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A successful business is not able to lack of a good management as well as manager. The manager has important effect to activities in trading and makes profit for business. A manager who controls employees’ duty and acquires goals from employees by making decision, assigning resource and directing activities. Also, the successful manager should perform four functions such as planning, organising, leading and controlling. Beside that, organisational behaviour holds important role in business as well as in management. It is known as a study how individuals, groups and structure effect and are influenced by behaviour in organisations and the knowledge is applied to individuals, groups and structure to improve or make more effectively for organisations (Robbins,P et al.2010).
The organisational behaviour is one of basic elements that support for management in business. It can help managers understand behaviour and what individuals, groups and structure are doing as well as can predict the actions from them or can realize causes and effects among relationships in organisations (Robbins,P et al.2010). Similarity with management functions, organisations also use many different resources to achieve and remain the goals or objectives, these resources are arranged into four groups such as human, financial, physical and information. So managers can use and compose these resources with the four basic function (planning, organising, leading and controlling) with the purpose of getting effective goals from the organisation. Following that, managers will show how to apply these basic functions and resources to organisation and its goal. Planning is the first managerial function and it is the process that is established to determine future position and decide how to get the goals. The second function is organising, the process of designing jobs and determining the tasks as well. Leading, the third function is the process of motivating employees, group dynamics or resolving conflicts in organisation. Controlling, the fourth function, is the process of comparing, monitoring and correcting performance with goals of the organisation (Griffin & Moorhead, 2010). The successful managers should perform effective functions and different roles in organisation. The interpersonal roles that are the main tasks of managers and are relative to employees, the interpersonal roles are including the figurehead, the leader and the liaison. The second one is decisional roles, there are including the entrepreneur, the disturbance handler, the resource allocator and the negotiator. They are important roles in decision making and the high quality decision can be productive for any organisation. For example, the changing or innovations or new planning and strategy in organisation will be implemented by entrepreneur. The last is information roles that include the monitor, the disseminator and the spokesperson. For example, the disseminator is also a manager and responsible to exchange or convey information to other people. So information is important in organisation and behavioural processes are part of these roles (Griffin & Moorhead, 2010). In the next step, let discussing about part of changing global environment and how to effect to management and organisation. The firstly, most organisations try to achieve their inputs or produce their products with less expenses (lowest labour or raw material costs) and due to economic forces (interest rates, status of economy and unemployment rate) as well as the differences of countries such as exchange rates, wage level, gross domestic product and per capita income that have a significant influence to organisations’ operation internationally. Technological forces are also important in transmitting technology for competitive advantage and are applied for development techniques towards new production, they effect to aspects and operation of organisations. For example, applying computerization can improve more effectively in manufacturing. The organisations sometimes are influenced political and environmental forces such as government policy. For example, a tariff for imported cars will effect to customers of organisations. The thirdly are demographic, culture and social forces (the age, value, custom and lifestyle), these resource have a big contribution towards the demands of country’s customers. For example, the needs for baby products are usually connected to birth rates and age distributions. Moreover, social and cultural values also have significant influence to the nation’s attitudes for overseas and domestic products. For example, in France and Italia, whether domestic cars’ quality is as good as overseas cars, the consumers still like domestic cars. Basically, the managers always face with challenges and like to take the generated opportunities due to changing legal, social, political and economic forces. If organisations can manage the forces well in changing global environment, they will probably attain the resources that they need and generate more goods and services as well as get attraction to new consumers. Also, organisations will be difficult to survive if they do not have a good way to manage global environment and attain scarce resources and supports from their stakeholders (Jones, 2004). Let moving on diversity aspect, diversity is not only known as race or gender but also including background, education, age, personality, lifestyle, sexual, geographic…. it should be perceived in organisations and there will not have any discrimination among people in workplace. So what are benefits for organisations if they can realize and treat well in diverse workplace ? A diverse workforce can provide a lot of solutions to problems sourcing, allocation of resources and service. Employees have difference backgrounds and they can contribute their talents and experiences in outlook that are flexible to adapt fluctuant markets and customers’ needs. Also, there is a collection about skills and experiences that is used to provide services to customers. Basically, a diverse workforce is larger about ideas and experiences that are useful and more effective for business strategy needs and customers’ needs. For successfulness, organisations should build up step by step for diverse workforce such as diversity assessment in workplace, developing diversity in workplace plan, diversity implementation in workplace plan and diversity training as a tool to shape diversity policy (Greenberg, 2004). Improving customer service as well as customer satisfaction is important to generate more profitability for organisations. To get it, the firstly, gathering customer information and make sure everyone is involved for improving quality and satisfying customers. Secondly, the solid information about product and service features that customer evaluates with the purpose of understanding what customers want not only for product and service today as well as tomorrow. Finally, organisations need to base and act on the customer information to improve quality of product and service that can make more increase about loyalty, satisfaction and profitability (Johnson & Anders Gustafsson, 2000). The low self-efficacy should be mentioned in the workplace as a factor that causes problems for organisations such as low productivity, low morale, low participation, less creativity and innovation and high labour turnover. The low self-efficacy can be increased or eliminated by empowering people. So the idea for empowerment is simple, employees should be guided, emotional supporting, reinforce socially, monitored and coached them in jobs so that they will not produce defects in their output. That employees can make decisions at all levels without agreement from managers also contribute their efforts into performance of organisations (Divina & Edralin, 2004).
On the other hand, in a contrast aspect between management and organisations, there are several problems that effect negatively to organisations and managers should pay more attention on these. Deviant workplace is one of main reasons to cause a difficulty to organisations and take more financial. Deviant workplace includes both hostile behaviours and other forms such as sabotage, theft, insult and gossip. So organisations need to have a good way to reduce these such as hiring and firing policies, security strategies and work design for high risk occupations. Moreover, a prevention plan should be established and involve some components like training managers to early identify problem from employees, setting up clear rules in the workplace with respect to violent, threat and harassment, supporting from management with high level for reporting trouble’s signals and proactive, common sense policy to handle termination and layoffs as well (Braverman, 1994). Job satisfaction, the secondly, that is able to create more productivity for organisations but it also can be negative influence in other feature. If the employees are satisfied in job, they will be more effective and responsible to the organisations and the absenteeism will be also reduced. With individual, satisfaction will help employees reduce stress and attain more goals (Kalliath et al.2010). Some elements can effect and make employees more happily in job such as work itself, pay, advancement opportunities, supervision and colleague. In the contrast, there are four keys like the exit, voice, loyalty and neglect that are useful in perceiving the result of dissatisfaction. So what will occur if the workers are not dissatisfied in job ? they will resign and look for a new position or absenteeism, lateness, error will increase. Also, organisations will suffer significantly if the workers do not trust employers or not feeling from our supervisor as well as paying policies are not fair (Robbins,P & Judge,A 2010).
In conclusion, understanding the relationship between management and organisation is very useful for leadership. Also, it helps managers be able to face with difficulties in organisations and can find out some best methods to resolve those. Only by having a thorough grasp of theory and practice, managers can administrate more productively such as facing with global changing, improving services, managing diversity, empowering people, deviant workplace and job satisfaction. From that, organisations may run smoothly and for higher benefits through perceiving roles, components and their effects in organisations.
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