Organisational behaviour - Essay Example

In any case, behavior of an organization plays a vital role in determining the job satisfaction of its employees. Organizations are operating from different platforms and management styles. Participatory of democratic management is followed in some organizations whereas autocratic or totalitarian management styles are followed in other organizations. Employees in a democratic organization may have better job satisfaction compared to the employees in an autocratic organization. Only the satisfied employees deliver maximum efficiency or output to an organization.

In short, job satisfaction is directly proportional to the level of performances of the employees. Job satisfaction and performance of an organization “Human resource management takes the theories and principles studied in OB and explores the “nuts-and-bolts” applications of those principles in organizations (What Is Organizational Behavior? N.d. p.7). HR department has an important role in determining the performances of the employees and the performances of the organization. Even though an organization may have many resources such as material, machineries, money etc, man power seems to be the most important one.

It should be noted that human supervision is necessary for the mobilization of all the other organizational resources. Mobilization or utilization of organizational resources such as material, money and machineries takes place in an efficient manner only when the employees handling these resources have enough job satisfaction. In short, effective utilization of organizational resources is heavily dependent on the job satisfaction of the employees. According to Soviet economists and social scientists, ‘job satisfaction studies are irrelevant in a society in which workers own the production means”(Braveman, 1974, p.10). The above principle may be true in the case of organizations operating in communist countries.

Since private capital is not allowed in communist countries, employees may work mechanically in such countries. However, the cases of employees in capitalist or democratic countries are entirely different. Employees get material or financial gains, if they perform well in organizations in the capitalist economies. Moreover, they have more freedom and liberties than the employees in communist countries. Therefore, they can easily adjust (increase or decrease) their output while working in an organization operating in a democratic country.

It should be noted that such employees have the freedom for forming trade unions to fight against injustices of the employers. In short, employees in a democratic organization, operating in a democratic country, can definitely change gears from top to bottom or bottom to top, based on the treatment they receive from the employers. Employees may develop lot of suspicion or cynicism while working as part of an organization. Rumors and propagandas are common in the organizational world and these things can affect the productivity of the employees negatively.

For example, the managers of Apple Inc. warn its employees that the company is more interested in employability rather than employment security (Qumer, 2009, p.7). Such warnings always create cynicism among the employees. “Cynical employees have the impression that they are autonomous, but they still practice the corporate rituals nonetheless” (Fleming &Spicer, 2003, p.157). However, such rituals under pressure may not derive the full productivity