Behaviour in Organisations - Essay Example

Task THE REPORT SUMMARY This report paper will start by giving the purpose of organizational behavior on an innovation of the Australian Consulting firm. The paper will focus on the characterization of organizational behaviors in order to understand its effect on the company’s innovation. Further, the report will discuss different organizational behavior factors that arranged properly will promote the innovation of the consulting firm in the market place. These factors include self-competency, that is, the ability of the employees in the organization to analyze their weakness and strength in order to develop ideas needed in the innovation of the company. Other factors discussed in the report include good communication among individuals in the consulting firm as well as diversity competency of employees in the organization that play a vital role in promoting the creativity of the workforce. In overview, it will discuss the ethics competency and how it should be resolved in the organization, so that the working environment of each individual will be conducive. Finally, the report will give a conclusion on organizational behavior factors that promote the creativity and the innovation of the consulting firm. INTRODUCTION The purpose of this report is to analyze how organizational behavior will influence the innovation of the Australian consulting firm. The survey will focus on the process of creating and inventing new ideas into the marketplace as the products and the process in order, to flourish the consulting firm in the market. The innovation of any company lies on the power of ideas and individual initiative that expand the services of organizational to its customers. This will happen if the firm is willing to accept the opportunities and the challenges ideas that help organizational to develop new knowledge that meets emerging needs of the clients. Therefore, organizational behavior involves the study of persons and groups within the organizational, and the study of the internal process and practices as they affect the effectiveness of individuals and the organization (John, 2007, p 219). Therefore, organization behavior and innovation of the organizational processes go hand in hand in order to meet the interest of workers and the executive managers. In general, it helps individuals working together in a difficult market system to create a new product and procedure or work process in organizational. The self-competency This is ability of the individuals in the firm to access their weakness and the strength, set, and pursues professional and personal goals as well as balancing company work and personal life in order, to engage in new learning activities of well being of the company. Stephen and Timothy (2010, p 224) stated that, for any company to innovate new ideas and products in the market, all individuals should have self-competency that involves abilities to be effective in doing the following: To attain the innovation of the consulting firm, the individuals should understand their own and the customers personalities and altitudes. The working team should understand their own motivations activities and the emotions in the organizational environment in order to respect others ideas. They should take responsibilities for managing their own work without any push from the top management. They should perceive, appraise, and interpret their ideas accurately in the organizational environment in order to put the new ideas into productive manner. The innovation of the consulting firm will be entirely on the assessment and the establishment of the workers personal life and the work-related goals. In general, self-competency helps in achievement of an underlying personal attributes that are needed for the successfully innovation of the organizational. The Careers Development The individuals in the organizational should aim at improvement of their careers in different fields so that they can develop new ideas in order to move up the ladder in the consulting organization. According to John (2010, p 220) in many companies, this opportunity is not available to the employees due to the downsizing, mergers and the increasing tendency of the management to place responsibility to the employees to develop their careers, so that they can help the company to expand and introduce new products and services into new market niche. In order to develop the firm in the next level workers of consulting firm should consider following career development factors. The nature of the career that the employees’ choose should focus on the improvement of the individuals’ abilities and help in developing new ideas into the company. The innovation of the consulting firm will depend on how well the employees will evaluate their own career goals and the progress personal satisfaction. The employees should examine the career both subjectively and objectively, in the subjective career elements include the values, altitude, personality, and the individual motivation. Meanwhile, the objectives element includes job choice, position held in the firm and the specific competencies developed in order to expand the company (Ricky, 2011). The career developments of the employees involve making decision about occupation and engaging in the activities that will help in achievement of the career goals. The main idea in the career development is to shape and direct the company into innovation methods that will help in the improvement of the company. Therefore, for the consulting company to develop and promote new ideas and products into the market, it should allow employees to develop their career plan in different areas. The career plan of the employee will improve methods of formulating strategic plan and critical decision of the company (Ashkanasy, 2011). The Communication Competency This involves aptitude to use all modes of the transmitting, comprehending, receiving ideas, and feelings of the individuals in the company. Emerging of new ideas and products of the consulting firm will depend on the good communication of the individuals in a different line of business. The communication competency of the consulting firm employees comprising the following foundation abilities that helps in the innovation of the business (David, 