This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
Organizational Behavior Â Â Â Organizations have been described as groups of people who work Â Â Â interdependently toward some purpose. This definition clearly indicates that Â Â Â organizations are not buildings or pieces of machinery. Organizations are, Â Â Â indeed, people who interact to accomplish shared objectives. The study of Â Â Â organizational behavior (OB) and its affiliated subjects helps us understand Â Â Â what people think, feel and do in organizational settings. For managers and, Â Â Â realistically, all employees, this knowledge helps predict, understand and Â Â Â control organizational events. Â There are three determinants of behavior in Â Â Â order to make an organization more effective: individual, groups, and structure. Â Â Â The people within the organization and their behaviors affect the performance of Â Â Â the organization. There are a number of behavioral disciplines that contribute Â Â Â to OB: psychology, sociology, social psychology, anthropology, and political Â Â Â science. There are lot of challenges and opportunities today for managers to use Â Â Â OB concepts. One of the most important and broad-based challenges facing Â Â Â organizations today is adapting to diverse work environments. Organizations are Â Â Â becoming more heterogeneous in terms of gender, race, and ethnicity. Â Â Â Understanding the concepts of OB allows management to facilitate the needs of a Â Â Â diverse workforce. Â
Â Â Â Â Organizational behavior is about people at work in all kinds of Â Â Â Â organizations and how they may be motivated to work together in more effective Â Â Â Â ways. Â By studying these behaviors you become more aware of your business ethics Â Â Â Â and are able to positively find ways to transfer your employee's attitudes and Â Â Â Â behaviors into more positive experiences personally and for the company. Â Â Â Most organizations realize that being ethical is good business practice and Â Â Â pays in the long run. To be ethical requires treating others -- customers and Â Â Â employees -- properly and fairly. A company that is interested in growth and Â Â Â profits must establish relationships with customers and employees based on Â Â Â trust. Improvement of the employer-employee relationship is important to both Â Â Â parties for several reasons. First, employee productivity increases when Â Â Â employers treat their employees with more respect. Second, employees may find Â Â Â that increased ethical behavior on their part actually results in higher Â Â Â compensation. For example, many companies are involved in relationship Â Â Â marketing, which is the process of creating and maintaining long-term Â Â Â relationships with customers. Relationship marketing, which can help a company Â Â Â increase its profits, requires the cooperation of employees. Employees that Â Â Â perform their jobs conscientiously and diligently are frequently rewarded with Â Â Â higher wages. Third, even if there is no material gain, ethically appropriate Â Â Â behavior provides a sense of self-satisfaction. Therefore, it is advantageous Â Â Â for every organization to maintain high ethical standards and thereby foster Â Â Â trust between a company and its employees. Â
Â Â Â Virtually all studies of employee satisfaction show that influencing Â Â Â employee attitudes is more affectively done by local managers and supervisors Â Â Â than by any other force with in a business or organization. Â Positive attitudes, Â Â Â behaviors, and language are the most critical ingredients, supported by constant Â Â Â application, interpretation, and example provided by organizational leadership. Â Â Â Â Here are some of the principles that I feel are pretty powerful techniques to Â Â Â redirect redefine and refocus how employees think, speak and behave and achieve Â Â Â in their work environment. Â
Â Managers should be more constructive. Â This means that daily, managers should Â seek to make and solicit positive, constructive suggestions to their employees. Â They should seek out useful questions to answer everyday and critique Â performance constructively. Â
Â Managers should be positive. Â By teaching others to have fun and celebrate some Â success every day is positive behavior. Â Using positive language and reducing Â the negative language in a group should eliminate negative emotions amongst the Â team and or company. Â
Â Managers should be outcome focused. Learn from positive lessons from adverse Â situations and focus on today and tomorrow. Â This will commit the manager to a Â forward momentum that each employee can follow. Â
Â Managers should be reflective and seek to learn everyday. Â As managers, you Â should be learning everyday just like the rest of us. Â What could you have done Â better? What could you have done more of less often? Or could you have conducted Â yourself differently, more consistently. Â These questions show employees that Â you to have the ability to redefine your actions to make yourself better. Â Managers should be pragmatic. Â If management makes forecasts achievable you are Â helping others achieve their goals. Â
