Category: Human Resource Management homework help

 Discuss why it is important to understand physical development and brain functioning when working as an adolescent mental health therapist? 

Compare and contrast 2 of the following major types of health services professionals: physicians, nurses, dentists, pharmacists, physician assistants, nurse practitioners, and certified nurse midwives. Include their roles, training, practice requirements, practice settings, policy impact, and workforce issues. Discuss the interrelationship between medical providers and professional and the patients they serve with the context of an overarching health care delivery systems.

Although medical technology brings numerous benefits, what have been some of the main challenges posed by the growing use of medical technology in the United States? Next, how do American cultural beliefs and values influence the use of medical technology, to include cost containment efforts?

4 Units with Multiple Lessons in each of Multiple Choices Questions.
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Most organizations of varying sizes tend to emphasize market competitive pay systems (re-read pp.156-157). What do you believe is most important for a company’s competitive advantage with people by way of compensation and benefits: internal consistency or market competitiveness? Explain. In contrast, after reading and doing some research, can companies easily develop compensation that is both internally consistent and market competitive? What are some of the challenges to such an accomplishment? Be sure to support your answer with at least two references other than the text.
In 600–750 words, respond to the above.  Support your assertions with citations in the current APA format from the textbook, at least four scholarly sources, and two integrated Bible verses. Each reply must incorporate citations in the current APA format from the textbook, at least four scholarly sources, and two integrated Bible verses. Any sources cited must be peer-reviewed and have been published within the last five years.
Utilize Strategic Compensation: A Human Resource Management Approach, 10/e as one reference if possible.

1#   Have you been able to find any self-help groups in your area that focus on issues of common concern, such as public education, emotional support, or chronic ailments? If so, please share your findings and let’s discuss the similarities or differences in the resources we have located. 
2#  End Hunger Connecticut is an agency in my area that assists families of students in their community to free meals during the summer break when the children are not in school. Children eligible are children from the ages of 0-18, and 21 years of age if the child has any disabilities. Families are able to access this websit 24/7 for information such as time and location sites for the meals. This is a no fee program, with no income or address restrictions. 

1#  What steps can we take to ensure that our mission statement effectively communicates the purpose and values of our domestic violence prevention program for adult women, while also standing out and capturing attention? 
2#    It is crucial to ensure the protection of our youth. Our existence and progress as a society are due to the knowledge passed down from previous generations. Therefore, it is essential to preserve what is pure and innocent in our youth to secure a brighter future for generations to come. Your donations, no matter how big or small, can help us achieve this goal. My pride will never be too big to ask for help when it comes to securing a better tomorrow(Grammarly,2023)
Question: Could I have added anything to make my message about the youth stand out more? Or do you feel I was too repetitive and spoke in circles? I appreciate constructive criticism as it helps me grow, and learning is the only way to achieve that.

1# 
From a biological perspective, a child’s temperament is impacted strongly from genetics. With that being said, as a child grows their temperament can be affected by outside influences such as their parents and different social environments. I have a personal example for how my child’s temperament has changed over the past couple years. As an infant she was very calm and able to stay relaxed in any enviroment and around any group of people. As she got older she was very easy to feed and would try just about anything that we gave her. She enjoyed when she had to take medicine and doctor’s appoinments were also very easy, even when she had to get her shots she took it well and hardly cried. Around 18 months she got a high fever for the first time. Her dad and I took her to the hospital and, long story short, she had a bad experience. It was after this experience that she became difficult when trying anything new. She became even more clingy and for a while, we couldn’t even take her to the store without her freaking out. 
My daughter is now about 2 and a half years old and is just starting to warm back up to people outside of me, her dad, her grandma, and her grandpa. For the most part she is very silly and very sweet. I’m noticing that she is very caring when she notices that someone may be sad. She still doesn’t really try anything new when it comes to food and she still hates medicine and doctors. She can also be very irritable and angry when she doesn’t get the things she wants, which I know is just normal kid stuff. How this affects me as a parent can be very negative. I’m realizing that I get angry with her very easily when I don’t understand her frustration or why she is the way she is sometimes. When she is good, I am happy, but when she is bad, I have a hard time not getting upset when I don’t know how to make her happy. 
