+1-817-968-5551
+61-488-839-671
+44-7480-542904About Expert
Key Topics
Requirement
Prepare a reserach essay on Increasingly companies’ marketing and public relations activities, and their reports are highlighting their environmental and social activities and goals. A number of commentators claim this is “greenwashing”. Discuss, referring to business ethics.
Solution
Organizational behavior
The term Organizational behavior is defined as an overall study of actions, attitudes, activities and behavior of individuals and groups toward each other as well as toward the organization with a purpose of improving its functioning and performance. It highlights the significance of nature of relationships and multiple viewpoints of these individuals and groups to maximize their output. It also establishes its culture and is characterized by leadership, decision making and the level of motivation of its people (Hersey, Blanchard and Johnson, 1996).
Why take stress when you can take financial management assignment help from the professional experts of Allassignmenthelp.com? You can pay and easily avail of our management assignment help and score good grades. The talented and professional experts on our website will help you and provide you with conflict management assignment help at the most affordable price.
Different approaches to organizational behavior
Through the extensive researches done by countless management experts, we have various theories and approaches that effectively describe organizational behavior and its significance.
The Scientific approach of leadership emphasizes the need for an effective and efficient way of doing jobs in an organization. In this approach, firstly the objectives of the organizations are determined and then the performance standards are outlined. The managers believe that the best way to perform any given task is to assign specialties to the employees and set a standard time for performance. Based on these requirements, the workers are selected, trained, and the new processes are planned and optimized. Human relationships approach was carefully developed by a dedicated team of Harvard researchers (Ivancevich, Konopaske and Matteson, 2008). The study was done in a plant of Western Electric Company on the effects of different degrees of plant illumination on the output of the workers. They found that there were other significant factors affecting the performance as well, and they were identified as formal and informal organizational relationships. This approach was known as “Hawthorne Effect.” Then the decision making approach is the behavior emphasizes the importance of choosing the alternatives that meet the criteria for success. Decision making process is the compromise between goal achieving behavior and the one that does not optimize goal achievement (Pinder and Moore, 1979).
In Hierarchy of needs approach, it is suggested that the employees of an organization are motivated to satisfy the basic needs based on certain parameters like psychological, safety, self-esteem and self-actualization. The managers direct employee behavior and reward them based on their performances. Also, some employees are conscious enough of assuming responsibilities and the managers facilitate them in meeting organizational goals. Then, comes the systemic approach in which organization behavior focuses on the three important parameters namely: input, systemic processes and output. There is always a feedback loop in this approach that continuously modifies the system. It is further categorized in subsystems including management, coordination, maintenance, finance and human resources.
The other subsystems in the organization are purchasing and sales, production, manufacturing, research and development and innovation.
The psychological theories mentioned above, greatly impact in making the environment of the organization conducive in much better way. They include various factors. Motivation is one such a factor allowing employees to sustain their efforts in a goal-oriented way. Motivated workers are more inclined towards achieving the targets in more efficient manner, and they are always the delight of the management. Psychologically, attempts can be made to explain as to how employees are motivated by evaluating people’s needs. Maslow’s theory, in this regard, justifies these needs on the basis of basic survival as well as metaphysical fulfillments. So motivation drives employee’s behavior for fulfilling his/her needs and achieve company’s goals. Reciprocal behavior works in the direction of achieving the targets when an employee becomes a recipient of given benefits. A relationship starts building on account of this mutual obligation wherein leadership backs employees and treat them favorable to attain organizational agenda. The lack of reciprocity may cost the organization the loyalty of its employees (Collins, 2010). Positivity is another psychological factor that is responsible for the propagation of confidence, hope, resilience, and optimism among the employees. These important positive traits effectively bring constructivism and hence excellent output for the organization.
