Organizational Behavior refers to the way in which individuals and groups interact in the culture of an organization. Positive organizational behavior stimulates the growth of an organization. The organizational behavior helps an organization combine all the resource available with them and drive them towards the achievement of organizational objective. Also it shall be remarked that good organizational behavior recognizes the opportunities and shape the internal conditions in such a way so as to gain benefits for people and the organization on a whole (Open.lib 2017). The purpose of this assessment is to provide a brief overview about the use of organizational behavior of theory in a business; and how it helps in achievement of personal professional behavior. Further the organizational behavior tells about the theories that are managing diversity and conflicts at workplace and its implication in the organization. More details about the task are discussed below.
All this while I have been using my full efforts and efficiencies to help my consultation business to reach its peak in the external market, but now I got to know that implementing organizational behavior is the most effective way to resolve many issues in the organization and achieve success. The success of a consultancy services is based on the human resource involved with the working of the organization. Thus it is very important in the organization to maintain good organizational behavior so as to accomplish defined goals and target in the organization (Barak 2016). Talking about my organization, I realized this fact that it is not easy for a new comer in the field of business it develop their own startup and maintain its competitive edge in the target market. Many situations come when I feel of quitting the work and leaving things behind because of is complexity and managerial issues. Further, it is also not easy to consult people regarding their human resource management issues when my organization faces issues problems in their internal process (Bolman, and Deal 2017). My experiences says that before telling people their problems and solve, I need to solve the organizational behavior assess attracted in my organization. So for that purpose I choose to initiate good organizational behavior in the by managing diversity and solving conflicts at workplaces.
Consultation business requires different views and suggestions of people who can help the people struggling with their own organizational problems. Thus, it had become a necessity for my business as well to maintain diversity in order to gain different perception and opinions of people. But somehow it is difficult as well to manage different views and opinions of people in an organization (Burke 2017). Resulting to which if issues are not solved then organization might face barriers in organizational growth process as well. Further it shall be noted that diversity also leads to growth an expansion of organization as well (Cahn, and Abigail 2014). But as every aspect has its pros and cons similarly, managing diversity is a difficult task because it involves asking different personalities work together for one definite motive. Further another issue in organizational behavior of my company is the problem of rise in conflicts in the internal process. This factor can act as a major drawback in the success of any organization. If the employees of the company do not have integrity and team bond in the organization then the external source will not provide aid to the organization in achieving success. So, resolving conflicts shall be marked on the highest priority (Choi, and Rainey 2014); also conflicts in organization can occur because of many reasons in the company. In my organization the conflicts rise because of lack of communication between in the team mates, subpar performance and poor interpersonal relationships. These are the major reasons due to which there is inefficient organizational behavior which bars the growth of the company (Oswick, and Noon 2014).
In context to the issue of managing diversity, I have started using many strategies them properly. Basically there are three dimensions of diversity that are primary, secondary and tertiary. Primary dimension includes race, gender, sex, and ethnicity; whereas secondary dimension includes religion, culture, family status, geographic dimension etc. and lastly, tertiary dimension includes assumptions, feelings, beliefs, values etc. These dimensions interact with each other and portray their image in the external world on the basis of which a person understands the nature of other (Lyons, and Kuron 2014). So, difference in such values is called diversity but my organization this difference gives me less benefits and more problems in maintaining organization behavior. Further in milieu to strategically maintain diversity in the organization, I initiated various activities in the culture such as training and mentoring, communicating, language, commitment and team building. Start with training and mentoring, these are the two factors which can somehow reduce the negative effect of diversity in the organization. Training refers to the process of teaching the existing employees of the organization and making them efficient enough to understanding different issues attracted in the organization (Sabharwal, 2014). Being a mentor and guide of the organization, it is my duty to training them and makes them understand about the different issues due to which the organization is not working efficiently. So, I taught the employees about the sensitivity of the stage at which my organization in working right now and the ways which all can implement to achieve great success. So in this way the with the help of training and mentoring, the mind of the employees got widen to accept each other with their cultural diversity and difference and still work together to achieve the same objective (Williams 2013).
