HR Management assignment essay writing analysis help on: Learning of power & Stress

Introduction

In the current scenario there have been various issues related to power and position which lead to the situations of politics and conflict in the organization. Employees and employers face various conflicting issues that become difficult to manage. Hence, management of power has become a crucial issue in today’s competitive organizations so that the efficiency and productivity is maintained in the long run.

These issues of power and politics create a situation of stress at the workplace. These situation leads to conflict that finally becomes a source of stress. The situations of stress at the workplace have serious consequences that ultimately results in low productivity and efficiency of employees (Hales 1993). This downfall in the productivity level has an adverse effect on the accomplishment of organizational goals. Thus, it is very important to manage power in an effective manner so that the organizational policies and objectives are not hampered.

Power is the medium through which conflicting interests of the people are resolved. Power helps in determining who gets what, when and how. The positive influence of power is justified through socialized power so that an effective power base is created in the long run.

TASK 1

Part 1

Reflective Learning

Kolb’s model of learning describes four phases in which learning can occur. It describes the phases in which continuous learning can take place either in organizations or educational level. This model determines that every individual requires and responds to the stimulus of all types of learning styles to one extent or another. The difference here lies in which learning style fits best to the situation and individual preferences. There are four learning styles described in Kolb’s model of learning (Dixon 1999).

The first is Diverging Style that describes learning by looking at different perspectives. It is used by people who are sensitive and prefer to observe first rather than take actions. These people prefer concrete situations from several viewpoints. They perform best when generating ideas and in situations of brainstorming. These people are imaginative and emotional and have strong inclination towards arts. They prefer working in groups and are open minded in receiving personal feedback.

The second style of learning is the assimilating style which is determined by watching and thinking. People who have this type of learning style prefer concise and logical approach towards learning. These people are more focused on generating ideas and concepts and have less interest in people. The third style of learning is the Converging style which deals in problem solving. People who have this learning style apply their past learning and experiences in solving the problems they face. The people of his learning style are more towards solving technical problems and like to experiment with new styles and ideas in order to work with practical problems. The fourth style of learning n Kolb’s model is the Accommodating style that deals in doing and feeling. People with this learning style focus more on intuition than logic. They have a practical and experiential approach towards learning. These people focus on new challenges and experiences. They rely on other people to gather information and are action oriented and likely to take initiative (Illeris 2009). They usually prefer working in teams for completion of tasks and achievement of goals.

An event that occurred in my organization was the training session undertaken for motivation and performance appraisal of the employees. The objective of this training was to make people learn new ideas and skills so that their productivity and efficiency can be improved. This was done to motivate the employees to perform better. This was done in accordance with the Kolb’s model of learning that involves a cycle of four stages starting from concrete experience, reflective observation, abstract conceptualization and finally active experimentation.

The employees were asked to recollect and reflect their past experiences and learning and act accordingly. The actions and experiences reflected by employees were observed by the other team members. With the presentation of individual experiences other individuals got an understanding of their learning styles that was assimilated into abstract concepts be applied practically. These concepts led to new implications and ideas that were tested in order to create new experiences. The new experiences generated by the employees were helpful in the creation of new learning and practices in order to motivate the employees.

Thus, with the help of Kolb’s model one gains learning about the new concepts and gains an understanding about their practical application and improving the performance. This model helps in gaining an understanding about the individual learning style of the employees and work accordingly.

Part 2

Stress

Stress may be defined as the way our body responds to any situation. It is the physiological reaction arising out of tension, emotional, mental or physical strain.  The individual’s inability to deal with situational demand creates stress. These situations can be bad and even good at times thus, creating negative or positive stress. It is the reaction of a body for a particular situation which requires mental or physical response. Any situation that creates anger, anxiety, nervousness and frustration can lead to stress. Factors causing stress are known as “Stressor” (Canfield, Hansen and Godwin 2006).

Possible sources of stress

Sources of stress can be both internal and external factors. External factors include job, relationship with others, physical environment, major life changes, being too busy, financial problems, children and family and all the situations and challenges a person faces in his day to day life. Example of such situations can be like having no money to meet basic needs; meeting deadlines at work or pressure to achieve targets, family disputes or health issues with a family member etc., while internal factors determine a person’s ability to deal with external factors.  Internal stress happens when people worry about the things they cannot control. Not all internal factors are outcome of external stress. Some may be self generated as in unrealistic expectations, negative self talk, and inability to accept uncertainty (Collins 2003). Threats in the form of social, physical, financial situations lead to imagined outcomes of fear which ultimately creates stress. The events creating stress cannot be categorized as god or bad but it depends on individual outlook how they perceive it. A possible reason of stress may not affect everyone in the same manner. Some may find it relatively easy while others may take it as challenging and struggling.

