Organisational Behaviour And Workflow Of Personal Behaviour

Analysis of Organisational Behaviour and Job Performance

Describe about the Organisational Behaviour for Workflow of Personal Behaviour.

In a job, the personal behaviour is significant for the workflow of an organization. The behaviour and ethics are necessary to process teamwork and high morale in the company. The report is based on the organizational behaviour of a particular company. First of all, we need to understand the concept of the corporate behaviour. It is the study of the methods of the communications of the employee inside an organization. The theories of organizational behaviour are utilized for the purpose of human resource for increasing the outcomes from individual group members. The key factors in corporate behaviour are integrity and honesty towards the work. Organizational behaviour is more concerned with the behaviour of individual members of the organization. Additionally, the organizational behaviour is divided into three levels such as micro level, macro level as well as meso level. Macro level deals with the how the company behaves whereas micro level deals with the individuals of the enterprise. On the other hand, meso level is concerned with the work groups. Moreover, job satisfaction impact on the organizational behaviour. It affects the willingness and performance level of the employees regarding decision-making activities. Apart from it, job satisfaction is responsible for the reduction of stress. If the pressure can be reduced then, employee turnover can also be reduced. The management team of a company needs strategies for improving the job performance of the workers. As a result, the competitive advantage can also be maximized.

Today, the competition market has increased to its ultimate level. There is an increased demand for work, and therefore the organizations need to improve the job performance of the employees (Arvinen-Muondo and Perkins, 2013). To achieve high-level job performance, the companies needs to provide the employees with all types of facilities so that they can give full concentration their respective jobs. It is known that organizational behaviour is the observation and study of employees during their work time. The job performance and organization behaviour of a company depend on some factors such as job satisfaction and motivation of employees, teamwork and group dynamics and leadership. The elements are described below:

Each and every business tries to polish its objectives and with a precise, decisive goal for the performance of these aims and the associations must ensure that their office of human resource is in the finest condition (Bhattacharyya, 2009). However, the department of human resource or HR of any company is seen as the most fundamental resource an association has on their list. Additionally, the organizations must ensure that their workforce is specially arranged also. Besides, the job satisfaction is a complicated thought. It varies, and it can mean different things to different people. Aside that, job satisfaction is regularly associated with motivation (Bentley, 2013). Moreover, the method for this relationship is not clear. The relationship between occupation satisfaction and specialist execution is an issue of continuing with frequent contention and verbal confrontation. Motivation can be depicted as course and eagerness of action of a particular employee. Also, It is overseen why a couple of workers pick a particular sort of action diagonal to others, and why these people continue with their special work, consistently over a long extent, despite the probability of them defying difficulties and issues. Consistently people’s behaviour is controlled by what impels them (Tracy, 2013).

Job Satisfaction and Motivation of employees

According to Kreitner et al., motivation is a remarkable factor of job performance. The feelings and emotions are attached with the motivation of the workers (Emerson and Loehr, 2008). If the employee likes his or her particular job, then he or she can be motivated well. The motivation is done only by the leaders of the organization. It is clear that if a manager wants for the improvement of the work, then the manager must give attention to the motivation level of the workers. On the other hand, Byars and Rue, job satisfaction can be defined as the mental state of an employee regarding their job. But, Harris reported that most employees are not pleased with their jobs. Consequently, it can lead to the low level of the loyalty of the employee, and it impacts the organizational performance on a massive level (ZIEGLER, HAGEN and DIEHL, 2012).