The text says that a parent may place inordinate pressure on a child to be different than they are. “If parents recognize that their child has a temperament of his or her own that may be very different from their own temperaments, they can make adjustments in their own behavior and expectations to help that child along.”(Zastrow, C., Kirst-Ashman, K.K. & Hessenauer, S.L., 2019) For example, I need to remember that my daughter is only 2 years old and that her behaviors are normal. Rather than get upset, I have to be understanding of that fact and I have to adjust my own way of dealing with her. 
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2#  
According to McCrae et al., “Temperaments are often regarded as biologically based psychological tendencies with intrinsic paths of development” (2000). Biological factors contribute to a child’s temperament in terms of heredity, their personality is literally determined (at least partially) by their genetic makeup. Psychological factors that contribute to a child’s temperament come from experiences. Those experiences involve factors like attention or a lack of attention, positive or negative feedback, fear-based lessons, or encouragement to explore, and being attended to when they cry or being left on their own  (Rothbart et al., 2000). Social perspectives contribute to a child’s temperament in a positive way if they experience healthy relationships, as it helps them develop cooperation and self-esteem (Johnson, 1975). If their social perspective is formed in a negative way it can cause them to be more “egocentric and delayed in their social perspective-taking development”, they may also suffer from lower self-esteem than children who developed positive social perspectives (Burack et al., 2006). 
Caregivers play a huge role in how they impact their child’s temperament as it is not biology alone that shapes a child’s personality. Caregiviers model behavior and influence their child’s temperament by how they act and react as an individual, and by how they interact and react to others including their child.  The emotions of the child impact the role their caregiver plays in parenting in many ways. If the child is considered hard or difficult and acts out in socially unacceptable ways the parent may react negatively. They may feel overwhelmed, or just simply not want to deal with them. What do you think the effects could be on a child’s personality of a parent checking out or ignoring the behaviors and not intervening? 

 
Children learn how to communicate, compromise, share, follow directions, follow rules, work with others, use proper language, and patience through play. Play helps develop children’s motor, cognitive, and social skills. (Center on the Developing Child,2019) It can teach children gender role expectations. For example, Playing with dolls is the start of teaching little girls how to care for babies, while tool sets show little boys that it is their job to fix things. It assists parents in teaching children manners each time they say thank you, no thank you, please, or encourage the child to do so. 
   
1#   Have you ever noticed a child struggling to put a toy together or maybe a puzzle? They will have a confused look on their faces while trying to figure out what is the best course of action to take. Play helps a child’s brain make connections (Sewell,2022). If the child figures it out independently, the child has just learned something new while also gaining patience and problem-solving skills. If the child does not figure it out, scaffolding would be the next best course of action. Parents giving hints, other options, or ideas to assist the child is called scaffolding. Instead of doing it for them, scaffolding allows the child to figure things out independently while building their confidence and helping them become independent.
     The development of motor skills also happens through play. Play encourages running, jumping, climbing, pulling, and pushing, as well as doing things that encourage children to use their smaller muscles, such as fingers, hands, feet, necks, waist, and mouth. Parents should participate in play with their children so they can notice if there is an issue in their child’s motor skill development. Physical therapy is usually needed to help children with motor skill issues. 
2#  Play is a crucial aspect of a child’s development, serving as much more than just a form of entertainment. It plays a significant role in their cognitive, social, emotional, and physical growth. Through play, children explore their surroundings, experiment with ideas, and develop essential skills.
Firstly, play enhances cognitive development by promoting problem-solving, critical thinking, and creativity (Bright Horizons, 2023). When children engage in imaginative or pretend play, they develop their ability to think abstractly, solve problems, and make decisions. They learn to think outside the box and develop flexible thinking patterns that aid in academic success later in life.
Secondly, play facilitates social and emotional development. During play, children interact with others, learn to take turns, negotiate, and resolve conflicts. They develop empathy and learn to understand the perspectives of others. Play also serves as a platform for emotional expression and self-regulation, allowing children to process and manage their feelings effectively.
Thirdly, play contributes to physical development. Active play, such as running, jumping, and climbing, helps in the development of gross motor skills, coordination, and strength. Fine motor skills are also honed through activities like drawing, building, or playing with small objects.
If a child does not learn how to play, they may face several potential outcomes. They may struggle with problem-solving, creativity, and decision-making skills. Socially, they may have difficulty interacting with peers, resolving conflicts, and understanding others’ perspectives. Additionally, a lack of physical play can lead to decreased motor skills, coordination, and overall physical fitness.
