Managing Employee Behavior for Successful Operations in Organizations

This article discusses the importance of managing employee behavior for successful operations in organizations. It highlights the challenges faced by managers and provides solutions to overcome them. The article emphasizes the role of employee satisfaction, diversity management, and motivation techniques in managing employee behavior. It also discusses the impact of technology and innovation on employee behavior.

Running Head: HRM
Business

HRM
“Employees are an important asset in any organization. Therefore, it is
important to ensure that employee behavior is effectively managed to ensure
successful operations”
Organization behavior is a concept which focuses on the employees and related to the
group who works within a company to perform a particular operation. In the company, workers
are an important part of the company. Whether the company will succeed or fail depends on the
employees who perform or manage the activities within an organization. Goals and objectives of
a company can be achieved easily by the positive and motivational behavior of employees. It has
been examined that for the effective performance of operations employee's behavior is important
(Guillén, Ferrero and Hoffman, 2015).
The behavior of the worker is examined by the consumers at the time of solving the
queries and problems. The goodwill of the company gets better according to a consumer if
employees are able to solve the queries and focuses on the difficulties of a consumer. They make
a positive image of an organization in customers mind that the organization is capable and
wanted to help their consumers to fix the problem. The relationship and trust between the
company and the consumers are one of the important aspects that impact on the overall activities
(Ismail, Iqbal, and Adeel, 2018).
The main focus should be given on the points that the consumer remembers, not only
what the employees say. Customer satisfaction is an important aspect of an organization and
satisfaction level of a customer increases if a worker is capable to identify the issues of the
consumers and fix it. The working and performance depend on the relation between the customer
and the worker. It should be maintained for better performance of an organization. The
Customer's remains connected to an organization and purchases or use the products and services
if they are completely satisfied with the company and their behavior. It would be simple for a
company to raise their performance level and profit if customers are availing the services and
products again and again (Revilla-Camacho et al., 2015).
1

HRM
The working and performance are directly impacted by the employee's behavior. Job
satisfaction is necessary for an employee within an organization and nowadays it has been
examined that the company focuses on job satisfaction of the worker working and performing the
task in the organization. Employee's behavior is also related to Job satisfaction. It has been seen
that the employees are more productive, performance gets better and also maintain consumer's
satisfaction level if they are satisfied and happy with their job. If the employees are dissatisfied
or not happy with the job then it would create obstacles for an organization working and it would
be difficult for a company to continue in the competitive atmosphere (Randel et al., 2016).
Employees get a positive feeling if there is job satisfaction at the time of conducting the
activities. The company should emphasize on the level of employee satisfaction to continue in
the competitive environment. Workers working within a company will do their work and
perform their task properly if their satisfaction level is achieved. Company's growth and
performance mainly depends on the employees and their capability and if employees perform
efficiently then it would be profitable for the company.
There are various challenges that are faced by the managers in managing the employee's
behavior. The first challenge is related to the diversity. To manage the diversity in the company
is one of the biggest challenges faced by the managers of the organization. In the workplace,
there are many employees who are from different culture, background and they have different
behavior towards the assigned activities. The manager faces issue to manage the different
behavior and attitude of the people. Each employee has a different way of thinking and it can be
analyzed that they give different reaction to every situation. Therefore, in this situation, it is
important for the manager to implement policies and procedures so that in the company the
diversity can be maintained or managed (Barak, 2016).
It is essential to create a positive and comfortable environment for the employees so that
they can give their best towards the activities assigned to them. This method of considering the
methods and policies will help the employees to evaluate the advantages related to the diversity
and also the new ways and ideas can be gathered. By focusing on this technique it has been seen
that team building is important so that integration of the employees can take place and also the
people from a different culture can coordinate with each other in a proper manner (Marchington
et al., 2016).
2

