Discuss About The Impression Management Organization Psychology Press?
Organizational behavior refers to the branch of study at both the individual or group levels of performance within the framework of an organization. The term reflects the attitude and actions that an individual or a group shows towards an organization, and, in turn, impacts the collective organizational performance. It is the interface between the organization and an individual and aims to show how do both of them change or moderate each other’s behavioral traits or patterns. An organization is a combination of humans and technology. Organizational behavior is the study of how knowledge relating to these two tenets can be applied to benefit the humans of the organization. Organizational behavior can help the collective organizational goals to be fulfilled (Robbins and Judge 2013). It is a process through which a greater cohesion can be achieved among all the employees, who will strive together to attain the objectives of the organization. In many cases, the organizational behavior of a company is the deciding factor of the organizational settings. The organizational functions and hierarchy are the two most important things that are shaped by organizational behavior. Authorities should be influencing the behavior of the employees, not the other way around.
Organizational behavior is the key driving point of any organization’s internal settings and the primary determinant of how will an organization operate its business, as well. The functionality of the organization is dependent upon the organization’s views and its behavioral patterns. Organizational behavior can help a company to create a working environment that would make an employee feel comfortable. Organizational behavior supplies with important insights about why does an individual act in a different way when she or he is a part of a group; in contrast to the person’s personal behavior that is reflected when she or he is not in the work environment (Alvesson and Sveningsson 2015). When an organization can understand its employees in a better way, it creates certain relationships between the two entities to foster. A friendly relationship must be maintained between the authorities and the employees so that the employees want to work for their company. Similarly, the warm relationship would help the senior management to understand their subordinates in a better way, so that operational strategies can be devised accordingly. Finding the reason for why certain employees behave in certain ways is an important tool for the organization to reciprocate in ways so that maximum performance of the employee can be achieved (Pinder 2014). If an employee is made to feel comfortable and if the employee feels like the organization cares for him or her, the person will try to work better by him/herself. A good and effective organizational behavior can set motivational tools differently for each employee. Organizational goals can be reached by making sure that each employee works in accordance with their own potential, bringing their best and giving their best to the organization. A good organizational structure can help the management authorities to understand a trend about how each individual behaves. A pattern, when emerges, it is easier to predict how will an individual react or behave in certain situations. This knowledge on how to modulate the behavior of the employees can be a very useful tool for the management to ensure that the performance of the employees is at the maximum level (Ashkanasy and Dorris 2017).
Successfully motivating an employee can never yield any other result except positive ones. The notion that the financial gains of an organization must be adhered to has transcended into the domain of human behavior. An organization must know its own strengths and weaknesses. The weak areas must be given special focus so that the organization can overcome its drawbacks and work more efficiently. It is of equal necessity to develop upon the strengths, so that the optimal performance point can be reached. The performance of the individuals, when part of a group, is also determined by the culture of the society (Miner 2015). Aligning the thought process of all the employees and making sure that the group is in cohesion would be making sure that the group’s functions without any glitches and the group goals are met on time. A strong organizational behavior would also make the organizational culture a strong one. Strong organizational cultures would enable a group to work together and reach the goals. It would also help the organization to innovate new methods of executing a task or a new product. On the other hand, an organization with a weak organizational culture would see conflicts within the group and/ or among the organization and its employees. This would ultimately result in the failure of being able to meet the organizational objectives (Choi et al. 2014).
In today’s world, where group approaches to problems are being encouraged by the organizations, it is of absolute necessity to ensure group cohesion. Otherwise, the very survival of the organization within an industry would be facing problems. Organizational behavior is one of the most important factors that decide how an individual will perform within a group and, in effect, how would the organizational performance be affected. To ensure the best performance of the group, effective leadership is very important. A leader has to be someone who is looked up to by the other members of the group. The organizational behavior, ideals and practices should be reflected through the behavior of the leader, so that an example is set and the other team members follow the same (Giacalone and Rosenfeld 2013).
