A Critical Evaluation of HRM and Organisational Behaviour Theories Essay

A Critical Evaluation of HRM and Organisational Behaviour Theories - Essay ExampleAs such, this essay seeks to critically analyse the influence of HRM practices and organisational doings on the performance of the individuals as well as the organization as a whole. The essay starts by explaining the meaning of the key term, organizational behaviour and this allow for be followed by the evaluation of various factors that bear affect the performance of the employees. The last part of the paper will summarize the main points discussed. Basically, organisational behaviour can be summed up as the study of what people do in an organization and how that behaviour affects the performance of the organization (Robbins, 1993). Organisational behaviour is specifically concerned with business related situations and it emphasizes on aspects such as locomote, productivity, human performance and management. As such, there is a correlation between organisational behaviour and HRM given that these are employee oriented. In order for the workers to put optimum performance in their operations, it is imperative that the leadership of the organization put some measures that are meant to ensure that they are satisfied with their work. This leads to progress in their performance which ultimately leads to the productivity of the organization as a whole.... Leadership is generally defined as the social process of influencing people to work voluntarily, enthusiastically and persistently towards a purposeful group or organisational goal, (Werner, 2007, p.36). A leader often adds an inspirational and emotional dimension to the organization through creating a shared vision among the members and inspiring people within that particular organization to be passionate towards the achievement of the vision and set goals. It can be say that change is also inevitable in organisations so there is need for the HRM to take a holistic approach in anticipating such changes. Given the complexity o f the changing human resources management landscape, the leader has to be break off positioned to engage the employees through working with them such that they will be in a better position to put optimum performance in their operations. The human resources managers as leaders play a great role in anticipating both intrinsic as well as external factors that can affect the operations of the employees. More often than not, certain changes are viewed with mixed reactions by the members of the organisation hence there is need to first identify the aspects that can immediately affect the performance of the workers. Internally, there may be need for the managers to change the roles played by the employees but this strategy requires them to take into consideration the needs of the workers. Individuals in an organization have different needs and aspirations to fulfil hence their efforts have to be catered for by the management (Robbins, 1993). Some situations can emerge within the organiza tion where there will be need to move away from traditional ways of doing