As an adult, play remains important in my life. While the nature of play may change, the essence remains the same: engaging in activities for enjoyment, relaxation, and personal growth. Play allows me to de-stress, unleash creativity, and explore new interests. I integrate play into my life by pursuing hobbies, engaging in sports or games, and occasionally indulging in recreational activities with friends and family.
Question for the class: How do you believe play contributes to the overall development of a child, and what are some strategies you have seen or used to encourage play in children? 

  
Organizational behavioral theories study aims to figure out how and why individuals act in a certain way in the real world and how workers interact with each other and the organisation itself. These theories also help organisations apply the knowledge and inform them how they should operate to boost employee motivation and efficiency, facilitate team cohesion and entirely maximise profit. Besides, the organisation behaviour theory has evolved and plays an essential role in structuring the organisation and helping leaders make significant decisions. As demonstrated at Assignmenthelpsite.com For anyone to understand the complex nature of the organisation and its related management problems, several organisational theories are fundamental since they further recommend specific actions, for example, how to organise teams, change how individual performance is assessed and modify award structures. In particular, this work explores organizational behavior theories to interpret the problems, scandals and behaviours faced by Uber technologies Inc. (Uber). 
Organizational behavior is crucial in determining an organisation’s accomplishments and shortcomings. In addition, how the managers treat the subordinate staff and how the entire organisation relates to its target clients are significant performance determinants. Uber was established more than one decade ago by Garret Camp and Travis Kalanick and named Uber Cap, but late changed the name to Uber. In 2012, the firm rolled out individuals to work for it while driving their cars (Kumari & Sharma, 2019). According to Goggin & Taylor (2017), Uber is a global and openly listed ride-haul firm that offers transportation and deliveries, among other transportation services such as Uber eats. The company operates across six continents, and in 2016 it grossed about a 2000billion dollars, employing more than 22000 workers (Kumari & Sharma, 2019). However, the company has faced numerous issues such as reduced employee morale, sexual assaults, discrimination and harassment, among other problems within and outside the organisation that have led to losses
Analysis
Issues Faced by Uber
Uber is the globe’s leading cab service application, with a record of more than 40million users worldwide per month. The firm has successfully emerged as the largest market share-holder for implementing an affordable cost and high-value organisation model (Kumari & Sharma, 2019). While assessing the company’s strategic position, it is evident that many individuals transmit from place to place daily. Thus, for efficiency reasons, Uber ensures a cab is available to pick up passengers whenever they need to travel. To ensure this is possible, the company has to attract thousands of drivers to ensure that every employee(driver) is contented while interacting with the application and loyal to the firm. Sequentially, Uber encounters the issue of motivating employees to be productive even through difficult shifts with minimal supervision. According to Kumari & Sharma (2019), the company prices are lower than normal taxis; thus, drivers are forced to give services at an affordable price. Evidently, the arrangement is not beneficial to drivers but the company. Therefore, one of the main challenges the firm faces is the financial motivations of its employees. After the trip, Uber and the driver share the driver’s earnings; thus, drivers are forced to overwork to earn significantly. Therefore, the company needs to come up with ways of motivating employees. The company have used several incentives to motivate the drivers that can be compared with dangling carrot since they permit the employees to work flexible hours, other than the eight to five rules that companies encourage.
Most drivers say flexibility allows them to uptake other jobs; hence, it can be viewed as a benefit. However, this perception makes drivers struggle with fatigue and well-being issues (Chen et al., 2019). In essence, fatigue can be elaborated in two ways. First, fatigue is due to drivers taking up other jobs and can also be caused by many drivers overworking to earn more. In addition, Uber has been subjected to community scrutiny because of some bullying, sexual harassment/assault and discrimination claims outside and within the company. There are many cases of employees being treated unfairly and unequally due to performance errors and minor mistakes. Besides, the Equal Employment Opportunity Commission labelled Uber as one that enhances a culture that enhances bully and sexual assault and revenge against people who raises concern about being sexually harassed (Conger, 2019). In another case, a worker reported that the company management threatened to beat her since she was underperforming (Issac, 2017). Also, several customers have been victims of sexual assault and harassment, making it clear that uber is facing a cultural crisis.
It has recently been evident that the firm has experienced constant losses since, in 2017, the losses grew to 4.5 billion dollars, approximately 60% higher than the previous year, which was 2.8billion dollars (Kumari & Sharma, 2019). Though there are some reasons for the company to downgrade in profit, for example, higher cost bases and competition, and management issues are among the leading issue. Several management issues have impacted Uber’s competition and financial position negatively, fueling the escalating distrust of drivers, customers and regulatory agencies.
