Article Summary
The concept of organizational behavior attempts to discuss the factors that depict the behavior of the concerned employees of the company under the business settings. The organizational behavior further considers the matters that are related to the interaction of the concerned people within the groups. The organizational behavior of the concerned people assists in the creation of the workplaces that operate in an efficient manner thereby leading to the improvement of the competitive advantage within the given organization. The study of the organizational behavior majorly discusses the scientific approaches that might be implemented in the proper management of the workforce of the organization. The following paper aims to discuss the views of the eminent researchers on the challenges that are faced by the management as well as the employees in the matters related to the organizational behavior. The essay opens with the summarization of the three chosen articles and proceeds to analyze the articles. The paper finally nears a conclusion with the recommendations to avoid such problems in the workplace.
Adams (1963) in the article entitled “Towards an understanding of inequity” discusses the theory of the existing social inequity with special reference to the inequality of the wages that are received by the concerned employees of the organization. The author through the article aims to put forth an understanding of the concerned phenomenon of the inequity in the wages that are received by the concerned employees of the organization. The article aims to discuss the promotion of the social justice in relation to the wages that are received by the concerned workers of the concern. The article also aims to discuss the factors that might help in the reduction of the economical unrest. The economical unrest as discussed by the concerned author is observed to be extremely disadvantageous for the given economy of the country. The author in this article attempts the formulation of the theory related to the inequity. The major basis of the concerned theory lies on the theory of the cognitive dissonance as proposed by Festinger. The article states that extensive research is required in the fields of inequity theories. These theories might help in the discussion on the specific situations wherein the formulated theory might be applicable.
Hanek, Garcia and Tor (2016) in the article entitled “Gender and competitive preferences: The role of competition size” discusses the gender inequality that is evident within the multitude of the organizations that have been operational within the global market. The article attempts a discussion on the gender discrimination as faced by the female members of the organizational workforce. The women who have been working at the various multinational organizations tend to depict differences in behavior when asked to perform under the circumstances that involved the receipt of a reward on the basis of the performance. The article further discusses the fact that the competition size plays a major role in the matters that pertain to the employment as well as the engagement of the employees in the organization. The article deals with the matters that have been pertaining to the entry of the women in the competitive areas of the market. The article suggests the fact that the concerned organizational management should aim to discuss the various factors that are necessary for enabling the entry of the female members of the workforce in the competitive activities within the organization. The article suggests that the better understanding of the organizational environment assists in the increase in the participation of the various female employees of the organization in the competitive matters within the organization.
Article Analysis
Paustian-Underdahl, Walker and Woehr (2014) in the article entitled “Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators” attempts a discussion on the matters that pertain to the advantages of the leadership of the female members of the organization. The article further attempts to shed light on the matters that are related to the effectiveness of the various leaders within the organization irrespective of their gender. The article suggests that the leadership abilities that have been depicted by the female leaders within the organization are known to be more effective than those that are depicted by their male counterparts. The article suggests that the concerned male leaders within an organization tend to rate themselves higher than their female counterparts when they are requested to rate their own performance. The findings of the article state that the theory of the role congruity might be demonstrated on the basis of the other theories that have already been existent in the fields. The article suggests that the theory in discussion can be applied to both the male as well as the female leaders of the organization.
Adams (1963) states that the theory of the existing social inequity with special reference to the inequality of the wages that are received by the concerned employees of the organization. The author discusses the effect of the inequity in the wages that are received by the concerned employees of the organization. The article aims to discuss the promotion of the social justice in relation to the wages that are received by the concerned workers of the concern. The article also aims to discuss the factors that might help in the reduction of the economical unrest. The economical unrest as discussed by the concerned author is observed to be extremely disadvantageous for the given economy of the country. The article also helps in the understanding of the fact that the economic output of the concerned company is heavily dependent on the remuneration that is extended towards the given members of the organization. The inequity within the given members of the organization is found to be valid in the cases wherein the concerned employees are either underpaid or overpaid in contrast to the services that they offer to the concerned organization in discussion. The article further discusses the role played by the remuneration in the matters that relate to the engagement of the employees towards the given organization.