HRM
Next challenge faced by the manager is also related to creating the experience of the
employees. In the recent scenario, it has been seen that it is uncommon to analyze the high staff
turnover. But managers have to face the issue related to hiring the candidate who is capable
enough to conduct the activities. By having proper satisfaction level towards the activities it can
be evaluated that employees give their best and conduct the activities or the operations with
proper efficiency. When the employees are dedicated then it can be easy for them to achieve
incentives and this is one of the motivation factors for the employees. In this situation, it is
important for the manager to implement the incentive policies and methods so that it can be easy
for them to enhance the motivation towards the activities (Memon et al., 2014). The manager
should consider the Maslow theory in which focus is given on satisfying the basic needs of the
employees. It will help to manage the behavior of the employees in the workplace. Motivation
technique is considered as the best strategy that should be considered by the manager to manage
the behavior of the employees. Also, it will help the manager to create the culture of the
company inspiring (Wang and Hou, 2015).
Managers also face the problem related to the employee resistance. To manage the
resistance of the employees it has been seen that it is one of the complex processes. The
resistance of the employees has given adverse impact on the overall operations of the
organization. In many situations, resources are given by the company so that the operations can
be completed in a right manner. The change which takes place can give negative or positive
impact on the behavior of the employees. Therefore, it is essential to focus on the change and
also the views and opinion should be gathered so that the change can be accepted by the
employees of the organization. Meetings should be conducted by the managers so that the
information can also be gathered from the employees (Lam and Mayer, 2014).
Next challenge faced by the employees is related to overall target or goal of the company.
it is important for the manager to focus on managing the behavior of the employees by proper
management. When employees are not able to achieve goals and objectives then it can be seen
that they face the issue related to negative behavior and in this case, if the manager does not have
the ability to manage the behavior of the employee then it can give negative results on the overall
activities of the company. High productivity can be attained if the employee is carrying positive
attitude towards the activities of the company (Stanko, Zeller and Melena, 2014). The behavior
3

HRM
of the employee can be managed by giving training to them so that they can get knowledge about
the activities of the company. If they have proper knowledge then the employees will be able to
achieve objectives and it will create or manage the positive behavior of the employees towards
the activities of the organization (Moore et al., 2016).
The last aspect which is related to managing the employee behavior is technology and
innovation. It has been that company can easily achieve growth when there is feasibility and also
flexibility in the products offered in the market. Innovation takes place in the activities which are
conducted by the employees. The employees have a great role in innovation and also in the
change that is seen in the company. If the technology which is considered b he organization do
no minimize the workload then it can give adverse impact on the behavior. The employees who
are dissatisfied will not be able to conduct the activities with more productivity (Colbert, Yee
and George, 2016).
Therefore, it can be evaluated that employee's behavior plays a great role in achieving
goals and objectives of the company. The duty is of the manager to control or manage the
behavior of the employees. It is important for the workers to focus on the activities of the
company and managers should also provide training so that they can conduct the activities in a
right direction. To manage the employees it is important to enhance the satisfaction level so that
they can give their best towards the activities assigned to them.
4

HRM
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Colbert, A., Yee, N., & George, G. (2016). The digital workforce and the workplace of the
future. Academy of Management Journal, 59(3), 731-739.
Guillén, M., Ferrero, I., & Hoffman, W. M. (2015). The neglected ethical and spiritual
motivations in the workplace. Journal of business ethics, 128(4), 803-816.
Ismail, S., Iqbal, Z., & Adeel, M. (2018). Impact of Organizational Justice and Organizational
Citizenship Behavior on Employees Performance. International Journal of Human
Resource Studies, 8(2), 187-200.
Lam, C. F., & Mayer, D. M. (2014). When do employees speak up for their customers? A model
of voice in a customer service context. Personnel Psychology, 67(3), 637-666.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and
turnover intention: The mediating role of employee engagement. Global Business and
Management Research, 6(3), 205.
Moore, C., Detert, J. R., Treviño, L. K., Baker, V. L., & Mayer, D. M. (2016). " Why employees
do bad things: Moral disengagement and unethical organizational behavior": Corrigendum.
5

HRM
Randel, A. E., Dean, M. A., Ehrhart, K. H., Chung, B., & Shore, L. (2016). Leader inclusiveness,
psychological diversity climate, and helping behaviors. Journal of Managerial
Psychology, 31(1), 216-234.
Revilla-Camacho, M. Á., Vega-Vázquez, M., & Cossío-Silva, F. J. (2015). Customer
participation and citizenship behavior effects on turnover intention. Journal of business
research, 68(7), 1607-1611.
Stanko, B. B., Zeller, T. L., & Melena, M. F. (2014). Human asset accounting and measurement:
Moving Forward. Journal of Business & Economics Research (Online), 12(2), 93.
Wang, W. T., & Hou, Y. P. (2015). Motivations of employees’ knowledge sharing behaviors: A
self-determination perspective. Information and Organization, 25(1), 1-26.
6