Types of Workers in an Organization
Discuss about the Human resource management in organization service.
The typical profiles of the various types of workers in the organization are discussed as follows;
This particular worker seeks stability, predictability and security. They like well established and stable organizations which give clear goals and set the routines of the career paths.
These types of workers seek friendships, belonging as well as fulfilling relationships. These workers have excellent social activities and seek opportunities to help others. They are very good team workers.
They seek respect, social esteem and recognition. These workers like the visible perks which are linked to their positions, job titles, opportunities to shine clear hierarchical structures.
They seek control, power and influence over other people as well as resources. These employees like leadership or managerial roles along with visible and clear responsibilities for resources and people, promotion and career prospects (Boxall & Macky, 2014).
These workers seek material satisfactions, money as well as above average living. They like reward and performance to be strongly linked with their professions. They are more drawn to the professions which have visible routes of promotion and above average payments.
These employees seek specialization, mastery and knowledge. They like the roles which require specialist skills and knowledge. They are motivated by the environments where the personal development is led to form recognition of the expertise.
They seek creativity, change and innovation. They have a liking towards problem solving, innovative organizations, developmental activities and challenging environments. They involve themselves into the generation of new and innovative ideas (Kossek & Lautsch, 2012).
Managing a healthy professional and personal life balance can be a challenging task and at times, it becomes more intimidating especially during economic stagnation as well as uncertainty. Achieving a healthy work life balance highly requires managing the personal as well as professional life in various manners that keep the workers’ energy flowing. It is important for any organization to offer their employees with a balanced work life as it keeps them happy. The organizations must give due attention to different things which fulfill and enrich the workers. This includes fitness and health, career and work, relationships and family, community services, spirituality, passions and hobbies, recreation and rest and also intellectual stimulation. In order to have a proper and balanced work life, employees should analyze their current situation and maintain a time log of everything (Swaminathan & Rajkumar, 2013).
Moreover, the organizational managers and leaders must organize social gatherings and encourage their employees to bring their family members along with them. In addition to this, the employees must be motivated to determine their priorities. The employees must be motivated to spend some serious time reflecting on what is more important for them. In addition to this, they must set specific goals and schedule scrupulously. Moreover, setting realistic and fair limits can also prove to be beneficial on the long run. Furthermore, clearly communicating these limits and boundaries to the co-workers, partners, family members and supervisors is also immensely important. Last but not the least, employees must take proper care of their health and it should be on the top of their priority list (Sturges, 2012).
Strategies for Achieving Work-Life Balance
Work patterns and the demands of these workers;
The activities of the defenders typically involve setting up of organizational goals and objectives. They also need to perform some marketing functions, conduct market research, product planning and competitive evaluations.
Their working patterns are similar to that of the employees of any organization. They perform their daily activities of achieving daily targets and also fulfill the duties of helping their co-workers and socializing with others.
They are highly recognized in the organization because of their star performance. They are particular about their working hours and perform their duties within the given time, which gives them opportunities to shine. They are well aware of the organization’s clear hierarchical structures (Yukl, 2013).
The directors perform their leadership power and seek control and influence over other people and also, resources. They are highly competent and have visible and clear responsibilities for resources and people, promotion and career prospects.
They seek material satisfactions and money above average living. These workers like reward to be strongly linked with their professions. Their professions have visible routes of promotion and above average payments.
Experts are the ones who seek specialization, mastery and knowledge. They are more inclined to the roles which require specialist skills and knowledge. In addition to this, these employees are motivated by the environments where the personal development is led to form recognition of the expertise.
Creators seek creativity, originality, change and innovation. They prefer solving difficult problems and have a liking towards innovative organizations, developmental activities and challenging environments. They also like generating new and creative ideas and concepts (Cummings & Worley, 2014).
Growing prevalence of the work life conflicts is highly affecting the employees’ wellbeing and this in turn, create challenges of management. High conflicts at the workplace diminish productivity and also increase the costs of employee health care. Each and every employee has different working hours depending on their job positions. However, the working hours, availability through the technology, working flexibility, national culture and the governmental policies highly influence the professional and personal life balance of the workers. However, the role of the organizational culture as well as support needs to be more and more significant than the human resource practices for enhancing the employees’ wellbeing. For the organizations to enhance the wellbeing of the personnel, it is beneficial for the organizational culture to provide the employees with organizational support and develop formal offerings of wellbeing (Rehman & Azam Roomi, 2012).
However, there are several factors which the organization needs to consider for offering a proper work and professional life balance. The first factor which the managers need to focus is the working conditions of the organization. The working conditions include; positive working environment, flexible working hours, achievable targets and deadlines and less overtime ensures proper work life balance (Spinuzzi, 2012). The second factor includes the facilities which are provided within the organization. The third and the most important factor is the performance level of the employees and lastly, the support from the organization (Berman et al. 2012).