Consequences of stress

The consequences of stress may differ from person to person. It can cause disorders of both mind and body. Apart from increased level of stress hormones Stress may also cause insomnia, headaches, eating problems, digestive disorders and even lowers the resistance to other illness. When we fail to cope up with life’s situations stress level either explode or collapses the body. While facing sequence of stressful situations if the mind and body couldn’t get time to deal with it in a healthy manner it leads to episodic stress (Fink 2009). Episodic stress over time can cause problems like increased heart rate, blood pressure which eventually puts pressure on heart and lungs. In such conditions the body become easily prone to heart disease, stroke, high blood pressure and other problems. Chronic stress is the result of long term stress. It can lead to serious health problems while disrupting every system in the body. Emotional stress can literally burn a body. Every individual differ in response to stress but there is no set limit as to how much stress a person can bear. The body cannot distinguish on its own as to what physical and what psychological threats are. When a person is stressed due to any reason may it be a traffic jam or an argument, the body’s stress system just get activated (Fink 2009).

Individual and organizational approaches to managing stress

Eliminating stress completely from life is difficult but certainly the way a person responds to stress can be controlled and managed. It’s all about taking charge of thoughts, emotions, and environment and the way a person deals with problems, trying to change the reaction to a stressful situation when you think you cannot, taking care of oneself and making time for rest and relaxation in the form of yoga, deep breathing. If practised regularly yoga and exercise can reduce level of stress to a great extent while boosting the feeling of happiness and joy. With proper diet control and exercise body becomes resistant to stress and pressures with controlled cholesterol and blood pressure. Deep relaxation relieves mind and detaches body from physical stress arising out of environment (Bond, Cooper and Sutherland 2010).

Organizational approach to managing stress can be by goal setting, improved communication, redesigning jobs, building teamwork and personal wellness programmes etc. These may be few steps on the part of organization which would help in reducing or controlling stress level amongst its employees. Management can control the factors that creates stress in any particular task or role which demand stress. Strategies that would help are trainings, realistic goal settings, improved personal section, increased involvement of employees in various tasks, establishment of wellness programs. It differs to person to person how they respond to a stressful situation. More and more trainings and wellness programs should be conducted within organizations to increase individual’s efficiency and thus, helping reduce the stress level (Bond, Cooper and Sutherland 2010).

TASK 2

Management of Power

According to Morgan (2006), in today’s organization it is important that there is a coordination of formal and informal rules among the people of the organization. It is important that organizations ensure compliance of the rules and policies among the people of diverse backgrounds, interests and individual understanding. This gives rise to a thin line that exists between power and ethics. Power relates to the concept that includes mechanisms, processes and dispositions, which ensure that employees act in accordance with the rules of the game and work according to the principles of the organization. The positive influence of power is described through positive domination. It is exercised to make employees do what they otherwise would not do (Morgan 2006). So they are made to follow the principles and work in accordance with the rules and the code of conduct predetermined in the organization.

A negative outcome of power is its tendency to create corruption in an absolute manner. It is defined to be an illegitimate form of managing employees and their actions. It forms to be an inescapable part of the organization and it is necessary to determine how well power should be used in a wise and effective manner. It takes the form of authority and influence over other employees. Power is a tool that creates both negative as well as positive consequences depending upon the manner in which it is taken into use. Use of power in an organization does not only depend upon the technical knowledge of the work process but also about the social system of the organization.  It is said that knowledge is power. This knowledge about the social system depends upon the person’s position in the network of communication and social interaction.

In all the organizations, it is the hierarchy hat helps in establishing relationships of power between people. The title of a person identifies his position along with the authority of power he or she can exercise over the employees. Power is also elated to the functions of the organization. It relates to the authority if the function in providing the services and resources independently (Sims 2002). It is an organization’s culture that helps in identifying the ways in which managers should use power. This culture defines the existing relationship between the positions of the hierarchy. There are seven various principles and sources that define the ways in which power should be managed.

