Employees’ Perception in an Organization

Introduction

Managers and leaders in an organization have delegated the role of ensuring employees carry out outlined tasks with the aim of attaining organizational goals and objectives (Ivancevich, Konopaske & Matteson, 2011). Good managers should clearly outline the strategies and methods used to attain the organization’s goals and vision. These strategies should be monitored closely to ensure workers take the right course of action in achieving the organizational goals. Employee perception is the understanding and being aware of sensory information affecting the organization. Employees attitude and perception have a direct effect on an organization. For example, poor perceptions made about a decision can easily spread through the organization. This can create a negative impact on employees’ morale and consequently affect production. Managers should take dynamic steps to change negative employee’s beliefs so that they comprehend the logic in the organization’s course of action. Managers should understand the key factors that are significant in attracting employees to retain and keep them more committed to the development of the organization.

Main Body

Managers can employ the following methods to change their employees’ perceptions of the organization (Benjamin & Media, 2008). Managers should conduct surveys into the organization and ascertain their employees’ view of the workforce. The managers should know how their workers feel about the things that they do, and not just assume they are comfortable with the job. Managers should include their employees in decision-making processes. This makes the employees be part of the organization. It will motivate them to work in a positive direction towards the attainment of the organization’s goals. Supervisors should also discuss issues pertaining to the organization with the staff members. This builds trust among the workers and their superiors.

Moreover, managers should ensure there is constant communication between them and their employees (Blurt, 2011). A wide variety of methods can be applied, such as; internal memos and in-person during staff meetings or e-mails. Communication helps to clarify information held by employees about the decisions they perceive to be made wrong, or unfairly by their superiors. Managers should also show appreciation and recognize the efforts their employees make by rewarding them accordingly. Managers should develop social and cultural relationships among workers in the organization. This will create a transparent environment where workers are free to air out their opinions concerning matters affecting the organization.

Conclusion

Managers and leaders should know how to motivate and inspire teamwork in the organization. They should create an effective work atmosphere and organizational culture that involves the employees. This will motivate the employees to work at their best. Managers should act like trainers or coaches by providing examples of themselves in the general work done. This will build employees’ confidence with their leaders, and they will look up to them as their role models. It will help the organization improve its performance tremendously. Moreover, the improved level of motivation among employees helps them to develop their individual and professional attributes. These attributes would enable employees to interact with one another, thus developing flourishing working relations amongst themselves. The system used to reward employees should be not only well-defined, but also fair to everyone. Employees are often demoralized by biased leaders who favor certain individuals. An organization utilizing these tactics will experience rampant changes in their workers’ behavior towards the attainment of the organizational goals and objectives.

References

Benjamin, T. & Media, D. (2008). How to Change Perceptions at Work. Web.

Blurt, I. (2011). What is The Importance of Perception in Organisational Development. Web.

Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2011). Organization Behavior and Management. New York : McGraw-Hill Higher Education.