Organizations have been described as “groups of people who workinterdependently toward some purpose”. This definition clearly indicatesthat organizations are not buildings or pieces of machinery. Organizationsare, indeed, people who interact to accomplish shared objectives. The studyof Organizational Behavior Essay (OB) and its affiliated subjects helps usunderstand what people think, feel and do in organizational settings. Formanagers and, realistically, all employees, this knowledge helps predict,understand and control organizational events.
There are three determinantsof behavior in order to make an organization more effective: individual,groups, and structure. The people within the organization and theirbehaviors affect the performance of the organization. There are a number ofbehavioral disciplines that contribute to OB: psychology, sociology, socialpsychology, anthropology, and political science. There are lot ofchallenges and opportunities today for managers to use OB concepts. One ofthe most important and broad-based challenges facing organizations today isadapting to diverse work environments. Organizations are becoming moreheterogeneous in terms of gender, race, and ethnicity.Order now
Understanding theconcepts of OB allows management to facilitate the needs of a diverseworkforce. Organizational behavior is about people at work in all kinds oforganizations and how they may be motivated to work together in moreeffective ways. By studying these behaviors you become more aware of yourbusiness ethics and are able to positively find ways to transfer youremployee’s attitudes and behaviors into more positive experiencespersonally and for the company. Most organizations realize that being ethical is good businesspractice and pays in the long run. To be ethical requires treating others — customers and employees — properly and fairly.
A company that isinterested in growth and profits must establish relationships withcustomers and employees based on trust. Improvement of the employer-employee relationship is important to both parties for several reasons. First, employee productivity increases when employers treat their employeeswith more respect. Second, employees may find that increased ethicalbehavior on their part actually results in higher compensation. Forexample, many companies are involved in relationship marketing, which isthe process of creating and maintaining long-term relationships withcustomers. Relationship marketing, which can help a company increase itsprofits, requires the cooperation of employees.
Employees that performtheir jobs conscientiously and diligently are frequently rewarded withhigher wages. Third, even if there is no material gain, ethicallyappropriate behavior provides a sense of self-satisfaction. Therefore, itis advantageous for every organization to maintain high ethical standardsand thereby foster trust between a company and its employees. Virtually all studies of employee satisfaction show that influencingemployee attitudes is more affectively done by local managers andsupervisors than by any other force with in a business or organization. Positive attitudes, behaviors, and language are the most criticalingredients, supported by constant application, interpretation, and exampleprovided by organizational leadership.
Here are some of the principlesthat I feel are pretty powerful techniques to redirect redefine and refocushow employees think, speak and behave and achieve in their workenvironment. Managers should be more constructive. This means that daily, managersshould seek to make and solicit positive, constructive suggestions to theiremployees. They should seek out useful questions to answer everyday andcritique performance constructively.
Managers should be positive. By teaching others to have fun and celebratesome success every day is positive behavior. Using positive language andreducing the negative language in a group should eliminate negativeemotions amongst the team and or company. Managers should be outcome focused. Learn from positive lessons fromadverse situations and focus on today and tomorrow.
This will commit themanager to a forward momentum that each employee can follow. Managers should be reflective and seek to learn everyday. As managers, youshould be learning everyday just like the rest of us. What could you havedone better? What could you have done more of less often? Or could you haveconducted yourself differently, more consistently.
These questions showemployees that you to have the ability to redefine your actions to makeyourself better. Managers should be pragmatic. If management makes forecasts achievable youare helping others achieve their goals. Managers should relentlessly seek positive incremental improvementseveryday. Help the employees break down problems into solvable parts.
Help your team resolve these parts promptly so that time is not wasted andyou can move onto something else. I don’t want to put all the pressures on that of upper managementbecause I do believe that the success in the workplace also depends on theself-efficacy of the individual employee in dealing with the socialrealities of work situations. These skills include .