Power and Politics at Work Literature review Example | Topics and Well Written Essays - 1250 words

Power and Politics at Work - Literature round off ExampleAs the paper outlines, employee motivation is thence one of the major aspects of modern business. But this could be vitiated by several aspects like agony and rough treatment in the realize place. In their article entitled Human Resource Development Review- Towards a theoretical model of performance inhibiting work place dynamics, Brian A. Altman and Mesut Akbere argue and analyze that many situations could arise that could best be termed as performance inhibiting work place dynamics. Therefore it becomes very important that employees pick out to be positive minded and not cynical or caustic about the work or any other related matter. In the bite article, its authors, James B. Avey, Tara S. Wernsing and Fred Luthans argue that while negative minded situations do present itself in business enterprises, at the end of the day it is the positive mindedness attitude of the employees that could service of process overcome diff icult situations and bring about beneficial organizational change. (Avey., Wernsing & Luthans, second article). For instance, many whitethorn think in terms of downsizing in a negative sense but it could also increase efficiencies and streamline operations in a positive way. In the next article, its authors argue about the pros and cons of the merit payment schemes in the context of nonprofit organizations. The authors argue that under conventional methods, entitlements to incentives were taken for granted and not directly related to performance, but the new innovation is that even in organizations requiring workforce to consider altruistic motives while performing, it is often the better performers who gain more merit payments rather than the poorer performers. However, the fairness of the schemes often determines its authority and negative performance rating could serve to lower productivity and performance since if the the organization does not reward their performance, but i nstead responds unfavorably to it by valuate performance unfairly, an employee will perceive inequity. (Cirka., & Deckop, Third article). That being said, now the argument moves from individual-based performance and motivational strategies to group based ones. In the nextarticle, the authors argue that team up efficacy sometimes becomes more important than self-efficacy and thus while providing a greater degree of flexibility and leeway to operations, especially customer servicing, service teams ar able to deliver better results, although they may be constrained about the optimum performance of each team constituent member. Thus self-managing teams are indeed very crucial in the overall organization performance index and are greatly valued, despite the argument that gaining optimum levels of performance from all members may be difficult propositions. (Royter., Wetzels., & Jong, Fourth article)