“It is better to rely on stereotypes than to enter into a relationship with someone from another culture without any idea of what they believe in.”Discuss the merits and problems of this statement.
Organisational behaviour focus upon the relative assessment on how workers influence the organisation and vice versa. There are many factors which facilitate and motivate workers to perform in an effective and efficient manner which are correlative to each other. These include corporate culture, innovative style of leadership and several other characteristics of the workplace. In addition to above, there exist several other aspects which affect the guidelines about how workers feel about their respective job and work performance. The set of actions and attitudes along with knowledge derived from the workforce combines the organisational behaviour. Moreover, it can help administrators to understand the degree of complexity, identify problems and undertake the best possible way to rectify the potential errors (Delta publishing, 2018). It observes and critically analyse various factors that affect workers surrounding such as staff members behaviour, corporate structure and hierarchy levels. With the presence of several individuals and group dynamics, the theory of organisational behaviour has grown more complex.
The organisation have a wide array of people from different belief’s, culture, values, norms and background. However, in matters of prominent concern relying on stereotype have both pros and cons along with its long-term repercussion. There are various stages which shape along the interactive arrangements consisting of human tendency, prevalent culture, individual thinking capabilities and management techniques. It further guides the management practice at the workplace in order to understand the know-how of the employees and bring about subsequent activities (Coccia, 2014). Consequently, it of due concern as overall productivity of the employees depend upon the entrenched organisation structure. This essay takes into limelight the study of behaviour and their respective implications at various levels prevailing in the organisation. Additionally, it also encompasses the steps that need to be undertaken by managers in order to improve the workforce diversity alongside various contemporary theories of organisational behaviour.
Every organisation success is dependent upon the effectiveness and efficiency of its respective human resources. Subsequently, the behaviour is a combination of defined actions and behaviour of the workforce existing in the organisation. Studies have revealed that emerging organisational behaviour study has gained momentum because of its analysing effect in regards to individuals and groups. The broad line constituting the framework of behaviour includes the behaviour of individual and group in addition to the overall structure of the company (Laura, 2012).
Although, there are infinite theories which govern and influence the conceptualise network of organisational behaviour. The most effective is one which defines the identical relationship between employer and employee behaviour. The set of goals, policies and code of conduct which turn as a pathway complementing aside the conduct of general behaviour and decision-making process. As a result, the working atmosphere gets smoothen and flexible in nature. Another crucial factor which binds towards the ladder of success is “Motivation”. The workforce must be motivated so that it could result in better productivity in a cost-effective manner. It can be done by providing proper direction to proceed along and controlling function to keep a check on performance evaluation and record. Some other in this regard include multiple management procedures, political scenario prevalent, particles of stress exaggeration level and various personality traits (Pinder, 2014). The implementation of organisational behaviour theories provides gateways to develop a wide variety of solutions in the context of the problem engendered. It comprises of team building spirit, various decision-making models, training granted, tool and techniques implemented to improve enactment. Therefore, with the help of aforesaid practices changes be drawn towards a dignified, profitable and valued community-based forthcoming future.
With the flow of complex working structure curving in the organisation, multifaceted problems are bound to occur and increase. The reason being the existence of diversity in work allocation, authority, responsibility and accountability. The top-level managers come across disputes on employee level, assembly level and overall operational level (Cresswell and Sheikh, 2013). The type of issues faced can of various nature such as cultural, ethical or social background.
The impact of individual’s cultural background has a major impact on governing organisational behaviour. Furthermore, the culture is the basic binding root which flows and develops a person’s thinking and behaviour since birth. Variety of people with distinguished culture working on the same floor adheres to enter into many conjoint and critical issues. It might take the form of religion does, customs, social norms and values, language, dress code, choice of food and family commitments (Palgrave communications, 2017).
People have their own set of values and belief’s coverage under the head of code of conduct and ethics, which differentiate the resultant work in an extraordinary and precise way. The difference lies in thought process alongside holding of expanded views (Lachman, 2015). Due to varied socio-economic upbringings and philosophies, many issues come up in the subjective manner of ethics. In order to resolve the above, pathways of mutual interest need to be generated and enforced.
These issues commensurate with the surrounded society in which an organisation operates and undertake its day to day activity. In the same sense, where an organisation have the basis of multicultural society, the adjoining environment is expected to have a proportion of complex issues as a result of illustrious and varied subpopulation within (Andersson, Jackson and Russell, 2013). Social issues can occur by the outcome of various internal factors as well such as beliefs, customs, values attached together with operations in dimensions of business procedures. Proper pace and balance are required to maintain the hazardous effect of this precise cause.