Currently, the company is experiencing high employee turnover, suggesting that the motivation strategies are inefficient. Also, according to (King & Lawley (2016), job satisfaction is the most cause of workers turnover in an organisation. Therefore, when employees have job satisfaction, they automatically desire to keep their position; in contrast, when they are unsatisfied with their work, they will be compelled to leave because they feel unmotivated (Badubi, 2017). With the aid of organizational behavior theories, this discussion explores the identified issues to enhance significant contribution to the firm.
Concept of Challenge Identification in Organizational Behavior Assignment Help
The challenge the company currently faces is solvable by comprehending a person-to-organisation relationship that Weiner defines as a psychological contract (Buchanan & Huczynski, 2019). The contract has different expectations; the drivers should have the information about the management expectations concerning their contributions to the company regarding loyalty and skills. Besides, the company should provide incentives, mainly in the form of psychological rewards and motivations.
While assessing employees, they contribute to the company either through knowledge or skills perceived to be valuable. However, in the case of Uber, the employee’s contribution come in the form of time, loyalty and customer service. Considering the company’s unique composition, it is evident that Uber is yet to match the driver values with their available rewards and motivation. For many years, the company have tried to lower turnover, and according to its research on driver psychology findings the company established incentives like sending text messages and emails to the driver to inform them of the areas with high and the possible money goal they can get (Goggin & Taylor, 2017). The job fit issue must be regarded when considering the rewards and motivation system of the company. Also, while attempting to make significant money, the drivers work for too long, increasing the hazards due to the sensitive nature of their work. A tired driver can easily cause road accidents and injure themselves, customers, and others. Also, arguably, since the company enjoys more market shares, most employees have no other better option but to constantly work with Uber. Thus, it is crucial to identify that the firm is facing numerous operational issues that must be resolved.
Applying the Organization Behaviour Theories
Organisation behaviour theories can be applied to individual or group behaviour. The aim is to discover why and how people behave as they do. For instance, in the case of uber, the theories help point out the issue and offer a solution; Uber has been experiencing a high turnover rate due to its unmotivated drivers, and then the theories help the organisation take action to correct the situation in coming days. Also, they help in predicting specific behavioural responses to change. Prediction assists the company in determining the outcome of a result in a given situation. In addition, organisation behaviour theories help in controlling behaviours. 
Attribution Theory 
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The attribution theory can be applied while assessing the company’s role in the employees’ life. The theory consists of two major components: mood and job-related attributes (Buchanan & Huczynski, 2019). Among the issues the company faces is the negativity connected with their work. Many workers complain that Uber takes a hefty amount of the driver’s earnings. The argument has painted a bad image in the employees’ minds since they believe they can earn more similar to a normal taxi. On the contrary, most clients perceive the company negatively for employing untrained drivers. Using the attribute theory to elaborate on how mood affects the entire company, it can be claimed that pessimistic employee attributes their negative viewpoint to little pay and long working hours. Though they have flexible working hours, their job satisfaction is low; thus, job fit is highly affected (Chen et al., 2019). As a result, the pessimistic employee can opt to leave their position, ultimately leading to high turnover. In addition, work-related attributes include job commitment and job satisfaction (King & Lawley, 2016). It is evident that one of the issues that the drivers faces are being unmotivated. Motivation goes in line with job commitment and satisfaction. Among the factors that have contributed to the lack of job satisfaction is the lack of intercultural training drivers need while associating with different customers who use the application.
Motivation 
Human relation management theory and theory X and Y emphasise that seniors should reward their staffs’ hard work, specifically if they aim to achieve constant company growth (Buchanan & Huczynski, 2019). Rewards take different forms, such as giving the best drivers special trophies or offering financial incentives for achieving specific targets. Therefore, the managers should apply these theories to determine rewards they can afford to dole out and offer the most meaningful rewards to the driver who deserves them.