Furthermore talking about another strategy which helped me to cover up the loss of diversity in the organization is communication. It is one of the best ways to solve any problem in the organization. Communication enhances the working capability of the employees as this process helps the employees in sharing their view and understanding others as well (Harvey, and Allard 2015). Efficient communication in the internal process not only benefits internal process but it also helps the employees to understand the problems of clients in a better way which results in greater level of satisfaction as well. Commitment is the process which helps the employees to trust on the capabilities of the company and the employer of the company. Commitment increases trust which subsequently aids team work in the organization and improves adaptability in the organization. If the employer in the organization commits to the expatriate to support and train them and increase the personal gains; then the employees in the company will also work more to provide the company better monetary results and goodwill as well (Rice 2015). Language is another way of reducing the negative effect of diversity in the organization. If all the employees in the company use and understand same language then the organization will adopt uniformity due to which people will leave their cultural differences behind and come forward to communicate with each other in the organization. Thus, these are the strategic ways which I adopted in my organizational behavior which somehow helped me to resolve issues and initiate success.
As discussed above conflicts in the organization can be because of many reasons, so talking about the reasons due to which I faced problems in my consultancy services business are improper communication, subpar performance and poor interpersonal relationships. So in context to resolve such issues the approaches which I took are accommodation, confrontation, collaboration, compromise and open door policy adoption. Starting from accommodation, this process helped the organization lay emphasis on co-operation instead of assertiveness. In this process lays less stress on their interest and give chances to the opinion and views of other people to come forward. We are aiming to help all the employees in the organization to adopt this as if one person will give rise to the views of other person then ego will eliminate itself and communication will develop. Thus, with the increase in communication, most of the conflicts occurring in the internal process of the organization dissolve immediately (Open.lib 2017). Further confrontation refers to the process of asking every employee in the organization to place their desires in the organization and asking all other employees to adopt the organizational was which best suit the behavior of the company and applies them. With the aid of this process the company gets to know about thee aptitude which them employees have in them and remove the problem of subpar performance. This type of performance refers to the activity under which one of the employees in the organization is not doing their work properly due to which the whole organization suffers (Iedunote 2017). So this process will help me as a supervisor to look after the activities of the employees and confront the one who is not acting well in the workplace. Next is collaboration which involves parties working together to solve the issue and bot the parties receive a win-win situation. This process is a favorable negotiation style to resolve the disputes formally. As it gives situation to the people under which both the people involved in the conflict receive a solution which is a win-win situation for both of them (Klotz, and Neubaum 2016).
With the process compromise, both the parties involved in the conflict can identify some interest and initiate willingness to compromise and bring the conflict resolution to an end. This process also gives internal level of satisfaction to the employees as well. Furthermore the last way which my organization used to resolve the conflicts occurring in the organization is the open door technique. Under this method any employee in the organization can immediately go and talk to the supervisor in the organization regarding the issue or conflict which they are having in the work. Resulting to which, the supervisor will easily help them to resolve their queries and gain more satisfaction from the organization (Kirton, and Greene 2015). Thus also this process will improve the superior and subordinate relationship resulting in better performance of the employees as well. So, these are the theories and models with the help of which employees in the organization can gain more satisfaction, and the organization can resolves the problem of organizational behavior.
The abovementioned theories and tactics best fit the problems occurring in the consultation business. Initially taking the managing diversity issue, my organization did not have the problem of lac of human resource or inefficient human resource, but the problem was to develop harmony among different employees coming from different cultural background due to different cultural background all employees have their different ways to thinking and resolving the problems of the clients. And this aspect was exactly needed in the organization, but the problem arose when this different in the background and nature of people reacted on the internal activities of the business. Resulting to which, I adopted the best technique to resolve it that is training, team building, mentoring, communication etc. These activities will help the employees in the company to move in the right path and do not waste their energies in the wrong direction (Pinder 2014). Also this process will initiate good relationship between the employees in the organization resulting to good organizational behavior as well. Further diversity in the organization can be managed only if the employees are willing to, so mentoring process helped to motivate the employee and shift their interest in the better direction so as to crate good relationship with expatriate as well. Such activities adequately supported my plan and achieved success by resolving the issues in the organization (Bauer, and Erdogan 2017).
