Organisational Behaviour: Importance, Theories and Potential Problems

This essay highlights the importance of studying organisational behaviour, theories governing it, and potential problems that arise due to diversity in the workplace. It also suggests steps that management can take to improve workforce diversity.

Organisational Behaviour

Organisational behaviour is a relative assessment of workers influence on organisation and
the impact which organisation leaves on individuals. To facilitate and stimulate the workers
many factors are responsible which are complementary to each other. As a result, the
performance is affected in significant manner by the surrounding environment. Furthermore,
this includes tempting style of leadership traits, commensuration of corporate culture and
various other characteristics at workplace. The workers perspective regarding their work
performance and job area need to be carefully studied. Organisational behaviour is the sum
up of prolonged mixture of actions, assertiveness and derivative from staff’s learning. The
prolonged combination of assertiveness and actions along with learning’s derivative from the
staff sums up the organisational behaviour (Stein and Cropanzano, 2011). It also provides
guidance to the administrators so that the level of problems can be understood and best
alternative can be ensured by the tact of resolvance. In this way, potential errors can be cut
down and productivity can be increased. The factors which leave behind the impact on
nearby employee’s behaviour, corporate structure and levels of hierarchy are deeply
scrutinized. The theory of organisational behaviour has full-grown nature due to involvement
of various individual and group factors.
People from diverse background such as culture, values, believe and norms are the part of the
organisation. Apparently, this leads to the presence of wide range of diversity in the
workplace. There are both advantages and disadvantages of cultural diversity which though
rely on the presence or absence of stereotypes. Howsoever, there are multiple stages which
bring along the interactive sequences comprising of prevalent culture, human intellectuality,
and management techniques along with thinking capacity of the person (Alter, et. al, 2010).
In order to comprehend the knowledge and practice skills of employees, understanding of
their respective is important so that management practices can bring desired results. Also, the
proportionate of the employee’s productivity is dependent upon the factors of prevalent
organisation behaviour (Lynne, Jackson & Russell, 2013). This essay highlights and
concludes the importance of studying organisation behaviour. Apart from this extended
implementation at varied hierarchy levels has also been addressed. Significantly, some steps
are also specified which needs to be applied by management so that workforce diversity get
improved along with the help of various organisational management theories.

Behaviour prominent in organisation:
The success of every organisation is completely dependent upon the pillars of its human
resource and the qualitative output rendered by employees in cost effective manner. The
behaviour of the individual is amalgamation of defined behaviour and actions of the labour
force existing in the company. The newly embedded organisation behaviour has gained
importance because of its capacity to build up outstanding relationship between individuals
and groups. The thick line which constitutes the agenda of behaviour comprises of the
individual’s and group behaviour along with the prospectus of overall structure in the
organisation.
There are unlimited theories which influence and govern the conceptualise bindings of the
organisational behaviour. In this regard, the most widely used principle theory is of the
undistinguishable relationship between the employee and employer’s behaviour. The
conventional set of various policies, goals and code of ethics with mode of conduct are
projected as the bridging gap. It compliments aside the process of decision making (Kitchin,
2010). The resultant outcome is that the working environments of the organisation gets elastic
and smoothen in nature. Henceforth, motivation is other critical factor which proves as a
stepping stone towards the hierarchy of success. To be cost effective, the labour force must
be kept highly motivated and directed towards the attainment of goals at any point of time.
The degree of proper direction and control is also necessary to maintain an eye check on the
quality and quantity of work done as per the required specifications. The maintenance of
proper system through which the performance could be evaluated and record is must. Various
other techniques in this regard embraces of political serene, personality traits, management
guidelines and elements of stress embroidery level. The theories so justified provide the intact
solutions to the wide range of problems encountered (Furusten, 2013). Moreover, it includes
the areas of building team spirit, training, decision making replicas and diversified amount of
workings and methodology to enhance enactment guidelines. With the support of these
applications changes can be implemented so that it could yield gainful and distinguished
future dealings and environment ahead.