Hanek, Garcia and Tor (2016) on the other hand discusses the role of the gender inequality that is evident within the multitude of the organizations that have been operational within the global market. The article attempts a discussion on the gender discrimination as faced by the female members of the organizational workforce. The women who have been working at the various multinational organizations tend to depict differences in behavior when asked to perform under the circumstances that involved the receipt of a reward on the basis of the performance. The article further discusses the fact that the competition size plays a major role in the matters that pertain to the employment as well as the engagement of the employees in the organization. The article in discussion highlights the issues that are related to the gender discrimination that is evident within the organizations that are operating within the global market. The article aims to discuss the depiction of the increase in the remuneration of the employees as a part of the motivational approaches that are adopted by the concerned management of the business organizations.
Paustian-Underdahl, Walker and Woehr (2014) further argues that the advantages of the leadership of the female members of the organization. The article further attempts to shed light on the matters that are related to the effectiveness of the various leaders within the organization irrespective of their gender. This article further supports the claims that have been made by the article that is discussed in the previous section. The article tends to describe the various issues that are related to the effectiveness of the leadership that faces variance due to the change in the genders of the leaders. The article suggests that the leadership abilities that have been depicted by the female leaders within the organization are known to be more effective than those that are depicted by their male counterparts. The article suggests that the concerned male leaders within an organization tend to rate themselves higher than their female counterparts when they are requested to rate their own performance. This aims to discuss the matters that are related to the gender differences that might be present within the given organization. The claims by Paustian-Underdahl, Walker and Woehr (2014) second those that are put forth by the Hanek, Garcia and Tor (2016) on the use of the remuneration as one of the major motivational factors that affects the concerned organization.
The various organizations that have been operational all around the world might be advised to implement certain measures in order to improve the conditions that have been discussed in the above section. The concerned challenge of the inequity of the payment might be resolved by the implementation of the proper incentive schemes within the organization. This might help in the proper maintenance of the payment-related issues that are faced by the workforce of the concerned business organization. The employees of the organization might also be motivated through the implementation of the payment schemes that are in accordance to the service that is provided by the concerned employee. The problem of the gender discrimination within the workplace can be avoided by the implementation of the various policies that would require the equal participation from the total workforce of the organization. This would help in the better understanding of the organizational environment assists in the increase in the participation of the various female employees of the organization in the competitive matters within the organization. The women who have been working at the various multinational organizations tend to depict differences in behavior when asked to perform under the circumstances that involved the receipt of a reward on the basis of the performance. The management of the organization might alter the competition size for a certain role in the company. This might assist the improvement in the employment as well as the engagement of the employees in the organization. The gender discrimination that is evident within the organizations that are operating within the global market can be dealt with through the implementation of the equality in the genders in holding the major posts within the concerned business organizations. The concerned management of the organization might also be advised to deal with the various motivational factors in order to maintain a proper balance among the workforce of the organization.
Conclusion
Thus, from the above discussion, it might be pointed out that the major challenges that are faced by the multitude of the business organizations relate to the challenges that are faced due to the inequity in the remuneration offered to the concerned employees of the organization. The organizations also face challenges in the matters that relate to the gender diversity within the organization. The problem of the gender discrimination within the workplace can be avoided by the implementation of the various policies that would require the equal participation from the total workforce of the organization. This would help in the better understanding of the organizational environment assists in the increase in the participation of the various female employees of the organization in the competitive matters within the organization.
References
Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422.
Hanek, K. J., Garcia, S. M., & Tor, A. (2016). Gender and competitive preferences: The role of competition size. Journal of Applied Psychology, 101(8), 1122.
Paustian-Underdahl, S. C., Walker, L. S., & Woehr, D. J. (2014). Gender and perceptions of leadership effectiveness: A meta-analysis of contextual moderators. Journal of applied psychology, 99(6), 1129.
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