Motivation is the strategies and measures an organisation undertakes to ensure that workers have desired performance behaviours. Besides, rewards for executing a function or task are motivation (Badubi, 2017). Motivation plays a major role in general output and performance. Uber motivates its drivers via goal-directed behaviours. The company drivers are continually made and given tips on achieving financial goals, and the company informs them about the higher-performing areas. The allure of attaining these goals makes them work for long hours and excessively. Therefore, its motivation ways end up causing other problems; hence the approach can be considered a traditional motivation approach. This tactic assumes that drivers are chiefly motivated by money-making drivers defiant to the point of harassing customers and doing anything possible such us for long hours to earn more. However, the firm should embrace a human resource approach to ensure that the firm comprehends the driver’s contributions and creates a conducive working environment.
Their many theories were coined to explain motivation. However, most arguments focus on the need for motivation-based theory. The company employees have specific needs that are not addressed. Therefore, regardless of the incentives that Uber has given, employees still work overtime and bend the rules; that is why to a point, they even sexually assault customers. Consecutively, endangering lives. The hierarchy of needs by Maslow can be applied since it is a motivation theory with five stages: physiological needs, safety needs, social needs, self-esteem needs and self-actualisation. These human needs allow individuals to feel fulfilled. Maslow’s theory of motivation is mostly applied to organisations to help managers determine the best way to motivate employees and ensure their needs are met (Buchanan & Huczynski, 2019). Similarly, when workers understand this, they easily determine whether their needs are met at the organisation and the best ways to meet them. For the company, drivers lack a basic salary, creating fear of failure to provide, affecting physiology and safety needs. Fulling these needs would directly impact drivers’ job satisfaction. In addition, the achievement needs can also be considered psychological since many drivers previously worked as normal taxi drivers who either worked individually or for other firms. Therefore, they had set their target. However, the company structure is flexible and allows them to do other things; thus, most drivers fail to seek achievement in their jobs. According to Kristian et al. (2021), result analysis indicates that achievement motivation directly impacts job satisfaction and employee performance positively. 
Also, the situation at hand can be elaborated using equity motivation theory. The theory explains that the employees are motivated only when they feel they are treated equally to other drivers in the industry. However, the drivers have reported several cases related to discrimination and bullying. When equal treatment is lacking, there is an inequity assumption that lowers the driver’s self-esteem. As a result, the company employees compare themselves with normal taxi drivers and their counterparts in other companies and believe they earn less. Consecutively, they feel demoralised and opt to leave their work. To compare equity statistically, the results of the Uber employees are divided by their contribution, and the outcome is compared with their counterparts. Research conducted regarding how Uber drivers feel discovered that the majority feel less motivated than other drivers due to less pay (Petticca et al., 2020). Therefore, the company continues to experience high driver turnover. Similarly, the long working hours demotivate drivers as they try to make a significant amount like their counterparts. This has been proven by professional writers.
The company’s approach to motivating drivers is according to their client service, loyalty and time. Also, the company has faced a challenging time developing an equilibrium between performance and workplace behaviour to make employees find their work significant. In addition, one must understand human relation management theory to understand how drivers can be motivated. Therefore, the company should focus on creating a better motivational approach for employees to make them realise their job significance. Drivers’ motivation and productivity can be enhanced through positive social bonds between drivers and acknowledging each worker while treating them as human beings who need to rest, not as productivity machines (Buchanan & Huczynski, 2019). Enhancing social bonds among Uber drivers can enable the company to progress in the right direction. According to research among the leading organisations, sustainability depends on the strength of social bonds between Uber drivers and managers (King & Lawley, 2016). However, this feature is often undervalued since it tolls on employee commitment. The power of social bonds is important and extensive since it can shape mentality and key behaviours that result in success where all drivers can thrive.
The drivers should be trained in financial stability and customer services while ensuring they are motivated. Financing advice will help the drivers to solve issues correlated to fatigue that results from working for long hours. The company’s motivation skills should ensure drivers significantly comprehend their tasks. Additionally, the scientific management theory urges maintaining a healthy relationship with workers while retaining suitable boundaries (Buchanan & Huczynski, 2019). As set by the theory, an efficient work environment is where seniors respect employees and treat them with humanity, not as profit machines. To do this, the company should have regular catchup drivers to better understand their progress and the challenges. Fostering open and honest discussion is key to maintaining a positive organisational environment. However, the managers should avoid being over-friendly and overfamiliar with drivers as they lose respect and lower productivity.