Factors Influencing Work-Life Balance
The competitive strategy of the airline is discussed in this part of the paper. Philippine Airline has been certified as the four star airline by the Skytrax, which has conducted a rigorous audit of the Airline. The organization has staff service standards as well as product quality. The company has managed to provide its customers with the desired experience across all phases of their travel. In addition to this, the company has certified reports and documents from the governmental officials regarding the quality and emission of pollution. Moreover, it has strong reputation and noted major enhancements as per customer satisfaction is concerned.
Customers prefer getting the best of experiences at minimal rates. The Philippine Airline has pricing advantages as well. They serve the customers with the best of services at minimal and reasonable costs. The lower costs of the Airline are highly attractive for the organization itself and it resulted in the high demand as compared to other Airline Groups. The competitive cost advantage in the Airline industry is the constantly moving target for any organization. The company can however, get affected by the cyclical effects which will lead them to the reduction in the travels of all types of individuals (Mowday, Porter & Steers, 2013).
However, the company can get affected by the threats of the new entrants into the market. It is very easy for new Airlines Company to come into this industry and intensify the competition. Therefore, the company needs to set its pricing strategy in accordance with that. The major barriers can be profound consumers’ loyalty towards the key brands, incentives of buying from a particular firm such as loyalty programs, scarce resources, excessively fixed costs and prices, switching governmental policies and laws and prices of the Airlines industry. In addition to this, the power of the suppliers also plays an inevitable role in this (Homsombat, Lei & Fu, 2014).
If the single supplier has very powerful influence over the firm’s marginal controls as well as volumes it can highly impact the overall business of the organization. Moreover, the suppliers can gain substantial powers from different sources like the monopoly of the given product; higher costs can lead to the switching of suppliers, unavailability of the substitutes and the particular products being highly significant to the buyers or the suppliers. Furthermore, the power of the buyers also plays a significant role in this. This refers to the amount of the pressure that the buyers can apply to the organizations.
In addition to this, the availability of the substitutes can also determine the probability by which the consumers can switch to a particular product and service of the company’s competitors. Moreover, intensity of the competition determines the degree to which the rival groups can affect the overall business of the organization. Last but not the least, it can be said that the Airlines industry is becoming a fiercely competitive market. In modern days, significant changes have led to the increased potential of the future needs of the industry (Grant, 2016). The major factors include the capacity of the airport, routes of the airlines, technology, costs of purchasing or leasing the aircrafts and more.
Pilots: The Airline’s pilot fly an average of 75 per month. Moreover, additional 150 hours are required per month for performing other duties like checking the weather conditions and preparing the flight plans. They have variable schedules of work which includes some day offs as well. They have to spend several weeks away from their homes due to flight assignments however; they get special allowances for meals and accommodations.
Flight attendants: The flight attendants’ work schedule is a bit unpredictable like that of the pilot’s. They work in the weekends and holidays as well. Most of the attendants are limited to working twelve hours shifts but some are also allowed to work fourteen hours shifts. They spend at least 65 to 85 flight hours per month and also have opportunities of working overtime. They get twenty four leaves per year.
Maintenance workers, cleaners and baggage handlers: They are required to work ten to twelve hours for six days. They get extra payments for working overtime. In addition to this, they are also offered alternative work arrangements, rotational shifts and twenty four days leave in a year, like others.
Call centre operators and office workers: The organization provides flexible work schedule to the office workers and call centre operators. They have to serve the organization for eight to ten hours including half an hour break. However, they get thirty additional leaves per year, apart than sick leaves, early leaves, emergency leaves and others. They can take one day off per week. However, they don’t get paid extra for working overtime.
There are additional leaves as well, such as early leaves, sick leaves, emergency leaves and others, which are applicable to all employee types. The human resource managers of the company have successfully provided the employees a healthy working environment, which in turn motivates the employees and increases their productivity level (Kossek & Lautsch, 2012).
References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems. Sage.
Boxall, P., & Macky, K. (2014). High-involvement work processes, work intensification and employee well-being. Work, employment and society, 28(6), 963-984.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Grant, R. M. (2016). Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
Homsombat, W., Lei, Z., & Fu, X. (2014). Competitive effects of the airlines-within-airlines strategy–Pricing and route entry patterns. Transportation Research Part E: Logistics and Transportation Review, 63, 1-16.
Kossek, E. E., & Lautsch, B. A. (2012). Work–family boundary management styles in organizations: A cross-level model. Organizational Psychology Review, 2(2), 152-171.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Rehman, S., & Azam Roomi, M. (2012). Gender and work-life balance: a phenomenological study of women entrepreneurs in Pakistan. Journal of Small Business and Enterprise Development, 19(2), 209-228.
Spinuzzi, C. (2012). Working alone together: Coworking as emergent collaborative activity. Journal of Business and Technical Communication, 26(4), 399-441.
Sturges, J. (2012). Crafting a balance between work and home. Human Relations, 65(12), 1539-1559.
Swaminathan, P. S., & Rajkumar, S. (2013). Stress Levels in Organizations and their Impact on Employees’ Behaviour. BVIMR Management Edge, 6(1).
Yukl, G. A. (2013). Leadership in organizations. Pearson Education India.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