The overall agenda is based on the grounds of theoretical discipline which is relative to the aspects of labelling, envisaging, understanding and overriding of human behaviour. The scope of this field has grown in recent years as a result of the inconsistent ethical, social and cultural elements. On the part of management, it is required to pay a high degree of attention on individual work performance, nature, response, quality of work and behaviour with co-workers along with the ability to act at various circumstances (Lyons and Kuron, 2014). The evil on the basis of diversified culture, religion, ethics and social conduct should be minimised. The degree of authority and responsibility should be structured.
In context of stereotyping, it shall be followed but on the positive grounds. Likewise, when appreciating the competence and proficiency attached with someone. For e.g.: people with IT background from West Asian countries are excellent in quality of skills possessed despite of race, caste, creed and religion. The bias prospectus are created when the deed is enforced on grounds of cultural and ethical belief in undesirable manner. In order to bring down the content of stereotyping in an organisation, the concept of diversification can be instigated (Dolan, 2014). It will provide the exposure to execute the operations from people having dissimilarities on the dimensions of religion, colour, sex, language, appearance, belief, value and skills possessed. The resultant outcome will be positive dynamism and transparency in working structure. On the contrary, negative consequence includes negative belief and mind set’s which restrict the mind to explore and come across the hard-core reality. These negative assumptions shall be cut down and more efforts should be extended to increase the layers of positive aspects of stereotyping.
At present time, with the growing pace organisations have formulated many guideline, rules and regulations to govern the internal and external mechanism and relative aspects. In this regard, adoption of various diversity practices has been held. People with different background are judged and addressed on their quality possessed rather than on magnitudes of caste, creed, religion, race and place etc. The innovative and young mind with new zeal is promoted. The need and use of studying differentiated behavioural environment are deeply recognised (Langley, 2013). Women entrepreneurship with extraordinary ideology and skills are stimulated to create a learning environment. The professions which were previously the only male-dominated now have the content of female in it. There has been a sense of equality of right and no bias are done to keep it fair and justified. Also, the concept of self-governing is promoted so that individuals get the free zone to execute own control (Hyde, Harris & Boaden, 2013). Continuous counselling and training are imparted so that new and updated skills keep on emerging up and timely feedback is taken from the employees.
Therefore, it can be concluded that the implementation of described theories and many as such is possible by targeting the needs and benefits derived aspect of such theories. On the topmost place, attitude and motivational aspect in the organisation need to be addressed. The workforce should be highly motivated so that the zeal bounds the individuals to give a maximum of the output possible. The attitude of different personalities along with the reason for such, need to be carefully scrutinised. Hence, measures shall be laid down to bring any kind of positive and required change by providing proper counselling and training to the workforce. The study of organisational behaviour facilitates the distribution of task among employees so that goals are met and maximum profit is earned. At last, the required figure can be provided to employees according to the needs of the organisation after careful analysis of respective behaviour so that growth objectives are fulfilled.
References:
Andersson, L., Jackson, S.E. and Russell, S.V. (2013) Greening organizational behaviour: An introduction to the special issue. Journal of Organizational Behavior, 34(2), pp.151-155.
Coccia, M. (2014) Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), pp.251-266.
Cresswell, K. and Sheikh, A. (2013) Organizational issues in the implementation and adoption of health information technology innovations: an interpretative review. International journal of medical informatics, 82(5), pp.e73-e86.
Delta publishing (2018) Understanding and managing organizational behaviour [Online] Available at https://www.apexcpe.com/publications/471001.pdf [Accessed on 17th April 2018].
Dolan, K. (2014) Gender stereotypes, candidate evaluations, and voting for women candidates: what really matters? Political Research Quarterly, 67(1), pp.96-107.
Hyde, P., Harris, C. & Boaden, R. (2013) Pro-social organisational behaviour of healthcare workers. International Journal of Human Resource Management, 24(16), pp. 3115-3130.
Lachman, V.D. (2015) Ethical issues in the disruptive behaviours of incivility, bullying, and horizontal/lateral violence. Urologic nursing, 35(1), p.39.
Langley, A.N.N., et al. (2013) Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), pp.1-13.
Laura, M. D. (2012) Organisational Behaviour Influence Elements in the New Economic Paradigm. Theoretical and Applied Economics, 4(4), pp. 31-48.
Lyons, S. and Kuron, L. (2014) Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1).
Palgrave communications (2017) Implicit stereotypes and the predictive brain: cognition and culture in “biased” person perception [Online] Available at https://www.nature.com/articles/palcomms201786 [Accessed on 17th April 2018].
Pinder, C.C. (2014) Work motivation in organizational behaviour. Chicago: Psychology Press.
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