Personality Theories 
Amongst the main organizational behavior theories, the personality concept has been discussed. To understand the personality notion, the concept of nurture vs nature is significant as many scholars have highlighted nature’s role in affecting people’s behaviours regarding genetic compulsion and primary instincts (Buchanan & Huczynski, 2019). Personality has a significant role in organizational behavior because how individuals feel, think and behave effects numerous workplace aspects. Similarly, an individual’s personality influences their behaviours in a team, their attitudes, and the way make a decision. Besides, personality influences a company’s leadership; this can be mirrored in Travis Kalanick, former Uber CEO, and his poor leadership and management style. According to Kumari & Sharma (2019), the bullying and sexual harassment claims and the intellectual property lawsuit are all attributed to Kalanick’s brash and failure to admit his poor leadership style. The former CEO failed to invest time to grow and empower his drivers, lacked leadership skills and had a quick temper that all influenced why he relegated his CEO position and the bad company reputation. This can be pointed out via aggressive threats from him due to the driver’s performance, and his video presents yelling at one of the drivers (Kumari & Sharma, 2019). Also, his leadership nature is significantly reflected through his motto of “always be hustling”, which makes drivers believe that anything can be done to get on top (Forgione, 2020), thus, creating a toxic and negative organisational culture that results in drivers and public dissatisfaction.
In addition, behaviours and management style set out by the former CEO can be reflected through drivers’ behaviours and their shameful sexual assault and harassment of passengers and covering up of scandals to save the organisation’s reputation. Kumari & Sharma (2019) cite a CNN report that shows nearly 103 drivers have been accused of sexual abuse by customers in the U.S from 2015 to 2019. Also, there have been struct and fatally accidents by the company drivers, and drivers have attacked passengers after disagreements over routes. In addition, Uber drivers have sexually or racially harassed their passengers and have been groped by the drivers. Also, the disgusting personality is evident through the company’s human resource management and their silencing behaviours after victims of bullying and harassment within the company since “they felt comfortable to punish them” (Tait, 2020). Also, the personality theory helps show the vile and toxic organisational culture instilled by management to improve the company’s financial performance while ignoring the significance of positive organisational culture.
Discussion and Recommendation
For drivers to find the meaning of their work without supervision is critical. Drivers need to know the company’s mission and vision. In addition, the work implication problem is extensively brought on by the reason drivers fail to feel the sense of company success and ownership. However, to resolve the issue, I recommend that the organisation engage the drivers comprehensively so they feel they are part of the organisation. In addition, to ensure drivers feel part of the organisation, the company must ensure loyalty, thus resolving the challenge of high worker turnover. On the same note, uber must eliminate the inequity feeling experienced by drivers. Feelings can encourage drivers to work extra hard to earn more like their counterparts. To resolve the feeling of inequality, Uber should increase the fair client pays or decrease the fare percentage. Therefore, the measure taken will guarantee uber drivers have identical chances of generating a significant salary and the same time, reduce their need to work overtime. In that regard, Uber will require vital financial advice to change the percentage and still generate returns.  
Further, Uber must implement the porter-Lawler model, whereby extra attention is positioned between performance and job satisfaction (Badubi, 2017). From the discussion above, Uber drivers lack satisfaction in their job since most leave the company for other companies or become sovereign taxi drivers. Besides, high worker turnover has resulted in the tight financial position of the company; therefore, the company is unable to meet the needs of its clients. The company frequently employ new drivers, which is expensive and time-consuming. To avoid employee turnover, the company must create better enticements and strategies for motivation. In essence, creating a reward system must encourage competition and increase performance. For instance, full-time drivers must have better rewards and goals than part-time drivers. Therefore, if drivers meet their daily target, they must have a good reward as it will improve the company’s operation in several ways. For instance, it will encourage part-time workers to become full-time workers to obtain a reward. As a result, the company will be capable of increasing drivers on its platforms. 
Besides, Uber must create a system that allows drivers to select a weekly timetable used by company management. The timetable will assist the firm in monitoring drivers easily and closely. In addition, it will restrain employees not to overworking themselves, thus becoming easier for them to implement the significant feature the firm considers in a driver. It is easy to demotivate a hardworking worker because of continuous interaction with people of different cultures or backgrounds. Additionally, the significance of rest must converse with every employee working for the organisation as drivers may still feel the need to work for a long time regardless of the company’s right policies. To resolve this, Uber should sensitise the importance of rest to their drivers because lack of rest is linked to the dysfunctionality of drivers’ behaviour (Chen et al., 2019). In addition, Uber must set a limit on working hours to balance performance and working behaviour. Therefore, more policies are required to sensitise the importance of resting and working hours. 
