Learning Outcome covered
The employee personal characteristics affect the way the success of the firm directly or indirectly. Having well skilled, experienced qualified Having a better leadership in the organization is a critical thing as the management in on organization oversees all the activities in the firm such as managing the employees and managing the business resources(wood et al ,2016). The administration should also act as a role model to the employee to achieve the business goal. The managers in a firm also control processes so as to make sure the firm is working toward its purpose and to oversee risk that may occur as a result of employees’ activities such a loss from a business transaction or provision of better working conditions of the workers to prevent risk from occurring such as employees hurting themselves during the work process(Tayri, Sayce, hands, 2015). The management should also provide measures to safeguard the lives of the employees in case of an accident. To achieve the goals of the firm, the managers should analyze both individual and group variables to understand the nature of the employee you have and the whole firm in general. The process of analysis will enable the firm to understand what input is supposed to be introduced and measures to be undertaken to ensure that the employees’ individual and group variables impact on the firm are catered and are per expectorations of the firm.
In this report, I will discuss and analyze the impact of individual and group variable and their influence on the organization’s workplace and organization behavior that is a process of learning the firm behavior either at group level at the individual level. In this report am using Pike River Mine Accident. I will discuss and analyze how individual variable influenced the occurrence of the accident and how group level variables took part in making occurrences of the accident higher. I will discuss three individual variables and three group lever variable basing my basis on Pike River Mine accident.(Shukla and Drennan ,2018)
The individual variable is the characteristics of employees that are either gain through training, studies or personality features of employees(Schyn ,2015). In other word is what the employee behave when carrying out his/her duties whether under supervision in the organization setting. Individual variables can also mean features like gender, education level, age, work experience, religion or even races of different employment. All these individual variables are significant to any business as they determine the success of the firm. A firm with a better combination of employees with better variables enjoys the fruit of better work, efficiency and low chances of error in firm’s operations(Reb ,Atkin ,2015). The following examples show the impact of individual variables on work activities in the Pike River Mine accident.
Task Details
The term work diversity is the existences of employees from different types of employees with various features from a mixed race, gender, ethnicity, sexual orientation, and ability(Pereira, Malik, Froesea, 2017). A firm that observes work diversity widens its range of skill from its employees becoming better competitive and its innovation increasing leading to the better production process, provision of services and reduces the tendency of risks occurring. There still challenges and issues associated with word diversity such discrimination to the young and those who are not sufficiently experienced and harassment to women.
Pike River mine firm observed the work diversity as it hired worker of different races, age, ethnicity and abilities to work in the mine(Parson ,2016). What it employed from over the world may have a vast range of skill in the tunnel. Among the twenty-nine men that died during the accident twenty-four where New Zealanders, two Australian and one South African. The mine also employed old and young in the range of seventeen years to sixty-two years old. One of the people who died in the disaster was seventeen years boys who had just joined the Mine.
The diversity in the workplace, being one individual variable influenced the occurrence of an accident in the Mine in several ways(Mccracken, 2015). The firm employed a young worker with little experience in the firm. Joseph Dunbar, one of those who died in the accident was just seventeen years old. He was allowed to report in work even before the legal time and was even allowed to work deeper in the Mine where the experienced workers are an expected to work. The inexperienced employee and new are expected to work in simpler process in the Mine, but Joseph was allocated to complex part of mining(Lee,Kesebir, Pillutla,2016). The firm was also employed aged in the firm who also handled complex part of the process to a maximum of sixty-two year as evident from those who died in the accident. The Mine mostly employed men in its operation as all who died in the accident where men. The mine should have also employed more women to gender equality. Women tend to be more observant and maybe they good have noted the leaking of Methane gas in the Mine.