Now, teamwork and group dynamics is another factor which impact on the job performance and the organizational behaviour (Gregory, 2013). If an employee works alone, then he or she will get lonely. Group work or team work increases the interest level of every employee towards completing a project within the deadline. For an organization, a group work needs cooperation and collaboration among each and every employee. Jones et al. once said that teams and groups could subsidize to the effectiveness of the organization in some ways like increasing innovation, improve the performance of the company, and enhance motivation and satisfaction of employee and boost responsiveness to clients (Kelman, 2006). The key constituents of a group dynamics are based on factors like roles, tasks, the group size, the development of the particular group, group cohesiveness, norms of groups and group leadership. From the research, it has been found that group dynamics has both disadvantages and advantages which propose that supervisors should frame groups without any individuals than are required that would furnish the team with the human resource it needs for the accomplishment of its objectives and utilize a division of work. Besides, it is usually the sort of responsibility trust that describes work of a group that provides the leaders with some insight about the appropriate size of the group (Supplemental Material for Examining Between-Leader and Within-Leader Processes in Group Therapy, 2016). However, the team part is given to the individual from that gathering. Also, the work of a team is an arrangement of practices and errands that a person from a group is required to perform based on his or her position in the team. In any case, all teams and groups need leadership.

Teamwork and group dynamics

Leadership is the most remarkable factor which contributes to the development of an employee’s job performance. Jones stated the definition of leadership that it is the process by which the person employs influence over the other people and motivates, inspires as well as directs their activities to achieve group or the goals of the company (Tracy, 2014). The leaders emphasize change as well as continuous improvement of the organization. The leaders of the organization try to influence the followers so that they will want to work towards the objectives of leaders. The leaders act as a visionary scout as well as a transformer of the strategies of the company. To achieve this goal, a different form of leadership is necessary. The leaders need to apply the theories to the employees for increasing their performance level (Special Issue Leadership Journal: Indigenous Leadership, 2014). Throughout the years the terms administration and initiative have been so firmly related that people, as a rule, consider them synonymous. Besides, the directors make a more extensive arrangement of capacities than do leaders. Additionally, the supervisors adapt to many-sided quality by utilizing their power; they guarantee that things are done well, and guarantee assets are used productively (Kelly, 2006).

On the other hand, leadership can set back the performance of the company. The leaders who are dominant become infatuated with accomplishing the objectives of the business. The dominant leaders put pressure on the job roles of the employees. As a result, most of the employees loses their loyalty over their leader. It leads to significant employee turnover (Leadership Careers, 2007). Therefore, the organization must ensure good leaders who can lead a team of the employee towards organizational goals.

The study and the presentation of knowledge about how employees, people, individuals, and groups act in an organization are called corporate behaviour. It clearly states the relation between individuals and the organization (Anvari, Chikaji and Abu Mansor, 2015). There is a relationship between organizational behaviour and job performance of an employee, working for the organization. Job performance is essential for getting a good outcome of the organization. Job performance states that whether a person executes his job well. Organizational behaviour effects on everything from an employee’s ability to make good decisions and ability to work well with others. Organizational behaviour affects an employee’s job performance (Pindek and Spector, 2016).  In an organization, organizational behaviour should be positive to influence the employees so they can work happily. Executives and human relation professionals who are taking care of corporate behaviour in the organization should look out if their employees are happy to cooperate with the organization or not (Gordon and Miller, 2012). If the boss of the organization gets obscene with the employees, it will affect the organizational behaviour and the job performance of an employee too. If the organizational behaviour gets coarse, then it will hamper the job performance of the employee and may be some of the employees could leave the organization. If the organizational behaviour is inspiring, it will inspire more employee to work with the organization, and it will enhance their job performance too.

Leadership

Employees who are working for the organization, the team should make them happy by their behaviour, so they found more interest in working with the group (Will, 2012). The boss of the organization should be polite in behaviour so it will make the employee happy. If the organization create a comfortable environment by their behaviour, it will enhance the job performance of the employee. The relation between organizational behaviour and job performance is adamant. An employee is easily get influenced by the positive behaviour of the organization (Randhawa and Kaur, 2015). The boss of the group should often use the ‘please’ and ‘thank you’ word, it will create a positive impact on the employee’s mind so the job performance will get better. If the employees get satisfied by the organizational behaviour, it will create job satisfaction in their mind which will enhance their job performance. The satisfaction of their job will reduce stress, and the employee will found more interest in their work. (HAN, 2008)