Overview of Potential problems and situations
Several problems are expected to occur because of the complex nature and mechanism of the
organisation. This problem goes on increasing as the element of diversity in various
departments keeps on bulging up. The causes for the diversity are age, gender, values,
culture, belief, traditions, customs, background along with thinking abilities (Duguid and
Thomas-Hunt, 2015). The magnitude of authority, accountability and responsibility are
exaggerated by the consequences of diversity. The leading authorities solve the disputes and
grievances on specific level, assembly level and overall operative level. Numerous issues are
dealt on the account of social, ethical and cultural background.
Social issues
The day to day activities which take place around the organisation forms the part of social
issues. These issues come into existence with the presence of surrounded society and its
prolonged effects. In the similar context, the connecting environment is forecasted to have the
portion of multiple issues because of the result of varied and illustrious subpopulation within
(Pinder, 2014). Some of internal factors can also be the root cause of social issue likewise
customs, beliefs and values attached. In order to maintain the dangerous effect of the relevant
cause, proper balance and pace is required.
Ethical issues
The resultant work is differentiated on the grounds of appropriate set of beliefs and value
under the broad line of ethics and code of conduct. Due to diversified nature in philosophies
learnt and upbringings inculcated, there is gap in thought process of individuals as well
(Briscoe, Tarique and Schuler, 2012). As a result, many problems arise since subjective
curriculum of ethics is varied in nature. The gateways of joint interest shall be followed upon
to end up the complexities arising from ethical issues.
Cultural issues
There has been tremendous impact of labour force cultural belongings on the organisation
behaviour. People inherit the cultural learning’s right from the time of birth since the
surrounding in which the individual is bought up forms the constituent of culture within. The
individual’s thinking and behaviour is in supportive category of the respective culture. People
tend to enter into manifold critical and conjoint issues because they work with diversified

personalities on the same platform (Hyde, Harris and Boaden, 2013). The concerns might
take the shape of customs, religion does, language, dress code, family commitments, choice
of food and several other social norms.
The theoretical discipline which binds the aspects of envisaging, understanding, labelling and
overruling of human behaviour is addressed by organisational study (Cresswell and Sheikh,
2013). As a result of various social, ethical and cultural fundamentals the scope of
organisational behaviour has grown significantly. The management needs to pay due
consideration on the areas of individual’s work productivity, response, nature and conduct
with additional co-workers. The practices which are not legalised on the acts of biases in
ethics, culture, religion and moral conduct shall be cut down. Proper channels shall be
formulated which define the areas of authority and responsibility.
The positive vision of stereotyping shall be implemented rather than negative one. For eg:
when someone is appreciated for the skills of proficiency and competence. Likewise, women
are much responsible and prone to new skills along with thought process despite of gender,
age, caste, creed and religion to which they belong. As a result, many companies have the
authorities which are feminine and they work outstandingly with entrepreneurial skills
possessed (Rosenbusch and Cseh, 2012). When the prospectus gets biased it leads to
confusion, chaos and disputes. The notion of diversification can be implemented to minimise
the presence of stereotyping in the organisation. The new serene will provide labour force the
exposure to accomplish the operations irrespective of sex, language, appearance, value and
beliefs. The expected results will be higher level of transparency and affirmative dynamism
in the structure. The negative impact comprises of the adverse mind set and belief’s which
binds the mind to face the reality in actual terms. The coatings of positive aspects of
stereotyping should be stretched in every possible manner.
Recent developments in organisational behaviour
Many guidelines, regulations and rules have been implemented by the developing
organisation in order to govern the external and internal workings along with related aspects.
Numerous practices of favouring diversity are promoted. Now days, people are judged on
their particular quality possessed instead on the dimensions of creed, caste, race and religion.
People with young mind and innovative zeal are promoted and favoured. The study of
distinguished behavioural environment has been paid due consideration. The proportion of
women along with their respective entrepreneurship skills are chosen and placed at MNC’s

(Wood, et. al, 2012). The businesses now have equal ratio of men and women in working.
The conceptualization of self-governing is applied so that free zone could be created to
execute individual’s own control on areas of dealings. Training and recovering of timely
feedback is also prominent in nature.
It can be concluded that described theories shall be executed by analysing the benefits and
need to be derived. The motivational and attitude facet in the organisation need to be
acknowledged. Workforce should be motivated so that the quantum of productivity is
maintained. The benefits which can be derived from the diversity in organisation shall be
scrutinised. Proper counselling and training along with grievances in redressed mechanism
can bring out the positive results. It also facilitates the delegation of task so that profit
rendered is highest. At last, efforts shall be binding on the growth objectives of the
organisation.

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