Organizational Behavior: Theories, Challenges, and Solutions
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This essay discusses the theories, challenges, and solutions related to organizational behavior. It covers topics such as diversity, crisis management, and organizational development.
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Running head: ORGANIZATIONAL BEHAVIOR Organizational behavior Name of the Student: Name of the University: Author note:
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1ORGANIZATIONAL BEHAVIOR Organizational behavior deals with the study of people’s interaction with each other withinagroup.Thisstudyhelpsincreatingefficientandmoreeffectivebusiness organizations. There are various reasons why the companies need to utilize the theories and concepts of organizational behavior. It is important to understand the basic terms associated with the concept of organizational behavior (Robbins and Judge 2013). The purpose of this essayistounderstandaboutseveralorganizationalbehaviorswhichmayaffectthe workplace. In addition to this, the essay highlights the theories of organizational behavior, potential problems and its solutions. The most important challenge, majority of the organizations are facing today, is the way they are adapting to the diversified working environment. In terms of race, ethnicity and gender, organizations are trying to become more heterogeneous. TheCognitive Dissonance Theorycan be applied in the organizational setting. This theory helps in explaining the relationship between the behavior and attitudes of the employees. It also deals with the incompatibility as well the inconsistency between the attitudes and the behaviors. In simpler terms, individuals try to seek stability with minimum dissonance (Miner 2015). TheSelf Perception Theorycan also be applied to an organizational setting, in order toletpeopledecidetheirownfeelingsandattitudes.Thishelpsthemmaintain professionalisminanorganizationalsetting.Effectiveandefficientmanagersmust understand the attitudes and behaviors of the employees. Based on the theories they can help reduce the dissonance and other external factors, hampering the progress of the organization. Employees who are aware of these concepts and theories try to reduce the dissonance and change their attitudes, which lead to a successful performance. Furthermore,successful performanceslead to accomplishment, promotions, increasedpayments and more beneficial outcomes(Haslam et al. 2014).
2ORGANIZATIONAL BEHAVIOR TheAttribution Theoryexplains how people are judged differently, on the basis of their behavior. The theory suggests that on observing a person’s behavior, people determine whether it is externally or internally caused. Externally caused behaviors result from external factors, which are not in the control of the person. On the other hand, internal behaviors are under the individual’s control. Other theories like;Goal Setting Theory, Reinforcement Theory, ExpectancyTheory, Equity Theoryare all applicable in an organizational setting. TheContingency Theoryalso stresses on the leadership style, the organization follows. Fiedler Model proposed that an effective group performance is dependent on proper selection between the organizational leader’s style and way of interacting with others. The motive is to define various types of styles applicable in different situations. Therefore, these theories are important for the organizational managers, in order to lead and control the organization (Nelson and Quick 2013). Managing the employees efficiently is a skill which requires constant development and planning. There are various changes which take place in the organization. The happened changes occur naturally due to the external factors and are unpredictable. This type of changes mainly occurs when an organization fails to accept the environmental changes and customers’ demands. For instance, currency devaluation, adverse effects of the business in importing raw materials, political, social and technical changes are unpredictable and falls in the category of “Happened Changes”. However, the managers need to keep a track of all the changes, which can be predicted as early as possible. In order to encourage the employees’ performances,working conditionsmust be improved. Furthermore, employees must be involved while setting up ofgoals, rewards and motivations(DuBrin 2013). Moreover, organizations face challenges when the employees cannot accept diversity in their policies. Most of the employees have a mindset of, “We have done it in this way.” This needs to be changed as it mars the growth and progress of the organization. Managers
3ORGANIZATIONAL BEHAVIOR need to conduct various sessions and diversity trainings in order to implement diversity in the organizational policies. Negative behaviors as well as attitudes can be an obstacle for the organizational diversified culture. These changes are predictable and can be easily controlled, if the management team takes necessary steps. Furthermore, conflicts can be resolved by motivating and encouraging the staff members to raise their issues, without any fear (Luthans, Luthans and Luthans 2015). In addition to this, theorganizational crisiscan bring in huge changes in their policies. Crisis situations can lead to major disturbances within the organization and create unrest among the staff members. The policies and working environment change to a huge extent, which the employees find difficult to cope up. In order to handle a crisis moment, the organization needs to adopt a focused approach and undertake certain strategies to overcome the issues. Moreover, the employees need to change their perspectives. Management team needs to conduct proper employee trainings as effective communication is highly essential to overcome the crisis situations of the organization (Miner 2015). Organizational behavior is facing several challenges since the year 1980. In this globalized world, organizations are adopting new and innovative technologies in order to compete with other companies. According to Pinder (2014), the internal and the external environment affecting the organizational behaviors are changing. In the mean time, the groups of people appear to change their trends of working by adopting different values as well as maintaining standards. Organizations are adopting differentiation strategies in order to stand apart from others. Researches on organizational behavior have revealed the fact that modern day companies are changing their ownership patterns. KinickiandKreitner(2012)mentionedthatcompaniesareadoptingseveral techniques for organizational development in order to modify people’s behavior, who are
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4ORGANIZATIONAL BEHAVIOR resistant to change. It helps in bringing changes in the norms, perceptions, attitudes, values and the behavior of the people, in order to improve the interpersonal relationships’ quality. Some of the techniques are; sensitivity technique, process consultation, team building, survey feedback, intergroup development and others. Survey techniques help in removing the discrepancies between the groups. In these techniques, the employees are asked to fill up the survey questionnaires, where they can write about their issues, without any hesitation. To conclude, the data which is collected from the survey are circulated for further discussions. This helps in resolving the workplace conflicts to a huge extent. Similarly, process consultation helps the employees to share their issues with experts. The professional experts support and motivate the workers, which enhance the team building spirit among them. Modern day organizations are adopting several measures to develop the workplaces. Many organizations are trying to provide the employees with a balanced professional as well as personal life. In addition to this, social gatherings and events at the workplaces help the employees to open up and voice their opinion regarding workplace issues.
5ORGANIZATIONAL BEHAVIOR References DuBrin,A.J.,2013.Fundamentalsoforganizationalbehavior:Anappliedperspective. Elsevier. Haslam, S.A., van Knippenberg, D., Platow, M.J. and Ellemers, N. eds., 2014.Social identity at work: Developing theory for organizational practice. Psychology Press. Kinicki, A. and Kreitner, R., 2012.Organizational behavior: Key concepts, skills & best practices. McGraw-Hill Irwin. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence- based approach. IAP. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nelson, D.L. and Quick, J.C., 2013.Organizational behavior: Science, the real world, and you. Cengage learning. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Robbins, S.P. and Judge, T., 2013. Organizational behavior.