Legitimate Power relates to the power possessed with the position of a person in the hierarchy of organization. An example in this case may be the possession of power to the managers to assign duties and responsibilities to the juniors through job description. An effective application of positional power it is essential that this power should be earned legitimately by the person possessing it. Expert Power is the other source of power that is derived by obtaining knowledge and expertise in a particular area. These people are effective in their problem solving and are valued by the organization. They are the important assets of the organization and perform critical tasks and activities of the company. Their opinions and viewpoints are regarded to be of greater value to the other employees and are of great influence for the organization. The third source of power is the referent power which is derived from the interpersonal relationship that is cultivated with the other employees of the organization. It depends upon the personal connection an employee has in the organization. Coercive power is the other type of power that depends upon the ability of the person to influence others through threats, punishments and sanctions. It relates to the ability of a person to punish fire or interrogate an employee. It helps in controlling the behavior of employees so that the follow the policies of organizations. Reward power is the ability of a person to influence others by the allocation of incentives in the organization. These incentives include salary increments, employee appraisals and promotions (Seperich 2006). In this manner power forms a crucial part of the organizations and leaders should be cordial, polite and inform subordinates about the rules and penalties. An example in this case may be of General Motors where interactive management relationships are established through the exercise of functional authority.

Thus, power tends to be crucial in the management and direction of the employees as it helps in controlling the people so that they work in cooperation with each other and achieve organizational goals. Power helps in influencing the decision making process so that effective and appropriate organizational goals can be determined. It is power that influences complexity, formality and centralization of activities within an organization. The people, who possess power, have the authority to determine the size of the organization as well as allocate the resources and select the appropriate technology. Thus, power plays an important role in effective and efficient functioning of the organization and its employees.

Politics and conflicts in organization

In today’s organizational scenario politics related issues are very common. The organization consists of people with different individual interests and viewpoints. These differences lead to a form of discord among the employees because there is an opposition of needs, values, and interest of the people working together. There is a never ending conflict between the formal authority and power along with the people who are affected by the exercise of power. There have been various issues on which clashes and conflicts regarding the division of revenues, distribution of work along with the determination of the working hours of the employees (Pfeffer 1993). There are rivalries, jealousies, personality clashes and other conflicts related to power and favour.

Another common issue that is found is organizational politics. Managers engage in certain activities in order to have greater power and achieve organizational goals. Politics is used to have greater power and make an effective use of it in meeting organizational goals. Everyone in the firm is engaged in politics one way or the other. Managers use political activities in order to gain support for a purpose. The influence of politics depends upon the power relationship between two or more parties involved. There are various political behaviours that are influential relate to rational persuasion, inspirational appeal and consultation. An effective approach to politics is based on watching, listening, and learning (Fairholm 2009). The role of political player is to watch the coordinative and effective relationships of people and remain active in order to develop his strategies in the achievement of organizational goals.

The role of politics is also important in the evaluation of organizational performances which is affected by the condition of organization as a whole. Politics affects the evaluation process as the regular interpersonal relationships between executives and their subordinates are evaluated in the process of appraisal. Executive inflate the appraisal results so that ratings may be increased that will directly affect the performance level of subordinates.

Conflicts are likely to exist in organizations when the attempt of influence is resisted because of the differences in the goals and preferences of the parties that will affect the power dynamics between them. In the situation o organizational conflict an important step is how to react (Ferris 2012). An individual can deal with the conflicting situations in various ways. There are situation of domination when the parties focus on achieving their own goals and ignore the goals of organization as a whole. Here conflict is seen as win or lose situation. The other situation is of integration, when each of the parties involved in conflict try to find the solution in a way that satisfies the goals of other parties involved. This relates to a win-win situation. The situation of compromise is there when there is no clear winner or loser but each party puts in efforts to sole the situation of conflict. A situation of avoidance exists, when parties refuse to recognise the existence of conflict and do not out any efforts in resolving it. This situation may lead to separation between the two parties and there is no change in the situation of conflict. Obliging is another situation with which conflicting situation can be addressed. This is the situation when one party gives more importance to the other party’s interest and place it on the top. This leads to the solution by one party giving it for the other.

