Enhancing Efficiency Of Corporate Environment Through Organisational Behaviour Analysis

The Significance of Organisational Behaviour Analysis

Question:

Discuss About The Efficiency Environment Of The Corporation?

The examination and analysis of employee’s behaviour in a company’s environment are called Organisational behaviour. This examination helps management to enhance the efficiency of the environment of the corporation. The management can collect important information from examining the environment such as attitude, thinking, and behaviour of workers towards the corporation. This information assists management in formulating improved regulations in the future. The performance and proficiency of employees get affected by their behaviour in the company. This essay is focused on analysing the situations which influence the employee’s behaviour and impact of employee’s attitude towards the company’s performance. Further, the essay will analyse the significance of job satisfaction and the importance of employee’s commitment for the advantage of the company.

It is the examination and evaluation of employee’s and a group of employees’ behaviour, which assist in formulating future regulations for the company. According to Mullins (2007), analysing employees’ behaviour has numerous benefits, for example, it assists managers to establish a positive relationship with their employees. The communication between employer and workers improved significantly. The information provided by the study used by management to establish different regulation regarding marketing and corporation’s structure. Management can use this information to encourage their employees as well.

Attitude is defined as the feeling of an individual for an object, work or person. As per Walumbwa, Hartnell and Oke (2010), the behaviour of an individual gets influenced due to their attitude. It is a mixture of various aspects including character, thinking, ethics, behaviour, and motivations. For better productivity, manager focuses on improving the attitude of their employees. Employees with a positive attitude at works function considerably well than the employees who have a negative attitude a work. The success of a company gets influenced by their workers’ attitude since the attitude of a worker raise or lowers his productivity. According to Kafetsios and Zampetakis (2008), the activities of organisations can positively or negatively influence the attitude of an employee. For example, if an employer makes negative remarks about an employee’s work, then the remark can affect employee’s attitude adversely by reducing their self-confidence.

According to Johan Hauge, Skogstad and Einarsen (2007), a stressful environment at the workplace can include employees’ behaviour adversely towards their job. A stressful environment includes constant force on the employee for achieving their target and vulnerable working conditions. The relationship between colleagues at a workplace can influence both of their attitudes.  The performance of employees reduced if there is a tension between two workers. The negative attitude of an employee affects the attitude of other workers adversely, for example, bullying at the workplace is one of the major causes for employees’ resignation. Macky and Boxall (2007) provided that the management can maintain a positive and healthy environment by giving appraisal and inspiring employee at a workplace. The attitude of satisfied employees influences the attitude of other employees positively, which provide the requirement of the positive environment at the workplace. To establish that following method can be adopted by management:

• A Proper examination of employees’ attitude to understand the challenges they are facing in the workplace which can influence their productivity.
• Communicating with employees to provide a solution to their challenges which can positively influence their attitude. There is different method approach by a manager such as monetary rewards or non-monetary rewards.
• Resolution of tension between employees can significantly include their attitude positively. No employee should feel inferior due to the resolution of tension; mutual respect should be established between employees.
• Formulation of future guidelines to avoid any tension between two employees to ensure positivity in the organisational

Impact of Employee Attitude on Organisational Environment

According to the research of Stewart, Courtright and Barrick (2012), the impact of an employee’s attitude highly affects other employee’s attitude in same team or group, as compared to a single employee. An extrovert and positive employee can positively affect the attitude of other team members, due to the theory of peer pressure. Most peoples attitude influenced easily in a public or team environment. The attitude of a negative employee in a team has a similar impact since their attitude can include other employees’ behaviour adversely.

The trust between employer and employee can be used by management to eliminate the negativity in the organisation. As per Brown, Gray, McHardy and Taylor (2015), proper communication channels should be established for identifying the reason for tension between employees and for providing their resolution. Many experts provided different theories to improve the productivity of employees by maintaining the motive environment, such as the use of humour to influence employees’ behaviour. The humour can be beneficial for management since it influences people’s behaviour positively. The tension at a workplace can be eliminated by management’s humour which assists in maintaining a positive relationship with employees. As per Shetty and Gujarathi (2012), in a research conducted in between 184 interns who registered in different internship programs, the importance of humour in the organisational environment was established. The humours environment at workplace significantly aids in enhancing the satisfaction of interns and negative humour, such as taunting and insult affected job satisfaction adversely.

To understand employees’ satisfaction from a certain job, the theory provided by Abraham H. Maslow can be applied by management. Maslow provided a theory based on the need of peoples called ‘Hierarchy of Needs’, which divide people into five categories according to their needs. According to Sadri and Bowen (2011), this theory can be used by management for the better encouragement of employees by understanding their needs. Various categories of employees’ need include physiological, safety, social, self-respect and self-actualisation. Various employees have different needs and management can fulfill such need to give job satisfaction to employees.

