Management Organizational Behavior

Question: Discuss about the Managementfor Organizational Behavior. Answer: Introduction Organizational behavior (OB) refers to the manner in which people in a group interact. Basically, the purpose of organizational behavior is to create a better and efficient organization. The main idea behind the study of organizational behavior is that scientific methods can be adopted to monitor and manage the employees (Johns, 2006, pp 390). Some theories regarding organizational behavior are used for the purpose of improving the output of employees within a business organization. Actually, there exist a number of different theories, models, and philosophies that explain organizational behavior. The core areas of the study include enhancing innovativeness, improving job satisfaction and performance and improving the leadership skills. Managers in a business organization develop certain desired approaches in order to attain good results. These approaches include rectifying the manner in which the performance is assessed, restructuring groups and improving the compensation structures . Theories of Organizational Behavior The onset of industrial revolution encouraged labor division and specialization. Additionally, some aspects of the human organization were established. An in-depth study of the way the employees behave in an organization depicts the various dimensions of organizational performance. To start with, the theory of scientific leadership explains how employees can work effectively. First, the theory identifies the goals or objectives of the organization. Secondly, certain standards of the organization are set to replace the existing rules. The employees in a given organization are tasked with responsibilities and managers have the opinion that there is only one particular way to perform a task well. After determination of the specific method, the required time for the work could be established. Afterward, the management of the organization could recruit workers and train them on the basis of the new work requirements (Johns, 2006, pp 393) The decision-making theory outlines the benefits of decision-making in an organization. In many cases, the decision makers face many restrictions and often they have to choose the minimal solution rather than the best alternative. However, decision making can be greatly beneficial to any organization. For instance, managers have to make certain decisions which are crucial to the organization. Wise and well-thought decisions lead to the success of the organization whereas reckless decisions may cause failure. The other theory is the neo-human relations school. This theory is majorly based on the modern structures of organizations. The development of this theory also led to the creation of other theories including the Maaslows Hierarchy of Needs. This theory states that employees meet their basic needs in five levels namely esteem, love, safety, physiological and self-realization. The theories of X and Y are also encompassed in this school of thought. Theory X explains that managers must define to the employees the work behaviors and give rewards for good performance. If the leaders do not do so, the workers will be reluctant in their duties. On the other hand, theory Y assumes that the workers are self-driven in the organization. In this case, the leadership concentrates on the achievement of goals rather than supervision. The systems approach theory defines the organizational behavior on the basis of the processes within an organization, input, and output. Certain changes within an organ ization can be made according to the indications of a feedback loop. Organization Problem Situations and Managerial Interventions As an organization grows, workplace problems also increase. Hence, the managers often face a variety of conflicts. These conflicts may occur in three distinct levels which include employee, organizational and team levels. The main causes of these conflicts may be as a result poor communication or using an inadequate organizational structure. In many organizations, the problems are compounded due to poor communication. To begin with, employee issues may arise as a result of personal trauma, organizational structure, and supervisor issues. The management may tackle this problem by identifying the cause of the problem. In case there is no clear cause of the conflict, then the management could consider evaluating the communication systems. Secondly, team problems may arise. For organizational prosperity, the teams within an organization must be determined to achieve certain set objectives. Any form of conflict among the team mates may result to non-functionality of on organization. Team problems mainly arise due to poor communication from the management hence the team goals are disoriented. Therefore, it is important for team leaders to strive for cohesion by giving constant feedback. Corrective measures must be adopted by the managers in case this problem arises. Proper diagnosis and action on the problem will play great part in avoiding further breakdowns within the organization. Also, organizational related problems may arise. Actually, the problems stemming from employees and team mates may develop to problems which affect the entire organization. Managers should avoid this by all means because the organization will be divided into two opposing groups. If this problem escalates, the manager may be forced to take more dramatic measures. For this reason, managers should always be alert because this problem may destroy the culture and reputation of an organization. Also, many organizations are faced with problems. In order to successfully solve this problem, the management usually follows a laid out plan. For instance, the management may first decide to solve the current problem before dealing with other matters. Secondly, the management looks for the root causes of the problem. Comparison and Critique on Current Developments in Organizational Behavior There have been great improvements and development in organizations in regard to workers, structures, and operations. The changes achieved have revolutionized the environments of businesses, the technical ability and the quality of management (Johns, 2006, pp 400). There are a variety of current trends which have been evidenced in the modern organizations. To begin with, globalization has changed the way organizations conduct their activities. The benefits of new technologies, exploration of new markets and reduction of cost through cheap labor enables the organizations attain global standards. Additionally, the relationship between businesses and other countries have also changed. In the recent years, there has been importance in considering the emerging employees matters which may affect the organization in the later years. A proper understanding of these issues will enable the management respond to emerging issues in the organization. The relationship between the employer and the employee depicts the change in the modern organizations. Employers play a participatory role rather than the old autocratic style of leadership. Flexible and sensible working hours and enhanced authority encourages the employees to work harder. In the modern organizations, managers promote upward communication and encourage the junior employees to voice their concerns and also involve them in decision making. In the recent years, the workforce has also revolutionized. A number of factors including labor shortages, immigration and aging population have contributed to the change in workforce. The attitude of workers has also changed. In this regard, employers have to change their recr uitment protocols, train and manage the employees in respect to the changing workforce. For instance, the organizations that once required the services of younger recruits may now broaden their requirements to include older and more experienced people. In the modern world, parents with newborns prefer to work closer to home. Hence, the employers need to consider them so that they can find new recruits. Additionally, the employers can develop new systems that allow some of their employees to work at home. By doing so, the employers will attract more people to the job. Shortage of professional labor has also been seen in some sectors. In order to solve this, employers might consider training the un-skilled workers instead of employing the skilled personnel. Additionally, some established organizations may consider sourcing for foreign labor (Griffin, and Moorhead, 2011, pp 21). Knowledge management explains how an organization utilizes the available knowledge for the smooth running and success of the organization. Any decision made by the managers or other decision makers in an organization requires knowledge. Hence, knowledge management is essential when deciding which actions or decisions to make. Recent studies in knowledge management have indicated that there is a connection between organizational culture and knowledge management. In a broader approach, the studies have indicated that organizational culture negatively affects knowledge management. Technology is one of the major factors that determine the performance of employees and organizations in the modern world. Recently, Information Technology (IT) has advanced in many dimensions. Technology has had a major impact on the type of work and the roles employees engage in. Also, the onset of technology has influenced decision making, motivation towards work and stress management. Therefore, it is essential for every business organization to consider such factors before adopting any new technology. To ensure that the employees are well familiarized with the new technology, an organization should adopt change management programs (Griffin, and Moorhead, 2011, pp 20). Conclusion In reference to this paper, organizational behavior plays a great role in improving the efficiency of an organization. Organizational behavior explains why certain behaviors are observed in an organizational setting. Also, leadership styles, job satisfaction and employee relationships can be explained. Indeed, people have sought various ways to improve their knowledge on organizational behavior. On a broader view, organizational behavior explains both individual and team performance in an organizational setting. Recently, there have been advancements in the organizational behaviors. These changes have completely changed the way organizations operate. For instance, globalization and technology have completely revolutionized business organizations. Bibliography Johns, G., 2006. The essential impact of context on organizational behavior.Academy of management review,31(2), pp.386-408. Griffin, R. and Moorhead, G., 2011.Organizational behavior. Nelson Education.