Organizational Behaviour Management - Essay Example

Critically evaluate Hyten’s comments that psychology theory is so incompatible with organisational Behaviour management, that no added value will be obtained by INTRODUCTION: There are many criteria that will affect the quality and quantity output of employees of the company. Some of the major factors are Emotion, Happiness, Disconnection of Positive Psychology & OBM, Connection of Positive Psychology OBM and Well-being on the job performance of employees. This essay is focused on critically evaluating Hyten’s comments that psychology theory is so incompatible with organisational Behaviour management, that no added value will be obtained by. The following paragraphs will explain in detail these topics. BODY: Emotion in the workplace: The new challenge for managers Emotion affects to a great extent the job performance of employees. A customer would prefer to talk a happy and smiling company representative than a sales person who works with a straight face. The customer would rather talk to a sales person who is on his or her toes ready and eager to fill all the needs of the discriminating customer(Ashkanasy,2001). For, the company will sure lose its market share when the customers sees the sales person as rude or behave inappropriately towards them. Customers will literally be infected by the sales person’s smiles and friendly attitude towards the customers(Haworth, 1997). Also, emotional intelligence is a new concept. It has generated a lot of research activities from many sectors especially human resource management. The emotional intelligence of an employee will complement the intelligence quotient of the employee. For most employees with a high emotional intelligence will easily have the tact to say and do or even not do actions or inactions that each unique business scenario asks of the student. Furthermore, a person with high emotional intelligence will be a more effective leader for he or she takes into consideration the feelings of employees placed under his or her leadership. Furthermore, different people will have different degrees of emotional intelligence to the point where some people do not have even a bit of emotional intelligence. For, emotional intelligence involves a person’s abilities identify and to perceive emotions as well as possession of the skills to understand and to manage those emotions successfully. The employee will need emotional intelligence in order to persuade the prospects to buy the company products willingly. The Virtuous Organization: The Value of Happiness in the Workplace Happiness at work is a sign that the employee is working well. A person who is happy with working in the company will try his or her best to contribute the necessary share of work in order to reach the company quota. A happy person is someone who is satisfied with the salary rate he or she receives. Also, a happy person is some who is receiving all the benefits he is asking for in an organization(Johnson, 1990). Whereas, a sad person is usually someone who is not happy with the current working conditions he or she is in. For example, an employee who is informed by his fellow worker who is still new to the company that his or her salary is bigger and better than an employee who has worked longer with the company. For a sad person would not give his or her entire strength in terms of mind and body for the accomplishment of company goals if his or her salary is below the standard regular wage allowed by the law(Gavin,2004) . Furthermore, more Americans today work longer hours and take up other odd jobs in order to augment their small salaries. Yet, this busy bodies are dissatisfied with the current working conditions. Contributingly, many companies hire employees not to make the employees happy but rather to help the company reach the production outputs and increase sales performances. For many of the American employees work hard for their entire lives to reach their common goals. These goals are a perfect spouse, the perfect children, the perfect career, the perfect automobile and the perfect house in the suburbs. Many employees feel happy that their work will help them fulfill their dreams within their lifetimes. For, employees feel that work is their means to buy their dream home, etc. And, employees covet the things advertised on television, radio and the newspapers. Consequently, the employees become happy if they will be able to buy what they dream to have. On the other hand, if the employees will not be able to buy the things they covet, then unhappiness at work starts to infect the work attitudes of the employee. This then transcends to the customers being irritated by the physical appearance of the unhappy employees. For Aristotle taught that the greatest human good is to live a good life. For in a good society, all its members will automatically flourish. Disconnecting Positive Psychology and OBM Positive psychology radiates like ripples in silent pool where a small pebble has just been dropped in. positive psychology focuses on the personal well-being of the employees and not on the behavior of the employees. Positive psychology is more concerned with proper nutrition and snappy attire. For mentalism psychology violates the principles of parsimony. Meaning, it concentrates its efforts on relationships between poorly defined entities instead of behavior. Wiegand and Geller theorized that the person’s personality is to increase positive person states through environmental conditions and contingencies. In turn, this affects the employees’ motivation orientation. Both authors state that environmental contingencies can increase the probability