Challenges and Solutions in Managing Employee Behaviour

This essay discusses the challenges faced by managers in managing employee behaviour, such as globalisation, work force diversity, and ethical behaviour. It also provides possible solutions to these challenges, including global learning, maintaining healthy work environment, and providing guidelines for ethical behaviour. The importance of recognising employees as an important asset of organisations is emphasised throughout the essay.

INSTITUTIONAL AFFILIATION(S)
ORGANISATIONAL BEHAVIOUR
AUTHOR’S NOTE
STUDENT NAME
[Date]

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Employees are an important asset in any organization. Therefore, it is important to ensure
that employee behaviour is effectively managed to ensure successful operations. Explain
the challenges that managers are likely to face in the process of managing employee
behaviour. Suggest any five solutions to the challenges you have identified.
In present competitive world, the key behind success of organisations largely depend
on customer satisfaction and thus organisation’s top priority becomes servicing customer
needs. However, many organizations fail to understand the importance of employee’s
satisfaction that can also be considered as internal customers of firms. In other words,
employees act as an important asset of organisations for which employers need to recognize
employee’s participation effects and motivate them for higher profitability (Gabcanova,
2011). Redundancy is major epidemics that are emerging in many countries where employers
hire fresh talent while dismissing older ones in rapid manner to ensure success of
organisations. Although manager’s tries to manage their people effectively while ensuring
success of the firm but, there are times managing employee’s behaviour becomes more
difficult. This essay will focus more on challenges that might be faced by contemporary
managers while maintaining employee’s behaviour along with providing possible
recommendations for it.
Organisational behaviour is evaluation of human dynamics in organisation that help
human resource departments and managers of firm to understand relationship between
employees and themselves. It reveals the process through which they interact with each other
and what behaviour is possessed by each individual (Erdogan & Bauer, 2012). Although
organisational behaviour may vary from one firm to the other, behavioural aspects carries a
significant role in organisational success. Organisational behaviour is based on company’s

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aspiration, goals and ethics which fuel the nature of organisation and course it takes.
Misguided and ineffective organisational behaviour can cripple an organisation’s success for
which challenges of organisational behaviour must be reduced and avoided (Ayiekoh, 2013).
Although there are many issues that managers are likely to face while managing employee
behaviour, few challenges related globalisation, work force diversity and ethical behaviour
challenges constantly remains matter of concern for them.
Globalisation has become a common trend in today’s organisation which has also
given rise in issues among people within workplaces. Organisations that were once national
and followed traditional form of management are the ones who are likely to face extreme
difficulties while coping with present employee’s behaviour in globalisation process. They
need to manage international personnel along with diversified cultural backgrounds people
comprising different work ethics and principles. The challenge in understanding
organisational behaviour of personnel as well as international departments becomes constant
and thus many managers become resistant by global subsidiaries workplace cultures. Second
challenge which is immensely faced by present employees and is likely to face managers in
future even is challenge related to work force diversity.
Diversity is apparent and thus proves significant for companies as diverse
environment can benefit people by learning from others ideas. Diversity also recognises
different prerequisites for continuous and high performance that enhances organisation’s
effectiveness and creativity. However, challenges related to it are also important to consider
as it brings impacts on behaviour of employees in work place. Diversity can be referred to
differences in gender, religion, race, age, sexual orientation and socio-economic background.
Number of women and minorities hired by companies is increasing day by day. Imbalance is
created by changing demographic composition of people in work places as more minorities
and women are likely to enter in organisations (Frey, 2013). To improve performances and

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for the success of company, managers need to implement diversified workforce by inducing
more resources and talent. According to researchers, decision made by diverse employees
proves more fruitful and richer and thus many managers provide rewards and promotions to
credible employees. Although managers interact and gives fair chance to all employees,
conflicts and mistrust seems to appear between employees as they may not like minorities or
women getting participated in decision making processes. Therefore, sensitive challenges are
faced by managers that require them to develop flexible approach while maintaining
employees or else constant conflicts may reduce work effectiveness.
Effective organisation’s culture encourages ethical behaviour. Ethical behaviour on
the other hand may bring additional cost to organisations and thus organisational culture that
encourages ethical behaviour is more compatible with current culture values which make a
better sense. Overall, ethical behaviour creates and maintains organisational culture from
which organisations ensures success. But, challenges related to ethical behaviour also seems
to continue in society, individuals and organisations that impacts organisational cultures and
values. The reason behind it can be insufficient exploration on ethical behaviour needed by
organisations and thus managers have to face difficulties in dealing with ethical behavioural
issues. This challenge needs to be sorted by organisations if they are concerned about future
competitiveness and survival. Managers needs to understand what their employees must
know while dealing with ethical issues in their day to day work lives or else any unwanted
attempt made by them can ruin entire organisation’s reputation (Kang et al., 2010).
Other challenges can be due to lack of skill and expertise in managers while with
dealing employee relationships. During many times, finding talented and skilled people
becomes difficult which is the reason organisations take high precautions in retaining their
skilled staff by applying incentive and empowerment theories. Coping with continuous
change in markets needs skilled managers who can react positively at the times of difficulties.