2006, p 15). The employees should convey the information, ideas, and the emotion to others and should make sure the information intended is passed without any misunderstanding. This ability is mainly influenced by individual describing skills, identification of concrete ideas, and ability to give specific examples of the behaviors and its effects. The use of the information technologies such as internet and email will develop direct link in the consulting firm with its employees, customers, suppliers, public, and the worldwide individuals. This promotes advertisement of new products and services to the market to learn more about the organization issues and the employees’ interest and the abilities (Joseph, 2010). The engagement in the written communication effectively will show the ability to transfer company’s data, information, ideas, and the emotions by the means of reports, letters, and memos (Philip, 111). These documents will be a reference to the new investors willing to invest into the firm; the documents will give them information about the consulting firm in details. In general, for a consulting company to promote its services and the products into new market niche, the employees in all lines of production should have good communication skills among them. The effectiveness of the company will be entirely on the coordination of information into the firm: the vague information will cause misunderstanding of the innovation ideas by customers, and the public at large demonstrated this (Howard, 2003, p 224). The Diversity Competency This deals with the ability to value the uniqueness of the employees, the group traits and the potential sources of the organizational potency and weakness. It also deals with the ability to help employees to work efficiently together even though their interest and backgrounds may be quite different, this help in appreciation of the uniqueness of each employee. Don and John, (2007) argued that the diversity competency of the consulting firm will depend on the following foundation abilities that should be used effectively for a good result. Learning from those with different traits, experience, perceptiveness, and background will help in merging different ideas to produce excellence products and services into the market (Mehdia, 2004). Therefore, the diversity of thought and behavior is an indispensable aspect in stimulating ingenuity and innovation in the consulting company. Fostering an environment of the inclusion with people who possess different traits from each other helps in the development of the creativity and innovation in the firm in that, they will have different ideas in the different situation (John, 2007, p 250). Different geographical location of the employees will play a significant role in the development of ideas and the products into the market. The diversity competency of the employees therefore, plays a vital role in creativity and innovation of the employees in the company. Personal style of the employees influence the way they think, feel, and act in a particular way in a different situation of the company. Ethics Competency This involves ability of the organizational to incorporate values and the principles of different employees that distinguishes right from wrong in making of the decision and choosing organizational behaviors that will influence the creativity and innovation of the consulting firm Catherine, 2003). For the effectiveness of the ethics competency, the foundation abilities will help in analyzing the company creativity and invention into the market. Showing dignity and respect for others in a working relationship, such as taking action against employees who practice discrimination as employees feasible and in terms of the personal position in the company. By doing so this will promote togetherness and unity in the development of the ideas that will improve the situation of the company. Applying Australian government laws and regulations as well as the organizational rules of conduct in making decisions and taking action within a person’ level of responsibilities will promote the creativity and the innovation of different ideas and products into the market. Conclusion In general, the organizational behavior will at large promote the creativity and the innovation of the consulting firm into diversification in the market. The top management of the consulting firm should provide leadership, policies, and the rules on the prevailing organizational behaviors discussed above. It can do much on improvement, guide, and help in confronting and resolving behavior factors like ethics dilemma in the organization to promote unity among individuals. On the issue of career development, the firm should encourage its employees to develop their careers, so that they can attain an advantageous position of promotion in the company, as well as developing ideas to be used in creativity and the innovation of the company. List of References Ashkanasy, Neal, 2011, Journal of Organizational Behavior, Journal of Organizational Behavior Volume 32, Issue 7. Catherine Ramus, 2003, Employee Environmental innovation in the firms: organizational and Managerial, New York: Ashgate Inc. David, Mayle, 2006, Managing Innovation and Change. Journal of Organizational Behavior Innovation. Vol. 3, pp. 3–22. Don, Hellriegel, John W. Slocum, 2007, Organizational Behavior, New York: Thomson Learning, Inc. Howard Kaplan, 2003, Organizational Innovation: studies of program change in community Agencies, New York: Plenum Inc. John B. Miner, 2007, Organizational Behavior: from Theory to Practice, New York: M.E. Sharpe, Inc. Joseph Champoux, 2010, Organizational Behavior: Integrating Individuals, Groups, and Organization, New York: Routledge. John, F. Martin, 2010, Organizational Behavior and Management, New York: Prentice hall Inc. Mehdia, Khosrow-pour, 2004, Innovations through information technology: By Information Resources Management Association Inc. Vol. 2 no 1, pp. 731-1458. Phillip, Duncan, 1982. Current Topics in Organizational Behavior Management, Vol. 3, pp 111. Ricky, R. Griffin, 2011, Organizational Behavior: Managing People and Organization, New York: South Western Cengage Learning Inc. Stephen P. Robbins, Timothy A. Judge, 2011, Organizational Behavior, New York: Prentice Hall Inc. Read More