Conflict and controversies are sometimes effective and beneficial for the organizations. When creativity is required and only sufficient resources are thee to implement the project it is done by selecting the best and talented performers and train them for future stress ridden situations. There are various ways with which managers can take actions in order to reduce organizational conflict (Samuel 2005). In the situations when personal conflict results in frustration and reduced efficiency, counselling can be provided to them. There can be professional counsellors for providing training as well as managers can themselves become trainers. Another ways can be by reducing the interdependence that exists between the groups. In this case, physical separation should be undertaken in order to reduce their conflicts. There can be an authoritative command from the top management of the hierarchy which is necessary to be followed by the people. Direct confrontation and negotiation can be a way with which conflict resolution can be done. Outsiders can be appointed to help the two confronting parties in solving their issues. Expansion of reward systems can be there if the conflict is a result of competition. In this case rewards can be allocated to the individuals on the basis of their accomplishments and meritorious performances. If conflict exists because of differences in the backgrounds, values and experiences of the people, then cross training can be given to them. Job rotation can be an effective way to solve the conflicts arising out of these individual differences. There are situations of conflict with the peers like ‘One-up Manship’. This can be solved with appropriate communication so that point of view of each other can be made clear and understood (John 2002). Another way of resolving the peer group conflict is through cooperation. There can be appreciation of each other’s viewpoints so that a ‘win-win’ situation can be created.

Every organization faces the problem of conflict and competition that exists between the desires and preferences of different departments, teams as well as individuals. This leads to organizational politics that refer to the processes used by rival party’s interests. This politics can be negative for the organization as it leads to destructive actions and causes stress at the workplace. This includes the use of subversive methods in order to promote their personal agendas and motives. This may further lead to deterioration of organizational objectives and lead to distortion of necessary information and dishonesty within the organization.

Thus, it becomes an important task for the managers and the top management to make efforts and design such organizational policies that will be helpful in reducing the conflicting situations in the organization.

Third Task

Every person has different factors which motivates them. We all work to get something in return from that work. Whatever we get in return impacts our motivation and affects our quality of life. Needs theory is popular and extensively cited theory of motivation by Maslow. According to him human behaviour is adjusted as per his needs. Maslow has divided human needs into five categories in the hierarchy of their importance. As per his assumptions human wants are growing continuously. As soon as one is fulfilled those on the next level will emerge (Koontz, 2006).

In order to motivate employees a Manager should understand the importance that all human needs are being taken care of. Attention to bread alone which is though the primary need of every individual cannot motivate an employee. . Other needs such as social esteem, safety, security and self actualisation are some factors which are equally important for influencing behaviour of employees. A need once satisfied cannot act as a motivator. As soon as one satisfies another need replaces it (Koontz, 2006).

The Pyramid of human need consist of Physiological needs, Safety needs, love/ belonging needs, Esteem needs and lastly Self-actualization needs. Physiological needs are those essential for human life to sustain. They include food, water, air, shelter, clothing, sleep. These needs are to be kept on the highest priority as cannot be postponed or stretched. Unless these needs are satisfied an employee cannot be motivated by other factors. To fulfil physiological needs management should provide fair wages to its employees.

Safety needs come once physiological needs are fulfilled. Such needs are connected with the fear of loss of job, property etc. Employees need security in this regard as in protection from danger, insurance, pension for old age. Social need stand at the third position in the pyramid of needs. Every individual being a social animal wishes to be associated with one or the other group and the group members should accept him with love and affection (Landy 2009).

Human being has this desire to get respect, appreciation, position and power. Esteem needs can be divided into two parts. First it includes self confidence, self respect etc while the second group consist of esteem needs related to one’s status, recognition, reputation and appreciation by others. Every individual has a personal ego which needs to be satisfied thus fulfilling the esteem needs. The Organization can satisfy ego needs of an employee by recognising employee’s good work (Jarvis 2000).

Self actualisation needs can be defined as the need to grow and become what one is capable of becoming. Although everyone is capable of reaching self actualisation stage but not many people do. It is rarely satisfied.

Unlike Maslow’s need theory, Clayton Alderfer’s ERG theory is based on existence, relatedness and growth. ERG theory need cannot be met at a given time, there can be more than one need serving as a motivational factor.

Managers in order to motivate their employees and staff need to recognise have this level of understanding that people are different and thus their needs may also differ from person to person. One person may come to work to earn money without having any desire to get along with other employees. Other may come to gain experience, face challenges and to achieve higher position. For someone it may be a combination of all of the above (Montana and Charnov 2008).

Manager being the leader should observe and notice when the staff and employees feel demotivated. Few reasons which show demotivation in staff can be mostly arriving late at office, poor quality of work, increased absenteeism, frustration in behaviour, changed attitude, increased sickness etc.

Usually get demotivated due to many reasons. The most common reason of all is boredom. Monotonous work creates boredom which reduces interest in the work. Other reasons can be a lack of recognition where an employee feels he is not being recognised for work or contribution he has done. Lack of involvement can be another reason. To add on points from which an employee can generally get demotivated are too much work pressure of achieving target or deadlines, workplace criticism, no delegation, lack of proper training, no encouragement and if the employee feel he is not being listened too can also be a possible reason for an employee getting demotivated (Montana and Charnov 2008).

