Importance of Organizational Behavior in the Workplace
Discuss about the Organizational Behavior in the Workplace for Processes.
In a workplace setting, the existing organizational behavior is likely to influence the manner in which employees interact with one another. Such factors have demonstrated the direct influence on the well-being of the workers, especially on collective work responsibility. Besides, when members of an organization refraining from working together, the institution is likely to encounter a decrease in the rate of growth and development due to inadequate employee satisfaction adversely affecting their contribution. As well, the organizational leadership will have challenges in exercising their duties if the interaction levels are poor, which makes the organizational behavior a critical aspect in management. However, the approach entails the manner in which different persons and groups within the organizational behavior and the related implications of such habits (Hofstede et al. 2010). On the same note, through organizational behavior, the management will determine the role played by systems, processes, and structures in aligning employee’s behavior to provide a basis for the operations. Therefore, it is significant to examine the goals, types, and effects of human behavior in the organization to enhance continued growth and development.
Similarly, in the determination of the goals of organizational behavior, the leadership should think of the positive influences of worker interactions within the institution to provide a clear picture of the objective. For example, employee behavior in the organization will allow for the demonstration of the different worker interaction levels. In such a consideration, the goals of the behavioral approach are to help in predicting and explaining the behavior of workers in the organization through the evaluation of the various influences. The different level of influences that are likely to be realized in an organization can be individual, group or institutional (Crowder 2012). However, the ideology in most cases will enable the management to understand the worker’s performances and implement mechanisms of improving the different interaction patterns among the employees. Furthermore, the conceptualizing the idea of human behavior facilitates for the improved leadership, effective communication, the creation of positive organizational culture, and subject to motivation that provides a competitive advantage. In such regards, the development of behavioral goals builds a basis for growth in the organization.
As well, institutions need to invest on worker’s behavior since it gives an insight for the smooth running of the business activities. For instance, most successful businesses are more likely to demonstrate excellent interactions at different organizational levels because the managers have knowledge on how behavior can be used to influence performance. Such a move provides a stepping stone for strategic management and increased performance in the organization that should be considered (Rospenda 2005). On the same note, the organization is more likely to thrive when the workers are effectively led and encouraged to do their best. Nevertheless, the outlined benefits of organizational behavior may vary with the manner in which they are implemented. In working environments, the high job satisfaction, commitment to the mission statements, and increased productivity among others will be necessitated by proper relations among the workers, which determines the organizational profitability.
Goals of Organizational Behavior for Positive Interactions
Correspondingly, organizational behavior affects the manner in which employees make rational decisions, which makes them be distinct from others. Such a consideration provides the employee with a better understanding in the workplace and the operations, and mechanisms in which the organization can excel (Baron 2008). For example, effective business leaders appreciate the influence of interaction on the performance that helps them realize their goals by closing the gaps that exist in the institution to encourage togetherness. In such an approach, behavioral science is essential in understanding effective methods of leadership and change management for the benefit of all. For proper workplace communication, effective organizational behavior should be instituted because it allows for the interaction between workers at individual or groups/teams with the same objectives (Minor, 2006). Furthermore, the knowledge of organizational behavior determines the possibility of organizational change since it involves modification of human characters. Therefore, it is significant in monitoring the functionality of the organization.
Organizational behavior exhibits various forms in managing the influence and interaction levels of the employees as individuals or groups. For instance, managerial control has demonstrated significance in the determination of organizational behavior at the workplace. However, managerial control encounters different kinds that affect the behavior of workers, like autocratic control where the manager exercises total influence or dictate the members of his or her organization (Breweton et al. 2008). As well, interactive control is exemplified in the working environment in which the employees have a voice and can be had to assist in the running of the organization. In such regards, the type of managerial control practiced determines a lot on how interactions are conducted and policies maintained. Besides, the different types of control affect organizational behavior both positively and negatively depending on the goals to be achieved (Balzer 2007). Nevertheless, autocratic control has demonstrated effectiveness in the short-termed organizations since the management shows little concerns about the workers that do not allow for a long-term contract. On the other hand, interactive control is essential for most organizations, especially in enhancing future development since the employees feel as part of the institution making them to increased productivity. On the contrary, the latter has limits that might affect the management due to the slow implementation and decision making the process from critics. Alternatively, the type of managerial control chosen by an institution will determine how the workers interact with one another and the realization of the organizational goals (Wagner et al. 2010). Therefore, if the control mechanism implemented does not provide for interaction among the members of staff, the management could be denying itself some valued inputs from being established to assist in the running of the workplace.
Benefits of Organizational Behavior for Effective Performance
As well, ethics form a vital part of organizational behavior since the ethical obligations are likely to suppress the unnecessary actions while allowing for the development of beneficial characters and attitudes. In such a consideration, the organization has to create an effective ethical policy to culture the good behaviors that will improve the situation of the workplace (Levy, 2006). However, to realize such an objective, the management must emphasize and enforce the organizational code of ethics to promote the positive interaction among workers, how they interact with customers among others. Such a move will enhance reduced employee turnover that encourages the development of the organizational behavioral culture (Crowder et al. 2010). On the contrary, high institutional worker turnover will pose challenges to the management since the newly acquired workers will take a reasonable time to adapt the existing culture in addition to bringing in irrational behaviors that never existed jeopardizing the organizational behavior. Therefore, the manager and his team should be in a position to eliminate any factor that can affect the organizational behavior through ethical codes and ensure a balanced interaction level for the benefit of the company.
Further, accountability should be emphasized in the organization since it affects the manner in which the employees will respond towards an action. However, the organizational structure provides a key reflection of the accountability of organizational behavior, which should be maintained for business growth. For example, departmentalization among other divisions in the organization will enable the management to determine which individual or group is responsible for a certain function or help in tracing the source of the problem in the organization (Jex 2008). As well, accountability allows the management to recognize and reward performance in the organization since the success or failure of the workers can be evaluated and accounted individually or collectively (Ashkanasy et al. 2002)). From such a scenario, the workers will be motivated in their various lines of duty to improve their accountability, which is vital for the development of a corporate culture. Therefore, organizational accountability will encourage the development of positive staff behavior since every employee will be held responsible for his or her behavior.
Much more, harassments at work provide an exemplification of negative organizational behaviors that that should be effectively addressed by the management promote the worker interaction levels. Such a consideration can be resolved through adequate training, enactment of ethical policies and ensuring diligence among the staff member (Tepper 2000). Besides, harassed employees are likely to feel lesser of the organization that hinders him or her from making a positive contribution due to the fear of intimidation from other employees or management. In such a response, organizational laws have been established to deal with the issue by eliminating the possible causes (Rayner 2005). Some of the reported harassment cases reported from workers include sexual exploitation, physical abuse, age and mental discrimination among others, which deters the employees from interacting with the rest of organizational members.
Types of Managerial Control for Organizational Behavior
Consequently, organizational behaviors have been evident as a vital component in the progression of the organization since it has negative and positive implication to the running of the institution. Besides, the policies developed within the organization will determine how the employees interact with one other, which in turn influences their contribution to the company. For effective and smooth management of the organization, the management should implement various policies that allow for the limitation of the negative behaviors, while encouraging good morals for the realization of objectives and goals. Therefore, workplace organizational behavior should be nurtured to improve the different levels of interactions for the benefit of the organization.
References
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