Explain about the Organizational Behaviour and Management of Sustained Competitive Advantage.
Organization behavior can be described as a study that aims to explain how the impact of groups in the organization, individuals and the general structure of organizations affects the behavior within the environment of the organization. It can also be said that it refers to the group and individual dynamics within the organization and has influences on the behavior that are seen in the organization (Schneider, Ehrhart and Macey, 2013). About management, organization behavior can be said to encompass all the issue and challenges that managers face daily in their role of providing effective leadership in the organization.
This short report aims to develop an understanding of the management and organizational behavior of business organizations by looking at several areas and aspects of organizations such as the structure of organizations, the design of these organizations as well as the organizations approaches to management (Schneider, Ehrhart and Macey, 2013).
There are several ways in which organization behavior contributes to the management of the organization. These can be looked at under motivation, leadership, human resource management, management culture and diversity in the organization as well as management learning and knowledge within the organization.
Motivation is defined as a strong desire of an individual to do certain things or accomplish a given tasks. An effective management must study what would motivate their employees and what would undermine their spirit in undertaking the tasks that they have been assigned to (Schneider, Ehrhart and Macey, 2013). Motivated employees according to studies have been found to do their duties with great effort and well. This is part of the organization behavior that would help the management in dealing with employees to control the turnovers in the organizations.
Motivating employees are significant to the growth of an organization. If employees are motivated, they would be highly productive and thus achieve high results for the organization which is vital to its growth and development. Some of the techniques of motivating employees are through incentive programs.
These programs do not need to be only monetary in value. They can be other things such as work-life balance and even welfare group for the employees. A focused management that wants to see their organization succeeding to another level every time must keep the employees motivated. Employees would like to feel good at their job, and this can only happen if they are motivated (Barney, 1986). Building motivation strategy is the first step in maintaining the employees in the organization. Organization behavior focuses on how people can be motivated differently in the organization by borrowing knowledge from various motivation theories.
The leadership of organization also determines the direction an organization would take and whether it would be successful in its field of business or not. A good leadership would focus on people such as customers and employees. Leadership in the organization should be inspirational and trust worthy. An action-centered leadership can be said to the best for organizations (Armstrong, M. and Taylor, S, 2014). Organization behavior studies different characters and style of leadership and provides such knowledge to the management of organizations. Leadership in organizations is seen as catalysts that make other aspects of the organization to function well. Leadership is needed to assist in formulating strategies that will give the organization a direction. It is also an important factor in the motion of employees and thus making them dedicated to their work. A company with good leadership would most likely survive unfavorable economic periods. The leadership style that is practiced in different organizations includes autocratic leadership style where managers make decisions alone without consulting employees or others. Secondly, there is participatory leadership style where managers involve their subordinates and other in the decision-making process. Consequently, there is the transformational leadership style that motivates employees and improves their production.
All these leadership styles as learned from organization theory apply to the different organization (DuBrin, A, 2013). Managers would learn the different styles of leadership and determines the one that would best suit their organizations.
This is the department within the organization that deals with the affairs of the employees. It manages the employees through hiring and firing of employees. It is a significant department in an organization that ensures that organization does not run out of staff. It also ensures that the company has the staff that it needs (Schneider, Ehrhart and Macey, 2013). Human resource department is also responsible for the training, orientation and compensation management in an organization. Human resource department is designed to maximize the performance of the staff of a company.
In simple terms, human resource department recruits, train and appraise employees of an organization. It also balances the industrial practice requirement as stated by the law and with the management of employees in an organization. This is also an aspect of the organization that is provided by the organizational behavior studies that help management in the performance of their duties. Human resource should also focus on the working environment as well as working conditions of the employees so as to ensure that they are not discouraged from working for the company.
Human resource management is one of the contributions of the organization behavior to the management of such organization. It is tasked with overseeing the relationship within the organization by dividing the company into management level and different hierarchies. It defines the roles and responsibilities of every employee in an organization (Miner, J, 2015). Also, it is responsible for setting the compensation and reward strategy that the company finance department would use in making payments to all the employees of the organization. It is also the department that ensures that there is unity among employees in the organization. This can be done by measuring the job satisfaction, solving conflicts arising from the workplace as well as employees’ engagement.