Job satisfaction is the measure of employee’s contentedness with their job regarding working conditions and performance enforcement to determine whether they like the post or not(Lamare,lamm,McDonnel and white ,2015). Having an employee who is satisfied with their jobs leads to better performance of the employees resulting in better services from the employees. Job satisfaction enables the worker to work on their best and efficiently reducing the numbers of hazards. Job satisfaction can be divided into three namely emotions, personality, the well-being of workers acceptance of the workers by the employer(Kitchin, 2017). Emotions are the feeling that tends to last for a shorter period while the moods tend to take a longer time compared to emotions. The positive or negative emotion of the workers is found to have been brought up by overall job satisfaction. The personality of employees has an impact on job satisfaction. An employee which higher affectivity is much likely to experience negative job satisfaction. The well-being of the employees is the act of ensuring the worker’s safety and basic needs are considered during the work processes(Kin and Reid ,2017). They are needs such as better working areas, use of better working equipment and better working condition which leads to worker satisfaction in the work he/she is working.
Individual Variables
The Pike River Mine, they did consider job satisfaction of the employees. The new workers and inexperienced workers were trained during induction and in the continuing training(Hashim, wok ,2014). The mine provided better ventilation in the pits to have fresh air in the pits and drive out the foul out of the pits. The Mine had the acting of accepting their employees. Jacob the young man who died in the accident was allowed to work in the mines before the right time
Lack of job satisfaction in the Pike River Mine was one of the factors that led to the accident. Although the Mine trained the new and inexperienced employees, most of the resources were directed on producing more coals rather than improving the quality of services of the employees(Gabriel, Daniels,Diefendorff and Greguras,2015). In the years before the accident, the Mines used to train employees better than the time the accident happened. The Mines had an initial plan of ventilating the tunnels in the mines which were to have two fans situated on the mountainside near the shaft; the Pike management decided to change the fans and relocate it to underground at the bottom of the shift. It resulted in poor ventilation in the mines which could have made it possible for the Methane gas to concentrate in the tunnels in the pits. The Mine did not provide better working places for workers as the second explosion happened without any human involvement(Dorostkar,rad, Avein ,2017). There was a tunnel in the mines that void where the Methane gas had accumulated. There were leakages in the roofs of the tubes that caused the gas to spill out to where the employees were undertaking
Task performance is the measure of an employee regarding his/her convention rate of raw materials to good and services. Task performance is those behaviors that are relevant to the organization that is evident from the day-to-day activities of the employees. The firm with a better task or work performance has a higher probability that the firm will achieve its goals and minimises the risks may be involved with having uncontrolled work performance. Work performance is a mechanism that a firm can use to monitor the activities of the employees. Its an individual variable that closely checks the performance of the employees. Task performance is used to determine the productivity of the employee, skills of the employee, the effectiveness and efficiency and the rate of work of every worker(Cross and Carbery 2016). The mechanism can also help the firm in determining the salaries as per work performance. The task performance also encourages group work during its operations. Doing tasks as a groups, enables the group to bring together several skill, minds, and talents to solve a given task in areas where the individual is best. It also encourages the employees to consult each other in case of failure in one area of the process, and this will improve the task performances in the firm.
The work Diversity
In Pike River Mine, the work performance was emphasized by having the employees undergoing training to increasing their work performance regarding efficiency and reducing the occurrences of the risks happening the firm. The new employees and inexperienced employees undertook training together to encourage teamwork and improve the efficiency of employees. The Mine failed in managing the task in the mines. For examples, there was more concentration of methane in the air, but no one reports the issues due to reckless employees in the firm who continued to work even after realizing that methane gas had exceeded the limit. The Pike River Mine did not invest a lot in employee training. It resulted in a bigger number of inexperienced workers compared to experienced workers who could have led to the occurrence of the accident in the mines(Coccia,2014). Poor communication methods among the employees in the mines could have resulted in many deaths in the mines. Better communication among the employees could have enabled the employees to communicate during the rescue missions. It was not possible to track the other employees or warn them when the accident occurred. There was also poor communication between the rescue team and the families of the affected workers as they could not determine whether they were alive remaining workers involved in the accident due to poor communication.
Group variables are the level analysis where socio-psychological and sociological is brought about. It includes the study of leadership, norms, leadership, roles, networks and interpersonal communication. It also involves the study of intergroup dispute, intra-group and group gesture(Chumg, Seaton, Cooke and Ding 2016).
