potential young talent, and the excellent reputation of the organization. It is because this new concept recognizes the contribution of all employees and thus the importance of diversification. Therefore, as economies shift and specialize, diversity issues will be of significance as it promotes effective communication and interaction among people to ensure the success of a business.
Task 2
Business to business buying behaviors differs significantly from consumer purchasing behavior. B2B buying is focused on fulfilling emerging demand. Companies make purchases purposed to meeting what their buyers need. B2B purchases comprise of products such as raw materials necessary to manufacture the ideal finished products demanded by the customers. Unlike in consumer purchasing behavior, impulse-buying is rare. Purchases are clearly stated, and objective criteria are utilized in driving the selection processes (Deering, 2018).
Moreover, B2B buying engages more than one individual in purchasing decisions. Purchasing managers do not make moves to carry out purchases independently. Instead, their decisions are influenced by key stakeholders that could be internal or external. The purchasing decisions have to align with organizational and consumer needs; hence consultations before buying are vital.
Furthermore, the B2B buying process is characterized by intense bargaining and negotiations that may take long periods. The high volume of funds required and involvement of various stakeholders induce the element of complexity due to the need to satisfy their interests. Moreover, the B2B purchasing process is significantly complex due to the underlying interest to meet the derived needs completely (Reiners, 2019). Training, technical support, and financing might be necessary due to the complexity of the purchase, making it difficult to determine the buyer’s ideal offer. B2B behavior displays some aspects of similarity to consumer purchasing behavior. Both have purchasing processes that may comprise of negotiations between the buyers and sellers. Buyers in consumer purchasing may opt to bargain prices to fit within their budget. Moreover, consumers also conduct consultations, primarily through the internet, before making buying decisions. This is similar to the approach that purchasing managers of organizations use before making crucial decisions to buy a product or service.
References
Bigelow, L. (2018). The Importance of Diversity in Management. Chiron. https://smallbusiness.chron.com/importance-diversity-management-24857.html
Deering, S. (2018). What Are the Benefits of Diversity in the Workplace? Undercover Recruiter. https://theundercoverrecruiter.com/benefits-diversity-workplace/
Hamid, M. (2017). Importance of Diversity Management in an Organization (1st ed.). Academia. https://www.academia.edu/35988053/Importance_of_Diversity_Management_in_a_Organization
Reiners, B. (2019, September 1). WHAT IS DIVERSITY MANAGEMENT? A COMPLETE GUIDE. Builtin. https://builtin.com/diversity-inclusion/diversity-management
Sokolova, S. (2015, May 22). Why Is Diversity Important In Organisations? LinkedIn. https://www.linkedin.com/pulse/why-diversity-important-organisations-siyana-sokolova