The next issue of the organization was conflicts in workplace. Such conflicts can occur due to many reason but the specific reasons due to which the organization attracts such conflicts are discussed above. The reason for choosing the above mentioned theories to solve the problems is that they adequately support the organizational behavior of my company. The open door approached helped the employees to share their problem directly with the supervisor of the company and seek their advice as well. Direct connection with the employer resolved confusion and the rumors in the organization and resulted in peace. Further the process of accommodating helped the employees to give chance to other people to come and participate in the activities of the company due to which team building activities was initiated (Wood, et. al., 2016). The confrontation and compromising activities helped the employees to directly resolve the issue with involved party and create a win-win situation so that no person is left dissatisfied. Such activities helped the company to raise the level of satisfaction of the employees and improve their efficiency as well. That is why these theories were adopted by the company.
With my personal perspective the above mentioned as activities positively supported my capabilities to rise and shine. No person can gain aptitude by living in the positive environment always. Negative environment of the organization teaches more thing than positive environment. Thus, the above mentioned problems polished my skills and abilities to lead in target market and gain success in professional as well as personal lives (Guillaume, et. al., 2014). By opening a new consultancy start-up I had already taken a major risk but somehow I knew that my abilities will sustain the company in the target market. But soon the company started facing issues in workplace management activities. The organization behavior of the company became negative which reflected in the external environment as well due to which the sales of the company lessened. But soon I found theories and models which supported my approach with which I wanted to solve these problems in the organization. During this course of action I faced many issues and solved them as well. This improved my understanding to look at the problems in workplace and manage them in such a way that nobody gets harmed and interest of all people is relied in it. Thus, with process I became professionally capable to understand critical issues and work on them in such a way that the all people connected to the problem get their satisfied outcomes. Thus, in the limelight of abovementioned events the fact that shall be noted is that every organization has their different behavior and issues but every person should learn from them and apply those theories to succeed in life.
References:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Bauer, T., and Erdogan, B., 2017. Causes and Outcomes of Conflict. Organizational Behavior. FlatWorld.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Cahn, D.D. and Abigail, R.A., 2014. Managing conflict through communication. Pearson.
Choi, S. and Rainey, H.G., 2014. Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?. Review of Public Personnel Administration, 34(4), pp.307-331.
Guillaume, Y.R., Dawson, J.F., Priola, V., Sacramento, C.A., Woods, S.A., Higson, H.E., Budhwar, P.S. and West, M.A., 2014. Managing diversity in organizations: An integrative model and agenda for future research. European Journal of Work and Organizational Psychology, 23(5), pp.783-802.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Iedunote., 2017. 4 Types of Organizational Conflict. Viewed on December 6, 2017 from https://iedunote.com/organizational-conflict-types
Kirton, G. and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach. Routledge.
Klotz, A.C. and Neubaum, D.O., 2016. Research on the dark side of personality traits in entrepreneurship: observations from an organizational behavior perspective. Entrepreneurship Theory and Practice, 40(1), pp.7-17.
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).
Open.lib., 2017. Causes and Outcomes of Conflict. Viewed on December 6, 2017 from https://open.lib.umn.edu/organizationalbehavior/chapter/10-3-causes-and-outcomes-of-conflict/
Open.lib., 2017. Conflict Management. Viewed on December 6, 2017 from https://open.lib.umn.edu/organizationalbehavior/chapter/10-4-conflict-management/
Oswick, C. and Noon, M., 2014. Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?. British Journal of Management, 25(1), pp.23-39.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), pp.197-217.
Williams, C., 2013. Principles of management. South-Western Cengage Learning.
Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T., Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016. Organisational behaviour: Core concepts and applications. John Wiley & Sons Australia, Ltd.
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