A good organizational behaviour always creates satisfaction in employees mind, if employees get satisfied their job performance will get better.  Excellent organizational behaviour always motivates employees to give effort in their work (Swales, 2010). Behaviour of the organization affects employee’s mind, so the response should be positive so it will create a positivity in employee’s mind. Organization behaviour influences the decision that people make. By organizational behaviour, a particular organization can take several decisions which will enhance the job performance of an employee. Any particular group which has good organization behaviour would allow all their employees to speak up with no fear. When a new employee joins a particular organization, the organizational behaviour will affect his mind. If the employee founds the action good and positive, then it will enhance the job performance of the employee.

Organizations which are successful function well at every level. Executive positions to the employee each person should know his or her role to make the organization a great place to work. To create a positive work environment, the team should create some goal setting, improvements in workplace and active enforcement. Setting a goal for individual employees will allow them to progress in their work. The executives of the organization should make goal setting meetings with each employee and encourage them to be a part of the process. The officials should listen to his suggestions and vision for his position in the organization and set the goals for him accordingly. The setting of goals helps to create healthy organizational behaviours (Onyishi, 2010). The organization should improve the workplace and monitor employee work spaces. Employees will be happiest when they are comfortable in the areas where they spend so much time working. Improved lighting, painting on the walls and an inviting, safe lunch area will help to improve the organizational behaviour. The organization should pay attention to each employee, and it will help the employees to know that they are a valuable part of the organization. After increasing productivity, the organization should reward the employees. Getting reward is a great motivator for employees, they will work more efficiently. The agency should provide recognition for employees through newsletters, emails and at company events. Employees who are recognized for many achievements are more motivated to continue their effort in the work (Olowookere and Adejuwon, 2015). Recognition also helps an employee to go above than other employees and beyond their current level in the organization. Executives should be more open to each employee of the organization and deal their every single problem which they are facing in their work with effort. The team should create a much freer workplace by their organization so the employees can function without any hesitation and doubt. When the team becomes a more open workplace, the employees won’t hesitate to ask any question or any problem which they are facing in their work to their boss. If any organization have different client categories, product lines or locations, then the organization should divide the employees into groups dedicated to a single concern. It will decentralize power, as each division has control over its particular interest. The supportive behaviour of an organization will create an environment where employees will feel good and give their full effort to their work. After all, humans are the social animals; they will easily get influenced by an excellent organizational behaviour. Culture takes a significant part of the corporate practice. Organizational culture influences employees behaviour and efficient work, it attracts more employees to work with the organization. So the organization should look up that if any employees are irregular in his work and destroying the culture of the organization. The organization should look up the quality of work life of all the staff as it is the favourableness or unfavourableness of the job environment.

Conclusion

Conclusion

The overall report is based on organizational behaviours of a company. Most importantly, the focused person is a leader. A leader can increase the performance level of the employees. Initially, the report started with an introduction to the organizational behaviour and stating about the importance of job performance of the employees for the company. Next, an analysis is done on the organizational performance and the job performance. Here, it has been stated that both are dependent on each other. Recommendations are also included in this report. Influential society impacts conduct and proficient work of the workers; it pulls in more representatives to work with the association. Therefore, the companies should turn upward that if any representatives are being unpredictable in his work and devastating the way of life of the organization. Research states that an organization needs a leader, and a group should work under a director’s supervision. In this way, an organization can improve their efficiencies towards achieving their goals. More often, it helps to gain competitive advantages. A cost leadership strategy leads to a competitive advantage. A cost leadership strategy is a business capacity to deliver the service or product that will be at a lower price than different contenders. However, the company can create the same quality product yet offer it for less this gives them an upper hand over different organizations. Along these lines, this gives a value worth to the clients. Also, lower expenses will bring about higher benefits as organizations are as yet making a sensible item on every significant or administration sold.

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