Herzberg provided another theory for job satisfaction called ‘Motivator-Hygiene Theory’ which provides that satisfaction and dissatisfaction are two different concepts and many times they are totally unrelated to each other. According to the book of Herzberg, Mausner and Snyderman (2011), the motivator part includes incentives such as bonus, salary, appraisal, and achievement which are necessary for job satisfaction of an employee. The Hygiene part includes other factors such as organisational environment, regulations, job conditions, security and behaviour of other employees which are related to job dissatisfaction of employees. Both of these parts are entirely different from one another and it is imaginable that employees are neither satisfied nor dissatisfied with their job, and they can be neutral.

Job Satisfaction and its Importance in Organisational Efficiency

Meyer and Allen provide a theory for organisational commitment at its necessity in a corporation. The employees are divided into three categories including affective, continuance and normative. In case the employees of a corporation are committed towards the corporation at an emotional level, it is called affective commitment. In case employees keep their job due to lack of options then it is called continuance commitment. The lack of option includes cases such as fear of incentives loss, loss of time or pension loss. The reason for employees’ retention is the debt provided by the company, and then it is called normative commitment (Weng, McElroy, Morrow and Liu 2010).

According to Hayes, Bonner and Pryor (2010), the job satisfaction and commitment of employees’ get influenced by various factors, such as negativity at the workplace can reduce the job satisfaction of an employee. The security and working conditions of a corporation can significantly influence an employee’s commitment or satisfaction. The opportunity for growth in an organisation is a significant factor for employee’s commitment towards their job. Growth opportunities positively influence satisfaction of employees and raise their commitment in the organisation. The relationship of employees with their supervisor and colleagues can include their behaviour at a workplace. There is a significant requirement of mutual trust between superior and employees to establish satisfaction and commitment towards a job. Many employees’ behaviour also gets influenced by monetary rewards or incentives provided by the organisation.

According to Aydogdu and Asikgil (2011), a corporation gets benefits in several ways because of positive commitment of their employees towards their job. The satisfaction and productivity of a person are directly related to their commitment towards a goal. The work of highly committing employees surpasses other employees work and also encourages other team members as well. As per human resource process, the recruitment and retention provide becomes simpler due to high commitment and satisfaction of employees. The revenue of a company rises if their employees perform with their higher productivity, which shows the requirement of effective satisfaction and commitment policies in an organisation

Conclusion

From the observations made above in the essay, it can be established that the attitude of employees influenced the behaviours of organisational environment. Same influence of organisation’s environment has over employees’ attitude. The positive attitude of employees influences their productivity favorably, which shows the requirement of effective management policies for a positive environment. The commitment of employees benefits corporation since committed employees perform with the highest productivity. It is necessary for management to monitor their employee’s needs to use them as a tool for their encouragement. Positive environment influence employees’ job satisfaction favorably, which benefits corporation by enhancing their profits.

References

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Brown, S., Gray, D., McHardy, J. and Taylor, K., 2015. Employee trust and workplace performance. Journal of Economic Behavior & Organization, 116, pp.361-378.

Hayes, B., Bonner, A.N.N. and Pryor, J., 2010. Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature. Journal of Nursing Management, 18(7), pp.804-814.

Herzberg, F., Mausner, B. and Snyderman, B.B., 2011. The motivation to work (Vol. 1). Transaction publishers.

Johan Hauge, L., Skogstad, A. and Einarsen, S., 2007. Relationships between stressful work environments and bullying: Results of a large representative study. Work & Stress, 21(3), pp.220-242.

Kafetsios, K. and Zampetakis, L.A., 2008. Emotional intelligence and job satisfaction: Testing the mediatory role of positive and negative affect at work. Personality and individual differences, 44(3), pp.712-722.

Macky, K. and Boxall, P., 2007. The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18(4), pp.537-567.

Mullins, L.J., 2007. Management and organisational behaviour. Pearson education.

Sadri, G. and Bowen, C.R., 2011. Meeting employee requirements: Maslow’s hierarchy of needs is still a reliable guide to motivating staff. Industrial engineer, 43(10), pp.44-49.

Shetty, B. R. and Gujarathi, R., 2012. A Study Of Faculty Job Satisfaction And Its Impact On Student Satisfaction In Management Institutes Of Nashik District Affiliated To University Of Pune. [PDF file]. Journal of Business and Management. Retrieved from < https://www.iosrjournals.org/iosr-jbm/papers/vol3-issue4/A0340108.pdf?id=5464 >

Stewart, G.L., Courtright, S.H. and Barrick, M.R., 2012. Peer-based control in self-managing teams: linking rational and normative influence with individual and group performance. Journal of Applied Psychology, 97(2), p.435.

Walumbwa, F.O., Hartnell, C.A. and Oke, A., 2010. Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation. Journal of Applied Psychology, 95(3), p.517.

Weng, Q., McElroy, J.C., Morrow, P.C. and Liu, R., 2010. The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), pp.391-400.