Organizational Behavior

Abstract

This paper talks about the company and what it does along with the motivational theories, and the rewards program based on performance that is appropriate for the company. In the end the learning outcomes has been discussed.

Table of Contents

Abstractii

Introduction to the Organizationiv

Characteristics of the Key Playersiv

Duties That a Key Player Should Be Responsible Foriv

Motivation theory to Motivate the Team Membersv

Theory X and Theory Yv

Rewards Program Based On Performancevi

Overview of Reward and Health System to the Employeesvii

Learning Outcome for Organizationsix

Referencesx

Organizational Behavior

Introduction to the Organization

Unilever- every day two billion people use Unilever product around the world. These products help them to look good, feel good, and get facilitate in everyday life. With over 400 brands, Unilever touches many people lives in different ways. The company manufactures health care, home-care and, food products (Wilson, 1970). Axe, Dove, Lux, Lipton, Knorr, Hellmaan's, TIGI etc. is one of the famous brands in USA. Unilever established in the year 1890. Since the establishment, Unilever engages corporate in social responsibility. 167000 employee works at Unilever in different 22 regions and nationalities.

Characteristics of the Key Players

The characteristics that I as a CEO of the organization that i would want to see in the key players in the company should be able to work on the Key Responsibilities which needs in a Manager, Responsibility towards Customer, Responsibility towards Stakeholders, Responsibilities towards Employees, Responsibility towards suppliers, Responsibility towards distributors and retailers, Responsibility towards Government.

Duties That a Key Player Should Be Responsible For

He should work as an intermediary between team members and top management. They should integrate entire organization and increases effectiveness and efficiency of the organization. They should communicate ideas and suggestions of team members and other middle level staff to top management. In any emotional disequilibrium, they should acts as a leader and solve the problem of workforce (Simerson, Venn, 2007). He should works hard and effectively to achieve the goal. Employees positively reply to that effort and work to achieve that goal.

Being the leader, he uses his power wisely. He has the power to handle rigorous situations. He is not afraid if he is in jeopardy. He does not misuse his power on sub ordinates. Manager is the best time supervisor and works all the assignments on time. He knows making time chards and scheduling techniques. He is not only a Manager; he is the Leader in company. He focuses on the vision and mission of the company and work accordingly. He is responsible for the succession planning. He works as authoritarian and uses his power make assignment complete by workforce. He simultaneously becomes participative and work together giving members chance to share their views and opinions.

Motivation theory to motivate the Team Members

Team manager is the only person who can motivate the team members and make them work. Working in the team brings some conflicts and problems in the team members. There are several reasons due to which team members are de motivated and could not be able to work ...