Leadership is the action of leading a group of people with one goal toward achieving that goal. A good leader should act the role model of the group he/she is leading toward achieving their goal. A good leader should have the following qualities to lead his/her group: set objectives effectively and strive together with the team to meet the goals, be able to communicate effectively and appreciate development in his/her group(Carney,Cuddy and yap, 2015).
In the Pike River Mine, the lacked the better leadership to prevent the accident from taking place. Inside the mines, there was void formed during the mining of the first coal. The management should have realized how the void could be dangerous as methane being a gas could accumulate in there and later cause an explosion. The void then got filled with methane gas that leaked out of the void through a roof fall in the mine roadway to employees working activities. The management had poor planning as it had no emergency exit from the mines in case of an accident(Burrell and Morgan 2017). Lack of an emergency exit resulted in the death of many who could have been saved if there were an emergency door. If the mines had emergency exits, it would have been more comfortable in a rescue mission after the accident occurred in the mines. It could have saved life and property from damage from the burst in the mines.
Job Satisfaction
This study of the culture of the business or an organization that determines what is right and what is wrong. The ethical climate may be different from one firm to the others. The organization ethical climate is derived from the organization history, norms and its leadership. It proves that the moral climate has a significant effect on the employees and the employer in general. Having a firm with positive ethical climate can lead to better performance of the business and its strive to meet the goal.
At the Pike River Mine, they had the norm of having a high ratio of inexperienced, experienced miners. The ratio shows that the firm had little-experienced employees compared to skilled workers. It is a serious problem having this ratio in a big firm like Pike. The ratio could have been the reason why we had much death in the accident as the new and inexperienced employee don’t know how to fight fire or don’t know the best route out of the mine in case of an emergency. The Pike firm still had the norms of only employing men as the most significant number in the firm. The hundred percent of people who died in the accident were men. The management should make sure some women are introduced to bring about gender quality and work thus achieving workplace diversity(Algesheimer ,Bagozzi and Dholaki ,2018). The combination of one gender and the inexperienced employee could have been a reason for many death in the accident at mines as this combination has little range of skill and experience in the mines.
It is some principles that are designed to aid the employees in doing their activities with integrity and honesty. The code of ethics defines what the employees are expected of in term of the way they carry out their functions in the organization. It may consist of different responsibility depending on the level of hierarchy in the business. A code of ethics may also define the values and the mission of the firm where the objectives are identified as per the expectation of every employee and term and condition of the employment policy well outline in the document. The code ethics are supposed to be followed to the letter by the employee so to achieve the business goal and maintain all firm activities in order. The codes make sure that the business processes are carried as possible with the slightest error to ensure the safety of the employees and reduces hazards that may occur as a result of a failure in firm operations. In case of breaking the code of ethics, it got several sequences to the firm and the employees. The employees may be fired, to undergo training or reduction of responsibility to that employee(Bolden ,2016). The firm may experience in its business operation or may cause an accident in the work premises.
In case of Pike River Mine, we find that the code of ethics is not fully followed. The workers were still working against the standards. The standards state that the concentration of methane should be below fifteen percent in the air, but the employee in the mines was working in the areas in mines where the concentration was much beyond the allowed the limit. The broke the code of ethics that result in the vast accident that killed may lives in the mines.
Conclusion
The activities of individuals or groups in the firm are driving forces of the firm’s future. Having experienced, skilled and qualified employees may lead to the success of the firm as they are carrying out their roles to the best way possible. The composition of employees in a firm is vital as follows. The work diversity in the firm encourages better performance in the firm as it has a range of skill from the different characteristic of people. Job satisfaction is the feeling of being of belonging to a particular organization and its current management and nature of working conditions. Job satisfaction is brought up by having good working condition and a better code of ethics in the business. Task performance evaluates the ratio of work per time of the employee. It enables the firm to know the efficiency of its employees. For a successful firm, their number of group variables that influences its success as follows. Leadership is the core factor that influences the success of the business as it oversees all the firm activities. Lastly, we have a code of ethics that defines how tasks to be carried and consequences of breaking the code. It enables the employees to work per certain range towards the success of the firm. For better organization behavior study, it will to the success of the firm and reducing the occurrences of the risks
References
Algesheimer, R., Bagozzi, R. P., & Dholakia, U. M. (2018). Key informant models for measuring group-level variables in small groups: application to plural subject theory. Sociological Methods & Research, 47(2), 277-313.
Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Burrell, G., & Morgan, G. (2017). Sociological paradigms and organisational analysis: Elements of the sociology of corporate life. Routledge.
Carney, D. R., Cuddy, A. J., & Yap, A. J. (2015). Review and summary of research on the embodied effects of expansive (vs. contractive) nonverbal displays. Psychological Science, 26(5), 657-663.
Chumg, H. F., Seaton, J., Cooke, L., & Ding, W. Y. (2016). Factors affecting employees’ knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour. Computers in Human Behavior, 64, 432-448.
Coccia, M. (2014). Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), 251-266.
Cross, C., & Carbery, R. (Eds.). (2016). Organisational Behaviour: An Introduction. Macmillan Education, Palgrave.
Dorostkar, Z., Rad, F. M., & Aveh, M. C. (2017). The relationship between the desire to stay in work according to organizational posts and job stress in staff of industries and mines organization of Fars province. Indian Journal of Positive Psychology, 8(1), 32.
Gabriel, A. S., Daniels, M. A., Diefendorff, J. M., & Greguras, G. J. (2015). Emotional labor actors: A latent profile analysis of emotional labor strategies. Journal of Applied Psychology, 100(3), 863.
Hashim, J., & Wok, S. (2014). Predictors to employees with disabilities’ organisational behaviour and involvement in employment. Equality, Diversity and Inclusion: An International Journal, 33(2), 193-209.
Kim, M., Kim, A. C. H., & Reid, C. (2017). Positive organisational behaviour in NCAA Division I football: a head coach’s authentic leadership and assistant coaches’ psychological constructs. International Journal of Sport Management and Marketing, 17(1-2), 121-143.
Kitchin, D. (2017). An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge.
Lamare, J. R., Lamm, F., McDonnell, N., & White, H. (2015). Independent, dependent, and employee: contractors and New Zealand’s Pike River Coal Mine disaster. Journal of industrial relations, 57(1), 72-93.
Lee, S. Y., Kesebir, S., & Pillutla, M. M. (2016). Gender differences in response to competition with same-gender coworkers: A relational perspective. Journal of Personality and Social Psychology, 110(6), 869.
McCracken, L. (2015). An update on New Zealand’s post-Pike River mining health and safety regulatory regime. AusIMM Bulletin, (Oct 2015), 32.
Parsons, D. (2016). Mine disasters: the need for planning partnerships between mine operators and local community emergency planning committees. Australian Journal of Emergency Management, The, 31(1), 37.
Pereira, V., Malik, A., & Froese, F. J. (2017). Mapping the impact of Asian business systems on HRM and organisational behaviour: multi-level comparative perspectives. Journal of Asia Business Studies, 11(3), 253-261.
Reb, J., & Atkins, P. W. (Eds.). (2015). Mindfulness in organizations: Foundations, research, and applications. Cambridge University Press.
Schyns, B. (2015). D ark P ersonality in the W orkplace: Introduction to the Special Issue. Applied Psychology, 64(1), 1-14.
Shukla, P., & Drennan, J. (2018). Interactive effects of individual-and group-level variables on virtual purchase behavior in online communities. Information & Management, 55(5), 598-607.
Tavri, P., Sayce, S., & Hands, V. (2015). Organisational behaviour change towards waste reuse in the UK third sector. International Journal of Computational Methods and Experimental Measurements, 3(4), 291-304.
Wood, J. M., Zeffane, R. M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., … & Osborn, R. N. (2016). Organisational behaviour: core concepts and applications. John Wiley & Sons Australia, Ltd..
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
