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Paper on Organisational Behaviour in Workplace

   

Added on  2020-02-24

8 Pages2127 Words102 Views
Running head: Organisational Behaviour 1Organisational Behavior

Organisational Behaviour 2IntroductionThe purpose of this paper is to understand the role of organisational behaviour in the workplace.Organisational behaviour is a wide aspect that ahs a vital and significant role in the organisationbuilding. The organisations are not only the pieces of machinery or building but are indeed,individuals who have a continuous interaction for accomplishing the mutual goals and sharedaims. Organisational behaviour and its related theories help the organisational managers to havea comprehend understanding of what individuals feel, think and perform in the organisationalsetting (Colquitt, et al., 2011). To study the aspect, theories and importance of organisationalbehaviour is essentially required by the employees as well as the organisational managers to havean effective control over eth organization and its future sustainability. Organisational behaviouris an in-depth study which helps in analysing the impact that the organisational structure, groupsand the individuals in the organisations have on the behaviour existing within the organisationsfor the aim of implementing such knowledge for having improvements in the effectiveness andefficiency of the organisations (Jones and Jones, 2010). The paper will present the various keyaspects of organisational behaviour such as attitude organisational commitment and jobsatisfaction and their association with organisational behaviour in the workplace. Organisational behaviour in the workplaceOrganisational behaviour has several theories that offer extensive knowledge regarding theaspect and its role in the organisational setting. The first theory is the Scientific ManagementTheory developed by FW Taylor. As per this theory, it was evaluated that the organisationalemployees work less than their capacity which results in a big loss in the organisationalproductivity and efficiency. To resolve such issues in an organisation, the theory suggest thatevery work must be matched with the worker in respect with its ability and competence (Waring,2016). As well as the organisations must take use of the punishment and rewards as themotivators for so that the complete capacity of the employees can be utilized. The next keytheory of organisational behaviour is Bureaucratic Theory developed by Weber and its key aim isto decrease the ambiguity and diversity in the organisations. The theory helps in developing clearlines of command, control and authority in the organisations as it emphasizes on having ahierarchical and formal structure of power (Hirst, 2011). Weber also develops a view point thatthe organisational behaviour is a strong network of human interactions where there can be

Organisational Behaviour 3effective understanding of all kind of behaviours with the aspect of cause and effect. As per thetheory, there is developed a notion that the organisations and the employees work better whenthere are set rules and regulations with effective control. Another vital theory of organisationalbehaviour that has huge importance in the organisational setting is the contingency theory.According to the theorists worked upon the the role of contingency theory has explained atht asper this theory the conflicts are amalgamable in nature rather than avoidable (Battilana andCasciaro, 2012). The organisational behaviour has a wide impact of the contingencies and theunforeseen events and thus it is essential for the organisational mangers to have a change in theorganisational behaviour to manage and sustain those contingencies. Therefore, the contingencytheory suggests that the organisational behaviour must be flexible so that there can be effectiveand fast implementation of changes in it (Robbins, 2009).(Source: edu, n.d.)There are various models of organisational behaviour too that play a recognized role in thebehaviour prevailing the organisations. There are basically four models i.e. autocratic, custodial,supportive and collegial. The first is autocratic which explains that the complete focus is uponpower and the managers used to behave in a strict way to make the employees work. In presenttime, such style or such kind of organisational behaviour does not work (edu, n.d.) The secondmodel is custodial which explains that the managers make the employees work by influencing

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