Changing Management Practices and Theories in Organisational Behaviour

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Essay Title: ORGANISATIONAL BEHAVIOUR
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Table of Contents
Introduction................................................................................................................................4
Section 1: Changing management practices...............................................................................4
Section 2: Theories, concepts, and evidence in organizational behaviour.................................6
Section 3: Understanding of Personality, individual differences, and the relevance of different
motivation theories.....................................................................................................................7
Section 4: Influences of Organisational Culture and Structure..................................................8
Section 5: Knowledge of managing groups and teams, workforce diversity, and globalisation
..................................................................................................................................................10
Section 6: Concept of learning organizations..........................................................................11
Conclusion................................................................................................................................12
Reference list............................................................................................................................13
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Introduction
Organizations, which are regulated by established concepts and procedures, are the
foundations of society and trade. Organizational behaviour analyses the effects of people,
groups, and systems on productivity in complicated organizational contexts. Businesses must
modify and improve management techniques if they want to succeed. The organizing
authority, management, manages change to ensure success and productivity. This essay
investigates how management concepts, beliefs, and practices have changed since the early
20th century. It compares three important management theories to show how concepts have
changed through time. The paper also explores contemporary organizational behaviour,
providing ideas, concepts, and examples from the actual world that support the current
organizational structure. The essay investigates how these concepts influence both individual
and group performance, providing useful advice for the intense corporate environment. The
assignment also covers organizational culture and structure, highlighting the essential roles
they play in determining how well a company performs and operates.
Section 1: Changing management practices
According to Keulen and Kroeze’s study, management practices have undergone a
significant, multidimensional development over the 20th century (Keulen and Kroeze, 2014).
The idea of scientific paradigms and evolution was characterized by several paradigm
changes. Classical management concepts, which were represented by hierarchical
organizations, top-down decision-making, and strict bureaucracy, predominated in the early
20th century (Dergipark, 2023). However, new management paradigms arose as the century
went on. These paradigm shifts led to the emergence of certain laws and ideas that altered
how businesses were run. They encouraged a period of new management practice distribution
and variety by promoting innovation and adaptability. Staff and skills relate to employee
capabilities, whereas style is related to leadership and management methods. The culture of
the company is reflected in shared values. This approach emphasizes how crucial it is to
address organizational components as a whole in order to manage change successfully.
Organizations train stakeholders for change during the unfreezing stage by completing a
requirements analysis, developing a strategic vision, and putting a focus on effective
communication. The development of management was not limited to the industrial sector; it
also affected areas like banking, government administration, politics, and popular culture.
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The 20th century’s managerial practices were during the 1980s and 1990s, after which it
came to an “end.” This historical viewpoint promotes a more thorough comprehension of
management’s past, illuminating various approaches and generating new discussion in the
industry. It has been observed that improving an organization’s productivity is achievable
with the help of an effective change management approach. An organization may manage its
business operations deftly by using the right change management model.
In the 20th century and beyond, the three important change management theories Lewin’s
Change Management Model, Kotter’s change Management Model, and the McKinsey 7S
Model have provided companies with effective transition processes. Unfreeze, change, and
refreeze are the three phases in Lewin’s early 20th-century change management model
(Dorogaia, 2022). The refreeze stage looks for the acceptance of change through rewards, the
gathering of feedback, employee training, and support. The change stage concentrates on
agile implementation and incorporates employee input. This model emphasizes a systematic
approach that concentrates on the significance of good communication and comprehending
the demands of stakeholders. Eight separate phases comprise Kotter’s Change Management
Model, which was created later in the 20th century (Sittrop and Crosthwaite, 2021). It places
a strong emphasis on establishing needs, assembling a group of advisors, formulating a
concise plan, getting rid of obstacles, accomplishing ongoing progress, and securing the
organizational cultural shift. Kotter’s approach is well-known for emphasizing the need for
urgency, leadership, and the necessity of quick, noticeable progress in order to sustain
progress. It works perfectly with the dynamic, intense character of today’s corporate settings.
A distinct approach is used by the McKinsey 7S Model, which was created in the second half
of the 20th century and focuses on seven linked elements: staff, skills, shared values, strategy,
structure, systems, and style (Al Tamimi, 2023). This approach acknowledges that for change
to be effective, several components must align. Structure outlines the organizational
hierarchy, systems comprise business operations, and strategy constitutes the fundamental
change guidelines. Depending on the particular demands and circumstances of the company it
is considered which theory will be used among the three above-discussed theories.
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