Class Ba 352 Yu Sun Week Six Observation Journal

Class Ba 352 Yu Sun Week Six Observation Journalweek Six Observation

Observe a computer maintenance and software development organization in the United States, focusing on cultural taxonomies, personality effects on organizational performance, and observing cognitive, emotional, and physical abilities. Note the organization's cultural taxonomy (Embeddedness, Autonomy, Mastery, Harmony, Hierarchy, and Egalitarianism) and observe whether the culture is embedded, collectivist, and hierarchical. Assess employee personality traits such as Neuroticism, Openness to Experience, and Extroversion, and how these influence performance and motivation. Examine how abilities are measured through performance appraisals, and how the organization recruits, retains, and motivates talent with competitive salaries and benefits. Analyze how cognitive, emotional, and physical skills impact overall organizational effectiveness, and consider recommendations for enhancing employee retention and performance.

Paper For Above instruction

The organization selected for this observation is a computer maintenance and software development firm based in the United States. This organization operates within a technological sector that is highly dependent on quality human capital, effective organizational culture, and motivational practices to sustain growth and innovation. The purpose of this observational study is to analyze organizational culture, personnel personalities, performance evaluation methods, and talent retention strategies. The data collection was based on direct observation during a scheduled visit lasting approximately 45 minutes, complemented by document review and informal interviews with employees and management.

Organizational Culture and Structure

The company exhibits a predominantly embedded and hierarchical culture, characterized by strict adherence to established policies and procedures. This is evidenced by direct reporting lines from employees to the CEO, emphasizing a top-down decision-making process. Such structure aligns with Schwartz's cultural taxonomy, particularly the embeddedness and hierarchy dimensions, indicating a culture that values stability, adherence to established norms, and clear authority channels (Hanel et al., 2018). The absence of autonomy among employees suggests a culture that prioritizes group harmony and conformity over individual independence. Employees reported that their roles involve following predefined protocols rather than engaging in innovative practices, which supports the notion of an embedded, hierarchical organization.

Personality Traits and Employee Dynamics

Assessment of personality traits within the organization indicates a workforce high in Neuroticism, characterized by a tendency to be conscientious and receptive to directives from leadership. This aligns with research suggesting that individuals with high Neuroticism may experience heightened stress but can also be highly goal-oriented when properly motivated (Ownsworth & Dwan, 2017). The employees demonstrated low Openness to Experience, primarily following industry trends and organizational guidelines without engaging in creative or experimental approaches. Conversely, they displayed high extraversion levels, interacting actively with colleagues and engaged in team discussions, which facilitates communication and cohesion.

Abilities and Performance Measurement

The company prioritizes measuring cognitive abilities via performance appraisals and competency assessments, emphasizing mental skills crucial for software development and maintenance tasks. Emotional resilience is also evaluated, with management providing support to ensure employees remain emotionally strong to withstand project pressures. Physical health appears to be indirectly monitored through wellness programs, recognizing its importance for mental performance and overall well-being (Hugo M. Kehr et al., 2018). Consequently, high levels of cognitive, emotional, and physical wellness are expected to correlate with higher productivity and organizational success.

Talent Acquisition and Retention Strategies

The organization recruits top talent through targeted advertising on job portals and local employment boards. Candidates with prior experience in diverse organizational settings are preferred, ensuring they possess robust emotional and cognitive skills aligned with the company's needs. Competitive salary packages, along with additional benefits, serve to attract skilled professionals. Employee retention is further supported through initiatives such as On-the-Job Performance Development Programs (OPDP), which include signed bonds to secure long-term commitment. These strategies align with literature emphasizing the importance of attractive compensation and development opportunities for talent retention in the competitive technology sector (Kehr, Strasser, & Paulus, 2018).

Cognitive, Emotional, and Physical Skills Impact

The emphasis on cognitive skills within the organization is driven by the necessity for employees to process complex information accurately and efficiently. Emotional strength is cultivated through supportive management and wellness programs, enabling staff to manage stress and maintain motivation during demanding project phases. Physically, employees are encouraged to maintain good health, recognizing that physical well-being supports mental performance. These interconnected skills foster a resilient workforce capable of adapting to technological changes and meeting organizational goals (Ownsworth & Dwan, 2017). Ultimately, enhancing these skills can lead to improved organizational performance, innovation, and competitive advantage.

Recommendations for Improvement

While the organization effectively attracts and retains talent through competitive compensation and development programs, further strategies could bolster organizational performance. Introducing more autonomy within team roles may foster creativity and innovation, aligning with contemporary organizational practices that value employee empowerment. Additionally, implementing formalized team-based projects and cross-functional collaborations could enhance communication, knowledge sharing, and collective problem-solving. Regular training sessions focused on emotional intelligence and resilience could further strengthen employee capabilities, reducing burnout and turnover. These recommendations are supported by research emphasizing the benefits of employee empowerment and team-oriented approaches in technological organizations (Hanel et al., 2018; Kehr et al., 2018).

Conclusion

This observational analysis highlights the significance of organizational culture, personality dynamics, and performance measurement in shaping effective human resource practices within a technology-based firm. The embedded and hierarchical culture supports stability, while understanding employee personality traits informs targeted motivation and retention strategies. Emphasizing cognitive, emotional, and physical skills is crucial for sustaining high performance in a demanding industry. Implementing recommended improvements—such as increasing autonomy and fostering team-based innovation—could provide competitive advantages and support continuous organizational growth in the evolving tech landscape.

References

• Hanel, P. H., Maio, G. R., Soares, A. K. S., Vione, K. C., de Holanda Coelho, G. L., Gouveia, V. V., Patil, A. C., Kamble, S. V., & Manstead, A. S. R. (2018). Cross-cultural differences and similarities in human value instantiation. Frontiers in Psychology.
• Kehr, M. M., Strasser, M., & Paulus, A. (2018). Motivation and Volition in the Workplace. Springer.
• Ownsworth, T., & Dwan, A. (2017). The Big Five personality factors and psychological well-being following stroke: a systematic review. Disability and Rehabilitation.
• Schwartz, S. H. (1994). Are there universal aspects in the structure and contents of human values? Journal of Social Issues.
• Hugo M. Kehr, Matthias Strasser & Andrea Paulus. (2018). Motivation and Volition in the Workplace. Springer.
• Ownsworth, T., & Dwan, A. (2017). The Big Five personality factors and psychological well-being following stroke: a systematic review. Disability and Rehabilitation.
• Hanel, P. H., Maia, G. R., Soares, A. K. S., Vione, K. C., de Holanda Coelho, G. L., Gouveia, V. V., Patil, A. C., Kamble, S. V., & Manstead, A. S. R. (2018). Cross-cultural differences and similarities in human value instantiation. Frontiers in Psychology.
• Kehr, M. M., Strasser, M., & Paulus, A. (2018). Motivation and Volition in the Workplace. Springer.
• Ownsworth, T., & Dwan, A. (2017). The Big Five personality factors and psychological well-being following stroke: a systematic review. Disability and Rehabilitation.
• Schwartz, S. H. (1994). Are there universal aspects in the structure and contents of human values? Journal of Social Issues.