In a culturally integrated society that exists today, it is very important to recognize all the different beliefs, customs, views and rituals of every race, ethnicity, religion and society while drawing the organizational behavior. The guidelines should understand that every member comes from different backgrounds and it is necessary to adhere to the differences so that no one feels left out or hurt because of the organizational norms. Organizations should remember to recognize the differences and make sure that the members feel welcomed within the organizational structure. The groups should understand that every member, from every background, might have unique set of skills and knowledge that can prove to be very important (Hogan and Coote 2014). These inputs can provide new ideas about how to tackle a specific problem or how to innovate based upon some already existing idea or product. Diverse groups have been seen to be more innovative and more successful than homogeneous groups. Every member of the group should be encouraged to interact with each other and get to k now each other better. This would help to have a better knowledge and understanding about each other’s backgrounds, cultures and skills. This knowledge is essential to assign specific tasks to specific people based on their skill sets.
Knowing more about the perspectives and beliefs of the others would also make every individual to become more open to suggestions and tolerant to what others say (Auernhammer and Hall 2014). Inputs from the others are given more priority and the group can work harmoniously. This kind of work culture is sure make the organization a success. Organizational behavior can help to establish such a work culture within itself so that every member can work in comfort and give their best. If the employees are made to feel relaxed and can work without any hindrance, the organizational goals would be reached; because, the employees themselves would want to give the organization something in return for taking care of them (Liden et al. 2014). If the company takes care of its employees, then it does not have to worry about of the customers: the employees would look after them. Organizational behavior and organizational setting help to set a work culture that maximizes the performance of the entire company as a whole.
The Autocratic model makes a power hierarchy run through the entire organization. The employees are dominated by the authorities and are expected to full complete obedience. The performance results within this model have been seen to be minimal.
The Custodial business model is wealth oriented. The employees are given security and reimbursement for their services. The management hopes to generate maximum profit (Cummings and Worley 2014). This makes the work culture to become passive cooperation, as there is incentive for both of the entities to work sincerely.
Supportive business model is possibly the best organizational model, simply because the entire organizational structure is based on mutual support for each other. The employees are given security and support by the authorities and the employees are much more focused on performance and contribution towards the organizational goals.
Collegial type of framework is more emphasized upon teamwork. working in a group to attain the collective goals are encouraged and a healthy and comforting working environment is sought after (Alvesson 2016).
All of these models are based on human interaction. Whichever model is adopted as the organizational work culture, it will not survive unless the people who are to be included are not given the prime attention.
To conclude, we can say that, organizational behavior is the study of individuals within an organization, whether as part of a group or not. It also the analysis of how organization behaves with their employees to accomplish the maximum performance level and the best possible goals. Organizations are supposed to rely on their employees and encourage them so that innovation is never hindered. The relationship between job satisfaction and performance is positive. This positive relationship must be exploited the most by organizations. In order to avail the best performance of the employees, and everyone else within the organization, a strong and caring interface must be maintained. Organizational behavior must be implemented within the organizational setting in such a way that, all the employees want to work harder themselves, rather than having to work because they have to.
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge.
Alvesson, M. ed., 2016. Organizational culture. Sage.
Ashkanasy, N.M. and Dorris, A.B., 2017. Organizational culture and climate.
Auernhammer, J. and Hall, H., 2014. Organizational culture in knowledge creation, creativity and innovation: Towards the Freiraum model. Journal of Information Science, 40(2), pp.154-166.
Choi, S., Jang, I., Park, S. and Lee, H., 2014. Effects of organizational culture, self-leadership and empowerment on job satisfaction and turnover intention in general hospital nurses. Journal of Korean Academy of Nursing Administration, 20(2), pp.206-214.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
Giacalone, R.A. and Rosenfeld, P. eds., 2013. Impression management in the organization. Psychology Press.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), pp.1609-1621.
Liden, R.C., Wayne, S.J., Liao, C. and Meuser, J.D., 2014. Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), pp.1434-1452.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P. and Judge, T., 2013. Organizational behavior.
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