In a work environment, there exist people from different cultural background and thus different beliefs. It can be race, religion among others. This diversity makes people a bit different from one another in the way they carry out themselves. Managing people from different cultural and religious beliefs is one of the challenges the organizations are facing. Organization behavior also studies cultural and religious diversity and how they impact the behavior of the organization (McShane, S. and Von Glinow, M, 2015). Different cultures have a different perspective on various workplace issues. These issues can be looked at as management, teamwork, and the responsibilities as well as respect to authorities. Organization must come up with a way that embraces cultural diversity and promotes unity among employees despite their cultural beliefs. This would ensure that people within the organization, however, are from the different cultural background are comfortable working together.
Some of the systems that can be used by organizations are the icebreakers that are based on the cultural positivity. Posts in the organization should be given out by merit and not on favors of particular individuals from the certain cultural background. That means the recruitment process must be done in good faith.
Organizational behavior also focuses on the creation of a good organizational culture. Business organizations should focus on the creation of an organizational culture that would embrace good leadership, effective human resource management practices and also the promotion of cultural diversity within the place of work (Wagner III, J. and Hollenbeck, J, 2014). It is also important for companies to come up with better motivation schemes that would maximize employees’ productivity. Investing in such schemes would benefit the business organization in that their production level would improve thereby increasing their revenues. Motivated staffs would also stay with the organization through various challenges and would do all they can in the face of the challenging environment to ensure that the company is back on its feet.
Organizational behavior provides knowledge on various aspects of management of organizations that can be applied by managers. On motivation, besides monetary incentives, organizations should provide a free environment that would make employees to feel comfortable and encourages creativity. The free environment would encourage an exchange of ideas among employees and also with the top management (Schneider Robbins, S. and Judge, T., 2012). Management should also involve employees in decision-making processes that would make them feel appreciated in the organization. Also, teamwork and achievement should also be encouraged where different teams perform various tasks and them the best team is rewarded. This would encourage employees to take part in the efforts of making the organization successful.
Consequently, organization management should also provide leadership that is action centered. The leadership must also consider employees’ participation in the various decision-making processes (Schneider Pinder, C., 2014). Transformational leadership would be a good style in managing organizations.
Human resource management should focus on the provision of the needs of employees. They should respect and treat all employees equally so as there is unity among employees. Education programs should also be provided in a way that it assists to improve the skills of employees on the tasks and responsibilities that they have been given in the organization.
Cultural diversity can be managed by assigning people from different cultures in the same work assignment so that they can work together and break the cultural barrier. It can also be managed through various games where people would have to participate. Embracing culture and diversity can also be done by not only respecting people’s culture but also encouraging cultural celebration events in the organization where everyone would display their cultural practices to their colleague.
The articles were important in the understating how the organizational behavior contributes to the management of the organization. It is clear that by studying how people impact organizations, the managers can understand how to control people based on these aspects so as their influence do not impact negatively on the organization progress and growth (Robbins and Judge, 2012). The leadership styles described in organizational behavior gives the management an idea of the kind of style that would be important in stirring the organization to its success. This would be possible because organizational behavior studies people and thus it would make it easier for managers to know how to not only motivate employees but also to understand their dislikes and likes. These articles also provide knowledge on how to manage cultural diversity in the workplace that has been a challenging to most of the managers and has brought failure to most organizations (Hersey, Blanchard, and Johnson, 2012). Organization behavior studies have been essential tools for managers in evaluating and improving their management skills.
Conclusion
In conclusion, it can be said that organizational behavior is a significant study that every manager needs to have knowledge about. It gives managers ideas on leadership, motivations. The study contributes a lot to the management of organizations by offering suggestions on various aspects of management of business organizations. Through organizational behavior, managers learn how to create a positive corporate culture, how to motivate employees and also on the leadership styles. Motivations are seen as the most important aspect of the management as it affects the productivity of employees. Motivation also does not only involve money but other nonmonetary aspects as well such as work-life balance. Management can also learn how to cope with cultural, religious and racial diversity so also to enhance a good working relationship among employees and also to encourage unity.
References
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.,pp.54-99
Barney, J., 1986. Organizational culture: can it be a source of sustained competitive advantage?. Academy of management review, 11(3), pp.656-665.
DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.pp. 37-58
Hersey, P., Blanchard, K., and Johnson, D.E., 2012. Managements of Organizational Behavior: Leading Human Resources. PHI.
McShane, S.L. and Von Glinow, M.A., 2015. Organizational Behavior 7/e.pp.77-98
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.pp.56-77
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press., pp.68-88
Robbins, S.P. and Judge, T., 2012. Essentials of organizational behavior. Boston: Pearson.
Schneider, B., Ehrhart, M. and Macey, W., 2013. Organizational climate and culture. Annual review of psychology, 64, pp.361-388
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.
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