Further, it is recommended that Uber have a call centre whereby clients can call and report misbehaving or exhausted drivers. The organisation will then be able to trace drivers’ records and see the hours the drivers have been working. However, we cannot undervalue that nowadays that customers can give feedback on their ride after reaching their destination. However, the current feedback system issues take long hours for the company to analyse and address complaints. The customer care or emergency number provided by the uber application must be effective to guarantee both clients and drivers are safe. Therefore, the implemented action will ensure the organisation have a positive light, and the negative perception of customers and drivers will be diminished.
Additionally, it is recommended that uber must come up with a punishment for disobedience. When a driver receives a low rating from a client, the organisation ensures the client and the driver are disconnected (uber). Also, working past the organisation’s timetable must be punished with abrupt suspension pending review. Lastly, the company’s defiance is punished via less pay until the driver transforms. 
I would also suggest that the firm survey its workers via the application. The recognised accidents involving uber taxis are due to tiredness due to overworking drivers to make more money. The company should research how to motivate drivers and ensure drivers drive safely. Besides, basic training is vital since it will assist drivers in dealing with different encounters and motivate them. Also, drivers require training that will lead to task importance identification. Evidently, drivers fail to feel their task’s significance and even take it for granted to some. To resolve such issues, Uber must ensure all employees are trained and have acquired skills that concur with the market acknowledged standards. Besides, training can be done virtually via online platforms for existing employees or face-to-face with new employees. In essence, training is best if trainers fully understand the impacts of dysfunctional behaviour. Trained drivers understand their tasks and engage in better ways with their customers. 
Lastly, it is recommendable for Uber to empower its workers. The company can employ various ways to empower drivers. First is training drivers on various factors that affect their work productivity. Second, through company development goals and personal goals. Drivers must be allowed to set their own goals, be it weekly or monthly. Besides, empowerment should help drivers to feel responsible for their actions. The challenge of ownership needs to be entailed in the empowerment process. Therefore, the organisation must ensure their drivers feel company ownership success and organisation product, thus creating loyalty to the company. 
Conclusion
The organisation behaviour theories discuss the individual and group behaviours, predicting specific behavioural responses to change, and controlling behaviours. In turn, these theories help identify Uber’s challenges and offer solutions. Uber has successfully managed to be efficient by creating value for low cost and convenience, and as a result, the firm enjoys a larger market share than its competitors. However, the company have outlooked its employees, which has led to high driver turnover and other management challenges. Also, the company driver faces low motivation since they suffer from overworking and fatigue, affecting their entire well-being and behaviours. The former manager has negatively impacted company behaviours, which is why the number of complaints has increased in recent years. The challenges call for solutions, and the work offers recommendations. The lack of equilibrium between performance and workplace behaviours has led many employees to quit as either normal taxi drivers or work in similar firms. Uber must develop better motivation approaches according to driver loyalty, time, and client service if it wants to survive in the market.
References
Badubi, R. M. (2017). Theories of motivation and their application in organisations: A risk analysis. International Journal of Innovation and Economic Development, 3(3), 44-51.
Buchanan, D. A., & Huczynski, A. A. (2019). Organizational behavior. Pearson UK.
Chen, M. Keith, et al. (2019). “The value of flexible work: Evidence from Uber drivers.” Journal of political economy 127(6) 2735-2794.
Conger, K. (2019, December 5). Uber Says 3,045 Sexual Assaults Were Reported in U.S. Rides Last Year. The News York
Times. https://assignmenthelpsite.com/buy-assignment-help 
DuBrin, A. J. (2013). Fundamentals of organizational behavior: An applied perspective. Elsevier.
Forgione, K (2020). Avoid Toxic Culture like Uber, and Create A corporate Like Netflix. Revelian. https://www.revelian.com/employer/blog/avoid-a-toxic-culture-like-uber-create-a-corporate-culture -like-Netflix/
Goggin, B. & Taylor, K. (2017). Forty-nine of the biggest scandals in Uber’s history. Business Insider 2017-11?r=US&IR=TAustralia. https://www.businessinsider.com.au/uber-company-scandals-and-controversies- 
Issac, M (2017). Inside Uber Aggressive, Unrestrained Workplace Culture. The New York Times. https://www.nytimes.com/2017/02/22/technology/uber-workplace-culture.html
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