If the manager can take care of these issues then certainly he can improve self performance along with that of the entire team. As discussed every individual has different needs thus would require to be motivated in different ways. Manager after learning about individual employee can motivate them accordingly. For example to motivate people with existence needs they must be paid enough required for survival. People should be treated as individuals and goals should be set for them so that they can work towards achieving individual targets. Employees should be provided with good working condition and safe workplace.

Some employees if already satisfied with existence needs may not get motivated further. Relatedness needs are there to motivate such employees. This can be in the form of involving employees in decision making process which makes them feel engaged. Giving responsibility can be in one form of giving recognition to an employee and each employee to be treated with respect. They should be encouraged to come up with more and more innovative ideas. Success of employees must be celebrated in the office to motivate others as well. Employees must be praised from time to time for good work done by them or for anything innovative done. This would boost their confidence. Team building activities can be organized in the office or on office away days (Montana and Charnov 2008).

Employees who need motivation in the form of growth can be offered to complete a new task. Something different from what he is regularly doing would also break his monotonous schedule. Work should be made interesting for the employees by giving them various challenges in work, offering them trainings wherever needed. Employees must be encouraged to think about themselves and discuss where they think they excel and areas where they need to work so that their overall development can be done. Asking employees what motivates them would also give an insight to the manager as to what care to be taken for whom. Thus knowing the employees well would also help managers to provide right motivation in the form of financial and non financial benefits. When motivated employees would work with increased efficiency, productivity will increase which would in turn increase the profitability of the organization (Jarvis 2000).

Employees get motivated by different factors. Some may get motivation with fulfilment of physiological needs, safety needs, social needs, esteem needs and self actualisation needs. But for someone else ability to have fun at work may provide motivation. Some may work for love while other may have to accomplish some goals through meaningful work. All employees are not driven by same needs, but it differs from person to person. These needs can change over time. Whatever the personal reason for working may be, but the base remains money. It can be in the form of Salary, compensation, bonus or remuneration (Jarvis 2000).

Money being the basis of living gives motivation to employees in various forms. Needs of employees may differ but whatever motivates them initially are usually money driven. Managers should identify needs of different employees and should decide the factor of motivation for every individual employee (Jarvis 2000). For retaining committed employees in an organization the company must pay fair benefits and should keep motivating them from time to time by giving rewards and recognition. Even personal attention and time given my managers or supervisors to their employees at work keeps them motivated. Employees want to be valued and recognised for a job well done. Motivation by giving control of work to the employee includes the ability to take self decisions related to work, holding the employee responsible for the task assigned to him, setting measurable goals and recognising him for his performance once the task is done. Employee should get opportunities for self develop and growth through education and training sessions at the work place. They must be provided with career path, cross training and field trips to successful workplaces which would inspire them.

Managers always want the best performance from their employees. Efficient employees through its contribution can increase the company’s profits. Employee’s performance efficiency and satisfaction depends on how well company fulfil its employee’s needs. Firstly employee’s basic needs must be fulfilled before higher needs are met. It’s the responsibility of Supervisors and Managers that all employees working at any level must be treated with respect and dignity. This demonstrates powerful action on the manager’s behalf. Feedback should be given by the managers or immediate supervisors to the employees from time to time regarding their work as in where they excel and where need improvement. Feedback if given in a positive manner can really make a difference in the employee’s performance. The staff must feel valued through small gestures and token of appreciation about the contribution they make in the company. Occasion may not be required, even a small surprise would help the employees feel valued throughout the year keeping them motivated (Jarvis 2000).

Conclusion

Thus, it can be concluded that power and politics are an inherent part of the organisation. The conflicting situations that give rise to politics have an adverse impact on the productivity as well as the performance of the employees. The conflicting situations give rise to the conditions of stress which leads to inefficiency in the accomplishment of organisational goals. Various models have been adopted by the organisation to enhance the learning of the individual employees so that they can work in coordination and cooperation with each other. These learning styles will help in enhancing the learning of employees so that their efficiency and motivation can be improved.

There have been various sources that lead to the creation of stressful conditions and create adverse conditions at the workplace. People have different styles and approaches of learning. These differences have to be coordinated and then work should be carried on like a team as a whole. Thus, there should be right management of power in such a manner that it creates a positive impact on the performance of the employees and the organisation. The situations of conflict should be handled in a manner that the desired results are achieved and productivity can be increased.

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