Assessment of Halpins Methods - Paper Example

Halpins methods as CEO hurt teamwork and working together at same organization between managers in different departments (Sutton, 2003). I think it created a perception among workers that they were working to beat each other in performance and brought unfair competition behaviors that may have undermined the ultimate goal of the organization. He may have perceived that the methods would bring out the best performance among his managers, but possibly they started to look for ways that may increase their performance and reduce the overall performance of their counterparts. The methods do not necessarily motivate employees to work hard to achieve the objects of an organization, but may make a person remain at the same state if they make sure their competitors are falling (Tjosvold et al., 2003).

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Effects of employees competition

Competition among colleagues mostly kills cooperation, unification, and trust among themselves. It is because competition makes employees try to become better than each other bringing unhealthy rivalry (Manzoor et al., 2011, p. 122). Collaboration becomes hard as everyone tries to achieve personal goals at the expense of the organizational goals to win the competition in the workplace. Possible unity among the employees diminishes over time as well as trust. Trust level goes down because of the tricks employed in an environment with a rivalry (Sutton, 2003). Everyone keeps any possible skill and idea that may make them win the competition and hence a lack of trust because of failure to share ideas.

Contribution of High Reward on Success of Microsoft and GE

High rewards practices by Microsoft and GE plays a significant role in leading to their success because of the benefits it brings about to the employees. The performance based rewarding method works as a motivation to all employees to keep on working to achieve overall business goals. Top performers are encouraged to keep on working hard because there is no set ceiling of their rewards, and the goals of the organization are upheld at all times (Daft, 2011, p. 310). In keeping of the best talents, top performing employees get encouragement to remain with the organization and low turnover costs are incurred making the companies keep on making high profits. Employees do not see each other as a direct competitor and cooperation, and sharing is not affected. Therefore, creativeness and innovation are kept. The methods clearly have contributed a lot to the success of Microsoft and GE.

References

Daft, R. (2011). Understanding management. 1st ed. Mason, OH: South-Western Cengage Learning.

Manzoor, S., Ullah, H., Hussain, M. and Ahmad, Z. (2011). Effect of Teamwork on Employee Performance. International Journal of Learning and Development, [online] 1(1). Available at: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.682.1135&rep=rep1&type=pdf

Sutton, R. (2003). Organizational Behavior: The Enemy Next Door. 1st ed. [ebook] CIO Insight. Available at: http://www.cioinsight.com/c/a/Past-News/Organizational-Behavior-The-Enemy-Next-Door,%20Please%20answer%20below%20questions%20in%20a%20numeric%20order. [Accessed 21 Jan. 2017].Tjosvold, D., Johnson, D., Johnson, R. and Sun, H. (2003). Can Interpersonal Competition Be Constructive Within Organizations?. The Journal of Psychology, 137(1), pp.63-84.