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Reshaping organisational culture and strategic decisions requires experienced and
knowledgeable manger that can make work sound easier in front of employees along with
reducing overhead costs for initial solutions. Since, retaining qualified employees have
become difficult for organisations, mangers induce motivational and inspirational behaviour
within themselves to motivate employees. Managers require understanding what motivates
the employees for which they get involved with their employees in work places like a team. If
managers become rigid in work principle and poses more of authoritative nature than
motivating, it affects entire behavioural pattern of other employees (Robbins et al., 2009).
After finding challenges that are likely to face mangers while managing employee
behaviour, few solutions to it can be applied by managers to minimise effects of the
challenges. Firstly, dealing with globalisation related challenge, organisations can find out
different factors related in global operation to understand what kind of behavioural challenges
they might face during global setting. During globalisation process, things become very
complex as value of work force differs from one place to the other. Coordination problems
while matching current employees work with global environment related work becomes
problematic. Global learning is the most effective remedy for meeting with globalisation
issue during management of employee behaviours. These learning may consist acquiring of
knowledge, skill and sound organisational behaviour principles that can assist managers in
becoming a global competitor (Luthans & Youssef, 2007). Emigrant employees who works
for the company in abroad countries can assist managers about resources present over there
that can even bring best cost reduction policy along with making these employees feel a part
of parent company.
Work force diversity is also an important issue for which managers have to face many
challenges in which retaining prerequisites for superior performances become difficult for
companies. Even diversity has bad impacts over employee’s behaviour in work places for

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which managers need to maintain healthy work environment by involving employees in
frequent interactions and constant communication between each other. Sometimes, even
gestural efforts also bring positive results that reduce employees stress, especially among
fresh recruiters. Manager’s key role is to direct employees towards companies’ objectives
along with providing them other motivational factors like incentives, rewards, promotions
and frequent appraisals. Women and minority shall be given priority in organisations and to
minimise challenges related to it, managers can infuse among employees about importance of
having them in organisations (Srivastava & Srivastava, 2014). Under ethical laws and
regulations, all people shall be given equal opportunity and thus keeping such norms at base,
manager’s needs to develop equal job opportunities for men, women and minorities.
Challenges related to ethical behaviour also needs consideration in which managers
needs to focus giving attention while performing activities in work places. Leaders and
mentors becomes role model for employees and they become more depended on them
regarding work place principles (Danely, 2005). Therefore, managers need to perform
ethically in work places to avoid unethical moves from employee’s side. Guidelines can be
provided to employee’s regarding code of conduct in workplace and any unethical behaviour
shall be monitored and met with instantly to avoid further misinterpretations. Resolving
confusion during such circumstances becomes important or else employees tend to lose work
effectiveness and thus manager’s role becomes important in solving inner conflicts as well
(Trevino & Nelson, 2016).
Employees are important element of organisations and are considered as significant
assets of firms. Recognising their efforts and achievements becomes necessary for
organisations due to which managers makes constant effort in making work places more
effective. Contemporary manager’s faces many challenges in process of managing
employee’s behaviour which is likely to get increased in upcoming years for which present

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managers need focusing more on it. To build a successful team and achievement of
organisational goals, cultivating sense of responsibility and superior managing power is
required by mangers of firms to handle intense situations with strategic considerations.
Employee’s behaviour effects work production and thus require to be maintained strategically
to ensure success in firm’s operations. The above-mentioned challenges and possible
solutions to it can assist manager while considering management of employee’s behaviour in
organisation through which success can be realised in best possible manner.

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REFERENCES
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