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In the present context when you are working, you may think this is the right organisation for you? What is your answer for this question? In my point the many answers will be "No". The main reason for this answer "Managers have lack of knowledge about how to manage organisational behaviour". Due to this less knowledge, managers straggling to handle employee's problems in a proper way and they are not achieving the organisation's goal. Because of this many qualified employees are trying to find a job from other organizations which are having a high-quality management. If qualified employees leave the organisation, organisation's goal achievement result will be negative. So the managers should have jam-packed knowledge about organisational behaviour. Then only they can keep qualified employees with them and run the office efficiently to achieve organization's goal.
In this point you will think what is organisational behaviour? There are many definitions for this but simply can say, for a act you are getting different responds from different people and the way of reaction between two people in the office situation. So good manager will observe with their respond who is capable and who wants to get more knowledge. If the employee is happy with his job, they will be more productive and their respond also will be satisfied. So as a manager he should observe their learning capacity.
For example, if you employed who was a young, shy and softly spoken girl, you cannot put her in the role of marketing. Instead, you can place her in a low stress position that would suit her nature.
From this, you can see that organisational behaviour is not just about keeping employees happy. It is about placing staff in a position that suits their personality and experience as well as helping employees to nurture in a way that they become more of an asset to the business.
If you want to get more productive work from the employee, you should satisfy the employee through applying some kind of concepts. For an example you be able to motivate them. So if you desire to motivate them, you have to analyze their needs whether you need to motivate Extrinsic or Intrinsic way. The analyzed result should say "which needs are very important to that person and which needs achievement will satisfy him. Some person will satisfy with salary increment and other benefits or some others will satisfy with promotions etc. so the manager should cautious when he taking motivation decision.
While the manager doing motivation he should consider about their personality. What is personality? Until now there is no any agreement on the exact meaning of personality. But there are many ways to describe the personality (i.e strong, weak or polite). My description about personality is "The kind of ability which people having". All people they are not having equal mentality, person to person it will differ. So as a manager while working with them, you should identify their personality and you can categorize them with "Big Five" personality traits. If you assign a job to a person in inside the office who is having more extraversion, his all talents are shrinking inside the office and you won't get effective result from him. But if you assign him as a marketing person, you will get more effective and efficient result from him. Also managers should consider the special quality of employees. Some employees have a unique behaviour. The perception is one of that. As a manager when you are assigning a job, you should consider that who is having this type of characteristic. For an example you are assigning a same job to two different personalities. So one employee has quickly understood what your expectation from him and he planned how he wants to finish that work. But other one was not aware of it and he is doing how he knows. So you can categorize them with their ability and assign the job based on that.
As a manager you are the responsible person to take more work from employees. From above examples you can find that someone capable someone incapable to handle specific work. So you have to make everyone as capable workers. So next step you have to think, how can you do this? Better way is conducting training programmes to staff. What is training programme? How you can conduct this? This type of questions will arise from you. There are many definitions for training. Steinmez said "Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skill" and David de Cenzo and S.P. Robbins said "Training involves changing of skills, knowledge, attitude or social behaviour". The training programmes should conducted by well trained trainers. This type of trainers will analyze following ways:
Analysing Jobs and Men: if the men are less capable to perform the particular jobs they can be given training to increase their skills.
Collecting Employee's and Managerial Opinions: The training section may either by interviews or questionnaires obtain views of different people regarding necessary and desirable training programmes.
So like this training programmes you could increase their capability.
As we discussed earlier, the different personalities are working in organization. So there should have monitoring and controlling between staff. So they need a proper leadership. How you can find correct leadership? What kind of characteristics he should have? This type of questions will arise before assign the leader. There are many definitions for leadership. According to Useem, leadership is a matter of making a difference. It entails changing an organisation and making active choices among plausible alternatives, and depends on the development of others and mobilising them to get the job done. You can ask a question why managers can't be a leader? As per Watson's 7-S organizational framework he suggests that whereas managers tend towards reliance on strategy, structure, and systems, leaders have an inherent inclination for utilisation of the 'soft' Ss of style, staff, skills, and shared goals. Also you can see the different characteristic between Manager and Leader as follows.
A copy An original
Focus on systems and structure Focuses on people
Relies on control Inspires trust
Short-range view Long-range perspective
Asks how and when Asks what and why
Eye on the bottom line Eye on the horizon
Accepts the status quo Challenges the status quo
Classic good soldier Own person
Does things right Does the right things
So if you assign the leader with about characteristic, he will lead the team successfully.
Now you placed a good leader to your team and given training programmes to employees. But still you observed that certain employees are not working properly and you found the reason for that they are not satisfied with their job. What is job satisfaction? How you can satisfy the employee? Simply can say that "getting positive result from the one employee's job appraisal or job experience", job satisfaction is one of the important attitude. In the job satisfaction many internal factors will influence like the work itself, Payment, Promotion opportunities, Supervision and Coworkers, but in the meanwhile some external factors also influencing. For an example one person is working in the developed area with all internal & external facilities. But suddenly management has transferred him to the remote area with same job, where is no external facilities (travelling facilities, good food etc). So if they observe his performance after transfer, it might be lesser than previous. So manager has to take action to enhance satisfaction for an example Make jobs more fun, have fair pay, design jobs to make them satisfying and providing office transportation or allowance.
In many situation managers are not aware of individual decisions. Individual decisions may create vast positive changes in organization. In many organisation superiors are doesn't care about individual decisions from who are working under them or from other divisions. From a psychological perspective, it is necessary to examine individual decisions in the context of a set of needs. According to behavioralistÂ Isabel Briggs Myers, a individual's decision making process depends to a significant degree on their cognitive style.Â Myers developed a set of four bi-polar dimensions, called theÂ Myers-Briggs Type IndicatorÂ (MBTI). The terminal points on these dimensions areÂ thinkingÂ andÂ feeling;Â extroversionÂ andÂ introversion;Â judgmentÂ andÂ perception; andÂ sensingÂ andÂ intuition. She claimed that an individual's decision making style correlates well with how they score on these four dimensions. For example, someone who scored near the thinking, extroversion, sensing, and judgment ends of the dimensions would tend to have a logical, analytical, objective, critical, and empirical decision making style.