Velma Company Organizational Behavior and Reward Systems - Free Paper

Introduction

The Velma company is a manufacturing and designing company that produces and supplies world-class designs of very competitive gadgets. Therefore, the company has employed individuals who both pioneer the designing of the devices and the actual manufacture of the gadgets. The company's structure is well-defined, where various organizational objectives are met according to the company's laid strategies (Nelson & Cooper, 2017). This paper will critically analyze the Velma company's organizational structure and the various issues that are entailed in the organization’s operations.

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Organizational Behavior

Basically, in any company, the reinforcement of an employee's working conditions in any working organization or company is significant in improving the total output in terms of production. Moreover, the team playing in an organization in terms of interaction in networking and exchanging with other organizations is relevant. In an organization, a positive psychology buttressing may contribute to a more robust output in terms of working behavior and the total output (Luthans & Youssef, 2007). For instance, in the Velma company, the management in terms of the working hours the company's employees work during weekdays with a given free will of working during the weekend with similar working rates as of the unit price for the manufacturers.

The company also gives its employees that is the manufacturing employees 50 shares of stock and allows their employees to buy an additional 25 shares. The designer employees are also given 100 shares of the stock, and again, they are allowed to purchase an additional 100 shares. Therefore, the company's provision of the employees' claims is an organizational behavior that is commendable and reinforces the employees' working practices. Moreover, Velma company gives manufacturing employees medical cover, which caters to all healthcare expenses. (Luthans & Youssef, 2007). Thus, the company's reward systems are adequate for the manufacturing employees since they do not accrue medical expenses.

However, the Velma company still had some of its employees exiting both the designing and the manufacturing employees. The designer employees who left the organization claimed that the other companies' stock attracted them. The manufacturing employees who exited the company claimed that the unit price of $7 was deplorable. Additionally, the existing employees in the Velma company appealed that they were unaware of the benefits they were receiving in the company (Luthans & Youssef, 2007). Moreover, some of the employees who left the company did not see the need to put their funds in the retirement scheme to evade the tax. Moreover, there is a childcare benefit that the company offers to the employees. Nevertheless, some employees claim that the childcare benefits scheme was appropriate, but they did not have children who could benefit.

Organizational Behavior Issue

In the Velma company’s situation, the current organizational behavior issue is difficulty integrating multiple personalities and having a cohesive view on issues in the organization. In the Velma company, the employees have different opinions on different topics in the organization, such as the company giving childcare benefits to its employees. The employees claim that they care beneficial but not relevant at the moment to them. Thus, the diversification of the individual’s views in the organization is possibly the major challenge that is facing the company at the moment (Luthans & Youssef, 2004). The issue at hand of failed collaboration in the company is in terms of the management giving their employees a chance to express their views on what they think about the benefits that they are receiving from the company. By effectively listening to the problems and the employees' opinions, the management could strategize the various measures that could appeal to the employees and, therefore, even counter their existing plans.

The cohesiveness and team building in the company and alignment of the management and the employees in accomplishing a particular objective could lead to the company's realization of impressive results. However, if the leadership or the company's management led without listening to their views could have massively contributed to the company's exit (Avey et al., 2011). Regarding the employees' opinion, it is very critical since different employees or personalities.

Issues to be Addressed in the Organization

Regarding the Velma company's current situation, several issues need to be addressed to counter the rising problem of cohesiveness of the various personalities and views. Therefore, the following questions need to be addressed;

• What are the multiple issues that benefit the employees that need to be addressed?
• How well are the employees informed on the various benefits they obtain from the company? What inclusions of services or considerations will the employees prefer?

Addressing the above questions, which are the significant issues that encompass the organization, will help the employees air their views regarding what they think should be included in their needs. Also, the management will consider the possibility of execution of the requests by the employees.

Solutions to the Issues

Regarding the problems of which the company’s management needs to be addressed. The company should often regard the employee’s views regarding work infrastructure following the organizational behavior and the various reward systems that are the benefits that the employees gain from the company. At the same time, the company maximizes the benefits.

Concerning the issue of how well the employees are informed about the benefits. The management upon employment of any member in the Velma company should always be issued with a form that stipulates the charges and the company's services in the reward system (Luthans & Youssef, 2007). The way should be in terms of a consent form that the new employee and the current employees should sign to consent to the various terms and benefits.

About the various inclusions that the employees prefer in the form of the reward system. The Velma company’s management should always consider the most relevant schemes in terms of the reward system. Like in the current problem, the employees disregard the retirement benefits since they comprise a taxing system. Preferably the company can provide information regarding the various services they offer their employees.

Recommendations for the Issues

A recommendation to the Velma company is always to regard how well the employees are informed of the benefits they obtain from the company. Therefore, declaring and emphasizing the importance of the various services that the employees receive will enable them to realize the advantages and appreciation (Luthans & Youssef, 2007), such as informing the employees on the relevance of retirement and child care benefits. Thus, education to the employees will improve the organization's behavior.

An overall prediction of the aftermath of an implementation of the company's various reward systems' education program. The company's provision of consent forms of multiple benefits will enable both the designers and the manufacturers to know what benefits they are entitled to other than the services. (Nelson & Cooper, 2017) Thus, the company will have integrated and unified its employees' various personalities, which will promote the general working effectiveness of the company.

References

Avey, J., Reichard, R., Luthans, F., & Mhatre, K. H. (2011). A meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, 22, 127–152.

Luthans, F., & Youssef, C.M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics. 33, 143–60.

Luthans, F., & Youssef, C.M. (2007). Emerging positive organizational behavior. Journal of Management, 33, 321-349.

Luthans, F., Luthans, K., & Luthans, B. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons. 47, 45–50.

Nelson, D. L., & Cooper, C. L. (2017). Positive organizational behavior. Sage Publications.