Emerging Trends in Organizational Behavior

This document discusses the emerging trends in organizational behavior, including the shift towards open systems, human orientation, and self-discipline. It also explores major theories of individual and group development, essential working skills, effective organizational structure and management techniques, and qualities of effective leadership. The content provides insights into how these factors impact employee behavior and performance in organizations.

Organizational
Behavior

Contents
MAIN BODY.............................................................................................................................................3
TASK..........................................................................................................................................................3
Emerging trends in organizational behavior............................................................................................3
Major theories relating to the nature of individual and group development.............................................3
Individual and group working skills........................................................................................................4
Organizational structure and techniques to manage them effectively......................................................4
Qualities of effective leadership and how it is relatable to the organization............................................5
CONCLUSION..........................................................................................................................................5
Books and Journals:.................................................................................................................................7

INTRODUCTION
Organizational Behavior can be explain as a study of behavior of employees and groups
in the corporate offices. To gain short and long term goals, the business leader requires to
understand what motivate staff people and how they are interacting with each other in the
organization. These areas may include employee’s training and development, collaboration and
innovation (Jehanzeb, K., 2021). A deep understanding of Organizational Behavior can improve
the abilities of manager to resolve conflicts of team and how managing them. A HR manager can
shape the structure of organization by the way they concentrating on their employees. One of the
main aim is to revitalize theories of organization and create a better conceptualization of
organizational life.
MAIN BODY
TASK
Emerging trends in organizational behavior.
During a passage of time over the years, a HR manager have adopted different practices
to manage the behavior of employees in the organization. It all start from autocratic model to
collegial model ultimately. Different scholars of organizational behavior shows different
emerging trends in the OB.
Open system: There are two systems in the organization one is open and another is close
system. The trend is towards the open system in the organization. The subsystems are composed
in open system and focus is towards addition of them and getting the effect of synergy. The host
of the open system in the organization states that closed system are self-contained and rules by
inflexible structures and strict rules and regulations.
Human Orientation: In the past times, managers noticed that employees working in the
organization work only to satisfy their personal, social or economic needs only. It has been
offered by the managers to employees such as money, commodities, benefits or perks and many
more to get the job done.
Self-Discipline: Discipline behavior are the code at the working place. Self-discipline is
a emerging trend in the organizational behavior that results high and costs less (Jiang, H. and
Et.al., 2020). Employees are self-motivated, self-controlled and learned by their own judgments
in such situation at the workplace.
Major theories relating to the nature of individual and group development.
Using of theories allows managers to keep focus on achieving the main goals. When
these theories applies in the organization that allows managers to better communicate with their
subordinates which turns to work more effectively.
Scientific management theory: During 20th century, this theory was developed by F.W.
Taylor. It was explain in this theory that it is important to find ways to perform each and every
task to complete. This approach of theory suggests that use of certain steps in scientifically
studying each portion of a work, recruiting and training the suitable workers for the job. It serves

a scientific rationale in specializing the job and mass production. This theory assumes that
employees get motivated towards their work by rewarding them (Wolfe, S., 2021).
Bureaucratic theory: This theory was introduced by the Max Weber. This theory is
majorly contributed in the concepts of authority, structure and the inter-relationship. This theory
states the three types of authorities for organizational behavior in any organization.
 Legal authority: It shows that an individual holds the position and rank in a legal manner
within the hierarchy.
 Charismatic authority: It shows special appeal or power that can be by possessed by a
leader.
 Traditional authority: It reflects that an employee comes from a traditional background by
which he knows very well that how to obey the orders from superiors.
Individual and group working skills.
Having team working skills enables employees to work with one another and it is
important to have in any type of organization.
 It encourages openness and trust: Trust is begin to develop among employees when a
leader is encourage to speak freely and independently (Potipiroon, W. and Faerman, S.,
2020). It creates starting flow and people will speak without any hesitation or fear.
 Take responsibility: If a leader wants to make employee work responsibly than roles of
them must clear and also makes to understand and take responsibility of their mistake.
 Manage conflict: The key to success in the organization is to manage conflicts. It is
useful to remember the goals that are assigned to the employees and use this to refocus.
 Give constructive feedback: It is a skill in itself to give feedback of the performance. But
it is not easy that comes to employees. It gets easier practicing if it comes positively.
Organizational structure and techniques to manage them effectively.
Structure of organization can be defined as a method by which activities are divided,
coordinated and organized. The structure is created to coordinate and control the performance of
the employees.
Hierarchy structure: In this structure, employees are grouped with one supervisor or
leader. There are few factors by which grouping is done between employees.
 Employees are grouped according to the function they offer.
 Employees are grouped on their geographical or regional basis.
 Employees are grouped on the basis of the production of the company.
Horizontal or Flat Structure: In the early stage of small companies it is mostly used to
structure. This is not used by larger or big companies as they multiple projects and employees
engage in their firm. This structure also facilitates employees to make decisions quick and
independently. A well-trained employee can be more productive and get a involvement in
decision-making process.
Techniques to manage:

