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Organizational Effect On Employee Psychology Essay

2208 words - 9 pages

Organizational Effect on Employee Psychology
Organizations are defined as a social group of individuals who come together to achieve a common goal or particular purpose. The success of an organization starts with a solid foundation to build upon. The foundation starts with a vision, followed by a clear and concise mission statement and supported by a great employee base that executes the plans. When we magnify the layers of a successful organization, it usually reveals great leadership and the loyal employees who follow them. Understanding the importance of great leadership and the value of a high performing staff is critical to any organizations success. The relationship between the ...view middle of the document...

In this paper, I will describe the organization in detail and outline the people problem that has progressed over the past decade. I will discuss the key factors that are leading to the challenges this organization is facing today. Furthermore, I will propose a plan to address the root-cause of the problems the organization is having with its employees, and show why these few simple changes will have such a positive impact on the overall morale of the organization.
The Organizational Challenge
Few organizations can say they have been around for over 100 years, let alone 125 years. More remarkable, few can say that they have steadily increased revenue and market share during this entire stretch of time. This organization can proudly state this fact, and is a well-known retail beast that has sold everything from clothing to cars, and hats to homes. This organization has been nationally recognized over the past 100 years for excellence in retail and revolutionizing shopping, as we know it including having the famous “catalogue” for shoppers to browse in the privacy of their own homes long before the internet was even a thought in some technology moguls mind. Organizations like this are bound to have I-O psychology related issues, and this was certainly the case when I worked for them from 2011 to 2013. I was a General Manager (GM) for them and my store had upwards of 150 employees across multiple sales and operations departments. Shortly before I started, the organization completed a national employee census survey (anonymous) asking the employees for feedback on leadership, corporate headquarters, store products, policy & procedures, communication, recognition, training, and much more. The 40+-question survey separated into categories and then assigned a score to each of the categories with comparisons against the district, region, and nation. The survey also included a comparison against retail in general to see where they scored against competitors in the industry. To my surprise, the store I took over scored very low in multiple categories with employee morale and employee satisfaction being the lowest in the district, and well below the region and nation averages.
My first big assignment as GM was to address the employee concerns first hand and come up with a plan to improve the morale and employee satisfaction for my store. I first needed to understand how this organization and my store got to this point, so I had round-table discussions with the associates allowing them to speak freely and honestly without the repercussions of possible retaliation. I quickly learned that this was not an overnight issue and veterans of the organization convinced me that the problem has been occurring over many years as the company lost sight of its people and cared more about making a profit by any means necessary. I spent the next two years focusing on my people and controlling what I could control and was able to make a big difference in my...

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