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Select a people management issue from your organisation or one that you are familiar with and critically analyse it using appropriate theory and course content.

For the purpose of this assignment I am going to look at a current people management issue within the team I work in. Also for the purposes of this assignment I will relate to the person in question as Jane, in order to reflect anonymity.

There will be a variety of aspects I intend to cover in order to critically analyse the presenting issue.

To summarise, the people management issues I am presented with is a worker who covertly has no wish to be a team member, no wish to show support her other team members during busy periods of time, and a team, some of whom, feel resentful against Jane

In order to have framework form understanding the issues, I believe it will be important to explore organisational context, individuals and group behaviour. Whilst there are many areas of interest within this area that I could drawn upon and explore, I have chosen for the purpose of this assignment to explore further aspects such as group cohesion and team working.

The Organisational context is important in understanding the parameters in which people work in. As Huczynski & Buchanan (1985) state, organisational context relates to the how the work of the organisation is carried out, performed. This is through the application of policies, guidance and rules.

Furthermore Clinebell and Shadwick (2004) also express within their research that 'organisational context is important in the determination of attitudes and behaviours (Rousseau, 1978 cited in Clinebell and Shadwick, 2004)’

Clinebell and Shadwicks (2004) research looked at job satisfaction, and the correlation to the context of the organisation, for example main office staff versus staff of a branch. Although this does not relate directly to my issues, it is important to understand and acknowledge that the context of the organisation plays an important part and should not be overlooked.

Firstly, as a manager I have my own personal perception and expectation of workers as well as corporate expectation. I have personal rules, values as well as delivering organisational rules and values. Nottinghamshire County Council, and more specifically Children’s Services Directorate, has a very clear context. We have very clear guidance and are strictly governed not only by our own policies and guidance, but also by external organisations. The context clearly outlines expected behaviours of the team.

Huczynski & Buchanan (1985) also describe how organisation context is seen as the wider environment in which we work as well as the policies and rules we work within as described above. They are the drivers in which we are shaped. Within the Team I manage, one could argue that the workers do not trouble themselves with the direct correlation of the external environmental factors and that they are only concerned with the context of policy rules and guidance which have a direct impact on their practice. For example the directive that a certain procedure will be followed will concern the worker; however the reasoning’s behind the directive and the formation of the procedure may not be as of great concern.

Again, Huczynski & Buchanan (1985) are clear on the link between the understanding of the external environment and the effectiveness of the organisation, and as a manager, albeit at middle management level, I have to understand how this can impact on the workers within the team and how we can effectively use such techniques as environment scanning or PESTLE to understand and be proactive regarding outcomes.

PESTLE allows you to look at the various different elements of the external environment which may have an impact on the organisation. I think it is fair to say with the Local Authority as the organisation there are many varying levels of complexities on which this exercise could be carried out,...
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