Organizational Behavior and Management Essay
Added on 2020-05-16
7 Pages2411 Words229 Views
Running head: ORGANIZATIONAL BEHAVIOR AND MANAGEMENT In order to encourage productive performance from employees, care needs to be taken withthe design of jobs, working conditions, setting of goals, motivation and rewards. Name of the StudentName of the UniversityAuthor Note
1ORGANIZATIONAL BEHAVIOR AND MANAGEMENTThe aim of this research essay is to gain a thorough understanding of Organizationbehavior (OB) in the workplaces. However, this essay will mainly argue on the fact that forenhancing the productive performance of the employees whether care needs to be taken withthe job design, working environment, goal setting, motivation and rewards. Thus, keeping inmind the topic this essay will start will the theories of OB, which are suitable fororganizational setting followed by identifying the organizational issues related to culture,ethics and social concerns along with their managerial interventions and finally comparingand contrasting on the present developments in OB. OB is an important concept to study because it teaches why employees behave likethe way they do in an organization. Thus, it guides to understand the complicated nature ofemployee’s behavior by identifying their causes and effects of those behaviors. OB furtherhelps in encouraging employees, improvising relations as well as guiding in effectiveexertion of human resources in the organization (Kinicki and Kreitner 2012). Douglas McGregor was the original proposer of the fact that an employee’smotivation gets an impact from the attitude of the manager. Thus, he came up with twomotivational methods known as Theory X and Theory Y management, which seems to haveopposing each other (Kopelman, Prottas and Falk 2012). The theory of X management statesthat for any individual work is inborn distasteful and so they tries to avoid it as much aspossible. Therefore, most of the employees are not ambitious and needs to be directed, asthey have no desire to take responsibility. However, as per this theory the main source ofemployee’s motivation is monetary then security. On a total contrary comes the theory Y ofmanagement, which states that work can become easier if the working conditions arecomfortable. Employees are bound to self-directed if they are committed to the organizationalobjectives. Therefore, through this theory there are chances that an employee can align his orher personal goals with that of the organization by utilizing their own needs for fulfillment astheir motivator. Another theory of organizational behavior is Hierarchy of needs theory byAbraham Maslow. This theory is also among those effective theories, which can be applied inthe organizational setting (Deci and Ryan 2014). According to Maslow, every employee in the workplace has to cross through a seriesof needs in association with their employment in which they mainly move from thefulfillment of their very basic needs to survive until the final need of self-actualization. Underthis theory, the employees are said to have utilized their time in enhancing their job roles and
2ORGANIZATIONAL BEHAVIOR AND MANAGEMENTadvance their careers. Victor Vroom’s expectancy theory is also applicable fororganizational settings for enhancing the productive performance because not like othertheories but it focuses mainly on the results. As per this theory, Vroom has proposed thatwhether the employee will enhance his or her productivity will depend on three variables,which are expectancy, instrumentality and valence (HemaMalini and Washington 2014).Therefore, the interaction in between these three variables in an employee’s unconsciousmind will create a motivating force that will in turn determine how much effort theemployees will exert on their jobs. Lastly, Frederick Herzberg’s Two-factor theory is therewhich is also very much applicable for organizational settings. This theory states that anemployee’s motivation will come from his or her job design whereas their job satisfactionwill come from the work environment like illumination, companionship and so on (Ozgunerand Ozguner 2014). The cultural concerns can have an impact on the employee’s productiveperformance, which can raise problematic situations in the organizations. Employees needs tofeel that they are an essential part of their organizational culture otherwise their performancewill be hampered and they will fail to deliver productive results to achieve the organizationalgoals. For instance if organizational culture is like the employee’s can only raise their voicewhen it is necessary or if one department is more outspoken as well as socially active, then insuch cases there can be conflict in the organization among the departments (Hogan and Coote2014). Thus, here in one organization, each department will develop their own culture, whichwill affect the performance of the employees, as they will not feel that each one of thembelongs to one particular culture and all are equal for the organization. Therefore, managerialintervention is an important part, which can solve these cultural issues in the organization.Managers should structure their recruitment process at the very beginning and thus, shouldhire those officers who have almost similar beliefs and values, which comprises theorganizational culture (McFarlin and Sweeney 2014). Managers should act in a fair anduniform manner to all their employees to deal with workplace diversity successfully.Moreover, managers should also encourage interaction between the employees of variouscultures backgrounds. The next crucial issue is related to the ethical concerns in a workplace. Good ethicalculture can direct an employee towards productive performance as well as to built love andbelonging among employees. Code of ethics is always a good indicator of employee’scommitment, which in turn will increase their productive performance. An employee who has
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