Aligning Employee and Organizational Needs for Enhanced
School
Government College University Faisalabad**We aren't endorsed by this school
Course
ACCOUNTING 3423
Subject
Management
Date
Dec 12, 2024
Pages
3
Uploaded by ColonelComputerQuetzal16
In my training, one topic that captured my interest was the dynamic link betweenemployee and organizational demands. The discussion examined how misalignment of thesedemands can cause productivity, staff engagement, and morale issues. Organizations requirerealistic techniques to achieve optimal "fit" between employees, and organizations need tohandle this issue.The significance of corporate communication and feedback procedures was one topic thatstood out. This is consistent with the idea that knowing and fulfilling employees' needs can helpcorporate performance (Aguinis, 2009). As a manager, this approach could be highly beneficialin cultivating a positive work atmosphere and increasing employee happiness. Regular check-ins,surveys, and open forums for feedback could all be used to measure employee requirements andensure that organizational initiatives correspond with individual goals (Pulakos & O'Leary,2011).A manager could develop specific strategies to implement this concept, such as holdingregular one-on-one meetings with employees to discuss their career goals, providing trainingopportunities aligned with individual development plans, and creating a culture that encouragesopen communication. According to studies, matching individual and organizational goals leadsto improved job satisfaction and performance (Kristof-Brown et al., 2005).As a consultant evaluating HR management, you can ask the following questions todetermine how successfully an organization achieves alignment between employee andorganizational needs:1.How does the organization collect employee feedback regarding their career goals andjob satisfaction?
2.What mechanisms exist to identify and address potential misalignments betweenemployee aspirations and organizational strategies?3.How does the organization communicate its overarching goals to employees, ensuring aclear understanding of organizational expectations?4.Are there training and development programs tailored to individual employee needs,fostering a culture of continuous learning?HR executives, department heads, and employees at various levels would be keydecision-makers to ask these questions. Understanding management and staff perspectives iscritical for understanding the organization's approach to harmonizing employee andorganizational needs. Balancing individual and organizational needs is crucial for fostering apeaceful and effective work environment. Effective communication channels and feedbackmechanisms can help achieve this alignment, which benefits both employees and theorganization.
References:Aguinis, H. (2009). Performance management (2nd ed.). Upper Saddle River, NJ: PearsonPrentice Hall.Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals'fit at work: A meta-analysis of person-job, person-organization, person-group, andperson-supervisorfit.PersonnelPsychology,58(2),281–342.https://doi.org/10.1111/j.1744-6570.2005.00672.xPulakos, E. D., & O'Leary, R. S. (2011). Why is performance management broken? Industrialand Organizational Psychology, 4(2), 146–164.https://doi.org/10.1111/j.1754-9434.2011.01315.x