Organizational Behavior - Essay Example

Organizational Behavior Organisational behaviour is a descriptive subject and it has been under study for so many years. This study is ongoing and with time there may be different changes observed in the behaviour of the employees and human resources in general. The benefits of the discipline are experienced by all managers and they have been able to develop effective outcomes for their organisations. Organisational behaviour is conducted to study the effect of individuals, teams and structure on the basis of their behaviours in an organisation. The study of organisational behaviour is an interrelated study with several closely associated subjects like sociology, human resources, and organisational psychology. The roots of the study are quite profound within the context of the organisation and its functions. It is also referred to as the organisational science. Management Theories According to Huczyski and Buchanan (2009), a central part of the concept of the organisation and administration is the development of administration perceptions and what skill should be termed as administration theory. The application of the theory brings complete alteration in the management practices. Management theories are a well defined set of general guidelines that direct the managers to effectively manage an organisation. Management theories are helpful for employees for carrying out effective collaboration with business objectives and the sources required for achieving the goal. Organisational behaviour is based on understanding the management principles. Knowledge of the history helps in understanding the attributes of administration and management behaviour along with the affirmation of the major areas of organisational function (Huczynski A & Buchanan, D 2009). Management theories are analytic and can be implemented in accordance with the diverse administrative contexts. Approaches to Management & Organisation The above chart describes the main approaches of organisational behaviour (Mullins 2005). Organisational studies, organisation behaviour, and management practices are analytical concepts and they depict the precise use of ability on how humans as individuals and as groups act within the organisation . 1. Classical Approach The initial writers presented the management theories on the basis of understanding the various purposes of management and its functions within an organisation. They built the management concept categorising it as work planning, the profound requirements of the organisation, challenge of management, and the acceptance of rational and analytic behaviour. 2. Human Relationship In Behaviour Management The human aspect of the classical writers was a framework for the organisation, however during the 1920s, the years of the Great Depression; the greater incorporation began with the human relations and the organisational behaviour (Mullins, 2005). 3. The System Approach In the recent days, interest has been focused on the evaluation of organisations as systems with an amount of shared sub-systems. The classical access emphasised the complex requirements of the organisation and its people. According to this theory, the managers should be able to understand the aspirations of their employees or subordinates in order to create an effective working relationship with them. It also determines the various factors by which an employee can be motivated towards working well in the firm. This would help in achieving organisational goals with more effectiveness and commitment. The theory draws attention towards the hygiene factors of motivation of employees within an organisation and the aspects that should be considered by managers in the course of management. An interrelationship can be drawn here with the understanding of organisational behaviour and the human relation theory of management which emphasises the behavioural element which is shared mutually with both the subjects. The concept of the management theory is related to the practical method of enhancing employee motivation which has been dominated previously by scientific management theories. The human relation theory has always been considered as the best possible organisational system within which managers can practically achieve the desired level of employee commitment towards their work. Although there are a number of important aspects of the theory which needs to be dealt accordingly in order to gain the maximum advantage. The theory had faced numerous criticisms and questions regarding its efficiency and the potential to gain outputs. For example, there can be a number of diversified factors which can be termed under the job satisfaction for employees. In other words, the actual motivational aspect cannot be completely or absolutely determined by the managers (Mullins, 2005). Nevertheless, there is a lot of flexibility in the structure of the human relation theory which can still be accompanied and recommended for majority of the organisations. There cannot be a single best way to achieve the desired way of handling or working, especially if it is concerned with the human resources of the firm. There are various situational contexts which require diversity in the adaptation of management practices to suit the current organisational setting. Huczynski and Buchanan further added that the systems theory involves the concept of an organisational system with the interrelated subsystems. The systems theory tried to mix the classical theories of management in which the organisations were supposed to work in a more rational or scientific manner with the human approaches which focused on the social and emotional aspects concerning human beings in the organisations (Huczynski & Buchanan, 2009). The systems theory is basically constructed to understand the complexity and collaboration of various aspects of human relations and other closely associated groups within an organisation. Whereas the system can be defined as the combined form of interrelated and interdependent groups of an organisation which performs for a specific task as a whole. Successful administration lies in responding to centralised and unfamiliar changes. This involves the description of the objectives, the outline of problems and the search for and accomplishing of solutions. The grouping is obvious as an information-processing arrangement with plentiful adjustment points. A feeling of how decisions are made-up helps with the concerned behaviour in the organisation. Case in Point Considering a service oriented organisation such as Ritz Carlton Hotel. The customer satisfaction level depends on how well the customers are treated once they visit the hotel. The managers in service oriented organisations need to ensure that the employees are dealing in an appropriate manner with the end client. Unsatisfied customers may not make repeat visits and this would affect the productivity and profitability of the hotel. Managers in service oriented firms need to motivate the employees so that the enployees provide excellent services to the customers visiting the hotel. Managers need to address the need of the employees, provide them trainings, ensire that all the required resources are provided to the employees so that they perform their job roles in an adequate manner. The manager needs to build upon positive work relationships with employees so that the manager can study the behaviour of each employee and accordingly work upon the motivating factors for the employees. Conclusion To sum it up, it can be said that there are many aspects of organisational behaviour. Orgnisational behaviour also depends upon the culture being practiced in the firm. Open culture organisations are different from closed culture firm and this difference reflects upon the behavviour of the employees. Basically, this sort of organisation is not so simple to deal, the organisation which has multiple concepts of organisational or management approaches. However, the concept of organisations, their structure and administration is still important for the administrator and they highlight the fundamental allocations of the task. All the approaches discussed in this paper play a substantial role in structuring the behaviour of organisations. Organisational behaviour needs to be studied in depth by the management level professionals so that they can accordingly implement such aproaches for attaining short term and long term success in the firm. References Huczynski, A. and Buchanan, D., 2009. Organisational Behaviour. 7th Edition. London: Prentice Hall. Mullins, L., 2005. Management and Organisational Behaviour.7th Edition. London: FT Prentice Hall. Read More