As organizational behavior is also the application and analysis of individual’s and group’s knowledge focused towards success. So there are certain determinants regarding this scenario: people, technology, and organizational structure. Any organization, small or large, consists primarily of people and they come from different backgrounds and may belong to diverse ethnic groups. They bring special skills with varying levels of determination and ambitions with them. Some are progressive, take responsibilities, work hard and get quickly promoted to higher levels. While others enjoy being satisfied with the way they are. Not to suggest that they are any less efficient, managers, therefore, feel the need to utilize the correct management styles for them. As an example some employees learn by examining them closely, some are self-sufficient and self-directed while others need independence to learn and perform. Different people have different tastes toward a group as some of them are reserved, some become more capable while some like to correct their mistakes more often than not with others. The next determinant is technology that greatly influences the capabilities of employees and organizational output (Luthans and Church, 2002). The employees utilize the technology in many ways for greater production with, for an instance, updated equipment, and computer software. Moreover with the introduction of more sophisticated tools, there is more cohesiveness in the environment as managers can save their time in articulating the details and direct their energies towards much better analysis of the organization. The presentation software greatly helps them in this regard. The other aspect of technology is that due to lack of it the employees may start viewing their work as a much difficult task making them more frustrated and less efficient. Finally, the important determinant that needs to be discussed here is organizational structure. It is crucial in that the employees need a proper and well-formulated structure to work effectively. Different businesses have different working structures (Ouchi, 1977). For example, in a bureaucratic style setting, employees will be made to wait for approvals, budgets and salaries as more people are involved in decision-making processes. Such type of organizational structures may also hamper creativity and morale of employees. The customer-based structure, on the other hand, is best suited for employees who work in customer-centric processes because such companies serve diverse customer groups. So, customer satisfaction is an important element for them.
Organizational behavior is also an indicative of how employees and groups of employees interact and create positive changes in the workplace. In this case, there are various factors that affect the organization. Managerial control is the first one that plays a critical part in the in organizational behavior. It has various levels such as autocratic control and interactive control. The former dictates as to how employees are made to perform the task and be efficient (Bruggeman, Bartholomeeusen and Heene, 1988). The latter, on the other hand, allows the employees to have a say as to how the company runs and what added suggestions could work for it. Next is ethics as every company develops its own set of ethics and the management is responsible for enforcing their ethical code on employees with a purpose of reflecting it through them. The factors affecting ethics are maintained throughout in organizations for conducting business all the time. Accountability is next factor that gives the employees a sense of responsibility for organizational functions and projects. The lack of responsibility for success as well failure can negatively hamper a company’s productivity and reputation.
Place Order For A Top Grade Assignment Now
We have some amazing discount offers running for the students
Place Your OrderConclusions
As per the researches and studies, it is clear that organizational behavior is a dynamic process in which all the stakeholders of any particular organization have their respective influences for better or worse. Individual capabilities sometimes get exponentially increased during group formation; while in different scenarios get suppressed because of changed behaviors. Individuals and groups are required be aware of key practices all the time to maintain their effectiveness. Excellent leadership, when combines with knowledge and expertise of the employees, can garner more than desirable results based only on their behaviors. The skill-sets of various teams and groups can be greatly refined by properly managing as well as motivating them. The complicated tasks and projects of any organization can only be simplified by harnessing individual as well as collective potential of groups. As a manager, it is a challenge how to avoid problems and differences and provide different roles, responsibilities, expectancy and rewards. Therefore, the success of any organization largely depends on assimilating and measuring all the aspects of behaviors that have positive and adverse effects on the organization.
References
-
Bruggeman, W., Bartholomeeusen, L. and Heene, A., 1988. How Management Control Systems can Affect the Performance of Service Operations. Int Jrnl of Op & Prod Mnagemnt, 8(3), pp.76-85.
-
Collins, R., 2010. The Contentious Social Interactionism of Charles Tilly. Social Psychology Quarterly.
-
Hersey, P., Blanchard, K. and Johnson, D., 1996. Management of organizational behavior. Upper Saddle River, N.J.: Prentice Hall.
-
Ivancevich, J., Konopaske, R. and Matteson, M., 2008. Organizational behavior and management. Boston: McGraw-Hill/Irwin.
-
Luthans, F. and Church, A., 2002. Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1), pp.57-72.
-
Ouchi, W., 1977. The Relationship Between Organizational Structure and Organizational Control.Administrative Science Quarterly, 22(1), p.95.
-
Pinder, C. and Moore, L., 1979. The Resurrection of Taxonomy to Aid the Development of Middle Range Theories of Organizational Behavior. Administrative Science Quarterly, 24(1), p.99.
Give your grades a boost
Just share your requirements and get customized solutions on time.
-
1,168,768 Orders
-
4.9/5 Overall Rating
-
5,052 Experts