 Establish rules for operations: By setting rules and procedures for operations in the
organization can minimize the misunderstanding and confusion especially in diversified
cultural environment.
 Distribution of work: Developing activities and task can allow employees to practice
specific changes in rules and authorities in order to obtain the targeted results.
 Make communication easy among groups: Try to avoid communication issues in
maintaining the management in matrix structure in which employees are responsible for
functioning and divisional success.
 Outline the governance plan: Recognizing the roles in the organization. Initially,
committee writes a plan for business operations, obtains funding and creating first
proposals (Qu, Y., Jo, W. and Choi, H. C., 2020). Recognizing the board of directors to
coordinate the activities, make contacts, connection with other industries leader and clear
the route for the organization to meets their goals.
Qualities of effective leadership and how it is relatable to the organization.
A good leader can shape our organization, communities or nation. A good leader in the
organization helps to understand their team to guide further and make appropriate decisions that
keep the job going smoothly (Suryawanshi, V. B., 2020).
Qualities of a good leader:
 Communication: A good leader have the quality to communicate with their employees
in a different ways to approach or convince them to do work individually or in group. It
impacts the success of work in the organization.
 Influence: A good leader have this quality to influence or convince employees with
logical, emotional or the cooperative appeals can be seen as effective leader. It cannot be
similarized with manipulation as it has to been in an authentic way and with
transparency.
 Self-awareness: If the leader can understand himself then it will be more effective in
skills of leadership. It takes time to spend of self-awareness and strengthen each andevery
component.
 Accountability: This reflects the capacity of doing tasks on deadliness or commitments
and give results as they are promising to the organization.
 Courage: Sometimes it needs efforts to put opinions, provide feedback or sharing the
new ideas from someone above a leader (Sujono, D., Tunas, B. and Sudiarditha, I., 2020).
It can be termed as a key skill for an effective leader. It enable leader to move on
something in a right direction than to avoid problems rather than resolving it.
Organization is affected by every employee who is working but a leader is far and
affected immensely on the company’s culture which revolves around the engagement of
employees, atmosphere, environment or success of the organization and their customers.
CONCLUSION
As per the mentioned report, it has been concluded that in organization, behavior of an
individual consists their attitude, values and perception on learning things towards the growth of

the company. A good leadership must be require in the organization that makes the employee to
behave responsible and does not cross the limits that leads some failures issues. Overall, it is
necessary to set the standard goals, rules and regulations to perform in diversify market with an
appropriate culture and behavior.

REFERENCES
Books and Journals:
Jehanzeb, K., 2021. How perception of training impacts organizational citizenship behavior:
power distance as moderator. Personnel Review.
Jiang, H. and Et.al., 2020. Examining the side effects of organizational Internet monitoring on
employees. Internet Research.
Potipiroon, W. and Faerman, S., 2020. Tired from working hard? Examining the effect of
organizational citizenship behavior on emotional exhaustion and the buffering roles of public
service motivation and perceived supervisor support. Public Performance & Management
Review, 43(6), pp.1260-1291.
Qu, Y., Jo, W. and Choi, H. C., 2020. Gender discrimination, injustice, and deviant behavior
among hotel employees: role of organizational attachment. Journal of Quality Assurance in
Hospitality & Tourism, 21(1), pp.78-104.
Sujono, D., Tunas, B. and Sudiarditha, I., 2020. Vitality of work involvement in mediation: The
effect of organizational justice on organizational citizenship behavior. Management Science
Letters, 10(5), pp.1061-1068.
Suryawanshi, V. B., 2020. MCQS OrganizationBehavior & Human Resource Management
(201).
Wolfe, S., 2021. Doing Organizational Justice. The Rowman & Littlefield Handbook of Policing,
Communication, and Society, p.35.