Â Managers should relentlessly seek positive incremental improvements everyday. Â Help the employees break down problems into solvable parts. Â Help your team Â resolve these parts promptly so that time is not wasted and you can move onto Â something else. Â
Â Â Â I don't want to put all the pressures on that of upper management because I Â Â Â do believe that the success in the workplace also depends on the self-efficacy Â Â Â of the individual employee in dealing with the social realities of work Â Â Â situations. These skills include ability to communicate well, to relate Â Â Â effectively to others, to plan and manage the demands of one's job, to exercise Â Â Â leadership and to cope with stress effectively. Staying capable in a world of Â Â Â change requires confidence in one's ability to manage one's own learning. That Â Â Â is, in order to continue to be a valuable employee, an individual must be Â Â Â willing to learn new skills to keep pace with the rapidly changing world. Â Â Â Â Â Â Â By applying behavioral science and knowledge at various levels in an Â Â Â Â Â Â Â organization higher quality of work-life can be achieved. It accomplishes this Â Â Â Â Â Â Â by changing attitudes, behaviors, values, strategies, procedures, and structures Â Â Â Â Â Â Â so that the organization can adapt to competitive actions, technological Â Â Â Â Â Â Â advances. Organizations that have talented and dedicated employees are likely to Â Â Â Â Â Â Â be more effective. Greater effectiveness by the employees in their tasks often Â Â Â Â Â Â Â translates into greater efficiency and profits for the company. Human resource Â Â Â Â Â Â Â management, benefits in its attempts to attract and develop individuals who are Â Â Â Â Â Â Â best suited to the company through job descriptions, job responsibilities, and Â Â Â Â Â Â Â training programs. Â
Â Â Â Â Â Â Â The employees who are satisfied in their jobs will be more motivated Â Â Â Â Â Â Â to perform effectively and there is a scope to gain more and more knowledge, Â Â Â Â Â Â Â update with new skills and they perform different tasks that require different Â Â Â Â Â Â Â skills. They are able to perform a complete piece of work. This gives a sense of Â Â Â Â Â Â Â completion and responsibility for the product. Â
Â Â Â Â Â Â Understanding different types of people and possible ways to deal Â Â Â Â Â Â with them allows a manager to select the leadership style and methods most Â Â Â Â Â Â appropriate to their situation. Study of behavior of employees in an Â Â Â Â Â Â organization could help in selecting and training based on their tested Â Â Â Â Â Â potential to perform the job. This helps in deciding pay rates, establishing Â Â Â Â Â Â performance standards, work planning, distribution of work according to Â Â Â Â Â Â individual capacity and setting schedules. Behavioral study provides performance Â Â Â Â Â Â feedback, some insight into why employees behave a certain way and informal Â Â Â Â Â Â social interactions. Â
Â Â Â Â Â Â Â In conclusion all these lead to an ultimate goal of improved Â Â Â Â Â Â Â productivity; have people perform at full potential, and reward workers for Â Â Â Â Â Â Â performance. Environmental factors are increasing the need for effective Â Â Â Â Â Â Â leadership in today's organizations. In order to better motivate, guide, and Â Â Â Â Â Â Â direct employee teams, leaders require specific skills and expertise in Â Â Â Â Â Â Â behavioral studies to change their environment. Â Â References Â Boston: Pearson Custom Publishing, 2001. ORG/502-Organizational Behavior. Â Resource. University of Phoenix. Retrieved January 9, 2004. Â . Â Maslow, Abraham. "Basic needs." Workforce 81:1 (2002): 49 EBSCO. University of Â Â Phoenix Online collection. Retrieved January 9, 200413 Keywords: Abraham Maslow. Â University of Phoenix, ed. Organizational Behavior University of Phoenix custom Â edition e-text. Â
Â McShane-Von Glinow (2003). Organizational Behavior, Second Edition [University Â of Â Phoenix Custom Edition e-text]. The McGraw-Hill Company. Retrieved January Â 9, 2004 from the University of Phoenix, Resource, ORG/502-Organizational Â Behavior Website: https://mycampus.phoenix.edu/secure/resource/resource.asp
Organizational behavior, also known as OB, is a field of study that investigates the impact that individuals, groups, and structure have on behavior within a company for the purpose of applying such acknowledge toward organization effectiveness. OB is about everyday people who want to enjoy every moment of their life, whether it is at work, at school or in every day society. Organizational behavior helps improve the performance of people, workplace, and the quality of the work overall. The goal of organizational behavior is to integrate the insights of diversity, discipline and applied them to real world problems and open opportunities.