Organization Behavior Competitive Advantage Essay

Pages: 13 (4150 words)  ·  Style: Harvard  ·  Bibliography Sources: 13  ·  File: .docx  ·  Level: Master's  ·  Topic: Business - Management


b. Control Costs in the Long Run:

Although organizations have to expend a significant amount of budget on the training and skills development of their existing and newly recruited staff, these expenditures can eventually control the heavy costs which they have to incur in the long run. That is, if organizations continue to provide training to their employees on periodical basis, these employees are basically trained to fill the higher management positions in the future. In this way, organizations can save the money which is expended on the training of new employees at the Top Management positions by promoting their existing employees to those positions. The huge expenditures which organizations incur on the training of their higher level officials put heavy financial burden on their overall operational and administrative costs (Guest 2011). These costs also put hurdles in the way of achieving cost leadership and competitiveness in the industry. Therefore, organizations always try to minimize and control these costs through various means and strategies. Employee training and skills development practices can not only save these costs, but also ensure a sustainable competitive advantage for the organization with the help of improved performance and service efficiency.

c. Increased Employee Morale:

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Training and development sessions also help the human resource managers in enhancing the morale of their employees. These training sessions make these employees feel that they are an important player in the organization and should perform better to contribute towards the organization's success. Training not only improves the employee morale, but also makes them learn how to work together as a team. In training and development sessions, employees learn the new working environment, share information and job responsibilities with the co-workers from the other departments, and resolve the organizational problems collectively. When employees share their work burdens, information, and problems with their subordinates and superiors, they feel more comfortable at the workplace and work more efficiently and dedicatedly.

d. Brainstorming:

TOPIC: Essay on Organization Behavior Competitive Advantage Through Assignment

Brainstorming is a management technique by which lower level managers and workers also participate in the decision making process for the organization. It is a modern skills development and motivational technique used by human resource managers all over the world. The biggest benefit of brainstorming comes in the form of innovative ideas from the lower level employees of the organization. When managers ask these employees to participate in the short-term decisions of the organization and give feedback to improve the level of performance and productivity, these employees happily participate in these sessions and play their part. The main objective of brainstorming is not to get the decisions made from lower level employees, but to enhance their thinking abilities and managerial capabilities to prepare them for the future leadership positions (Vaiman & Vance 2008). These sessions are now gaining more and more importance in contemporary organizations where managers frequently use brainstorming to get innovative ideas from their low level managers and workers. Brainstorming can give a competitive advantage to the organization if employees participate in these sessions with an aim of improving the organizational performance. The feedback which managers get from these employees is largely helpful in eliminating inefficiencies from operations and getting new ideas and techniques to perform the day-to-day tasks.

3. Employee Motivational Techniques:

In addition to different training and skill development techniques to enhance the competencies and morale of the employees, human resource managers also use various motivational techniques to encourage their employees at the workplace. Contemporary research studies suggest that all kinds of motivational techniques bring significant improvements in employees' performance levels which is eventually beneficial for the organizations in the long run. An organization can truly gain a competitive advantage over all its competitors in the industry if it is able to successfully motivate and retain its employees. This competitive advantage is easy to be achieved by service organizations as compared to manufacturing organizations. Reason being, service organizations show greater concern towards their employee development practices (Browning, Edgar, Gray, & Garrett 2009). On the other hand, manufacturing organizations are more concerned with cost leadership, improving manufacturing capabilities through innovation, and supply chain management practices.

a. Happy Employees make the Happy Customers:

It is widely believed that a happy and motivated employee can better serve the company's clients. When an employee is satisfied with his job position, salary, working environment, and leadership, he tends to perform in a more efficient way than a less-satisfied employee. He can deal with the customers efficiently, listen to their queries, and solve their problems more effectively. Managers use motivational techniques to bring this satisfaction and efficiency in their employees. These motivational techniques are not just aimed to make the employees happy, but also to ensure superior customer services provided by these employees (Browning, Edgar, Gray, & Garrett 2009).

b. Less Turnover and Absenteeism:

High employee turnover and absenteeism are both harmful for the organizations. They bring direct negative impact on the organizations' operational and administrative expenses and generally increase the training and development costs incurred by them from time to time (Kandula 2007). Employees tend to leave an organization when they find a better job or get fully dissatisfied with their current job. Employers have to take this issue seriously and use motivational techniques to make such employees satisfied with the organization. First of all, they must know the reason for this dissatisfaction and low morale of their employees and then try to resolve the issues due to which they are leaving the organization (Armstrong 2007).

There are different motivational techniques which can be used in different situations. For example, some employees might be satisfied with their compensation packages, but want to quit their job due to conflict with their supervisors. In such cases, the HR Managers must try to resolve this conflict between supervisors and their subordinates. Similarly, some employees may want to leave the company due to inflexible work options or poor working conditions. In such situations, an employee either remains absent from his job duties more frequently or performs less efficiently than others. In order to resolve this issue and improve his performance, the HR Manager has to provide more flexible work options and good working environment which might enable the employee to keep a balance between his professional and personal life.

Less absenteeism and turnover are also considered among the real strengths for organizations. It is because the retention of employees in the organization for a long period of time is a difficult job for an HR manager if he keeps himself aside of employees' matters and day-to-day problems or does not use any motivational techniques. These two factors can strengthen the company's competitive advantage if managers truly wish to retain their employees for a long period of time.

c. Higher productivity:

Motivation has a direct link with the organizational productivity. When employees are fully satisfied with their organization, they tend to perform more effectively and efficiently. The cumulative efforts of all the employees improve the level of productivity and operational efficiency of the organization. With these cumulative efforts, they find innovative ways to improve productivity and efficiency. If they get successful in introducing new techniques to perform difficult tasks at the workplace, they become a competitive strength for the organization. These efforts are also beneficial for the organization in the future if it is able to retain these employees for a longer period of time (Birdi, Clegg, Patterson, Robinson, Stride, Wall, & Wood 2008).

d. Compensation Packages:

Compensation packages include all those financial and non-financial benefits which employees receive from the organization for their employment services. They consist of basic salary, bonuses and monetary rewards, medical allowances, health and life insurance, transportation allowance, children educational allowances, free memberships, pension plans at the time of retirement, etc. The most important part of compensation packages in the basic salary of the employee. The Literature is full of researches which argue that money is the biggest motivational factor for employees. If an employee receives a handsome salary and other non-monetary benefits from his employer, he seems to be happier and more satisfied with his job. As a result, he performs better and contributes more towards the organizational success and competitiveness. Good salary also increases the employee morale and he stays longer at the organization.

e. Performance Appraisal Techniques:

Performance appraisal is also considered an effective technique to motivate employees and improve the organizational performance. Some managers regularly do a performance appraisal on periodical basis while others prefer it to do at the completion of every new project. Performance appraisal is basically a technique to measure the level of performance of individuals and teams within the organization (Baudler 2011). However, some managers primarily use it to find out the most hard working and competent employees from the organization to fill up the higher level positions. After analyzing the performance level of all employees or… [END OF PREVIEW] . . . READ MORE

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APA Style

Organization Behavior Competitive Advantage.  (2012, November 25).  Retrieved September 23, 2021, from

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"Organization Behavior Competitive Advantage."  25 November 2012.  Web.  23 September 2021. <>.

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"Organization Behavior Competitive Advantage."  November 25, 2012.  Accessed September 23, 2021.