of behaviors that lead to successful outcomes. Positive psychology states that the history and current environmental variables make people emit behaviors that produce success. In short, self efficacy is the belief that in order to increase the likelihood of success by giving the employees the opportunities to experience success in an array of hierarchical tasks ranging from easy to hard. Also, a sense of mastery of small tasks will create that contagious trend wherein the employees will continue to generate correct acts or non-acts that is required of them in order so that they can help produce products and services that will bring the department closer to achieving its goals of generating higher profits each year I have been here. For, mentalists simply are not satisfied with seeing goals and feedback strengthen behavior that achieves important outcomes(Hyten,2005). Healthy, happy, productive Work: A Leadership Challenge Happy health productive work is a major leadership challenge. Management must set a work environment so that the employees will be happy with their continued stay in the company. The employees should also be given medical benefits in order to maintain their health. A healthy person will perform according to par while a sick person would slow down the production output of the entire operations’ manufacture of finished goods. For, employees will be able to produce more goods to meet quota while a sick person would often file for leave or be absent from work. To make employees produce more goods, The Hawthorne research studies showed that by implementing three targeted systems of organizational change, it was now easy to overcome the inertia that historically had discouraged more movement on either the job satisfaction or job performance meters. The three strategies are a) to build a strong individually oriented system, b) to design a group-oriented system in which satisfaction and performance are derived from group participation and finally c) to use an organizationally oriented system for organizing work. As a result, the employees will be happy, healthy and productive in their stay with the company even if difficulty sets in(Quick,2004). Connecting Positive Psychology and Organizational Behavior Management: Achievement Motivation and the Power of Positive Reinforcement Positive Psychology stats that management must go out of its way to make sure that the two historically well-executed missions of psychology are fully implemented. The two missions are a) to care for the suffering and b) to prevent mental health problems. Furthermore, positive psychology goes on further to include the third job of psychology which is to build on the strength and competence of the employees. Definitely, the leaders’ historical challenge has been to keep themselves and those with they work with healthy, happy and productive in the service of the organizations over. Simply put, positive psychology is the science of positive institutions which promises to improve the quality of life and prevent the pathologies that arise when life is barren and meaningless. The focus is to aid the employee to have a positive outlook in life. This will help the employees give improve their work for the company(Wiegand, 2005). Well-being in the workplace and its relationship to business outcomes The well-being of the employee in the workplace must be one of the top priorities of the organization. For employees that are well paid will produce more than the average worker produces. The well-being of the employees include the use of measures of job satisfaction in researches(Harter,2003). The well-being of the employee includes helping them as they work in a routine, supervised, complex environment in order to help individuals control themselves and aid in depression cure. Taking care of the well-being of the employees includes giving them a stable job with the accompanying pensions and benefits. For, employees prefer to have greater meaning and personal development from their work and suggest that employees think of their job as a calling. For, calling includes enjoyment, fulfillment and socially useful(Bornstein, 2003). CONCLUSION: Emotion and Happiness play an important part in the quantity and quality of employee production output. In addition, positive psychology and OBM are other major factors to determine if the workers will return to work the next day. Furthermore, the well-being of the customer is also of utmost importance. Based on the above research, Hyten’s comments that psychology theory is so incompatible with organisational Behaviour management, that no added value will be obtained by is not true. For, organizational behavior management compulsorily must infuse all psychology theories in its management decision making processes. Definitely, the employees are still basically human beings and psychology is the study of the human mind. REFERENCES: Ashkanasy, N., Duus, c., Emotion in the workplace, The new challenge for mangers, Academy of Management Executive, 2001, Vol 10 No. 1 Gavin, J., Mason, R., The Virtuos Organization: The Value of Happiness in the Workplace, Marist College School of Mangement, Poughkeepsie, N.Y., 2004 Gavin, Joanne H., and Richard O. Mason. “The Virtuous Organization: The Value of Happiness in the Workplace.” Organizational Dynamics 33, no. 4 ( 2004): 379–392. Hyten, C., Disconnecting Positive Psychology and OBM, University of North Texas, Denton, Texas, 2005 Quick, J., Quick, J., Healthy, Happy Productive Work: A leadership Challenge, Organizational Dynamics, Vol 33, No.4 Pp. 320-337, 2004 Wiegand, D., Geller, E., Connecting Positive Psychology and Organizational Behavior Mangement: Achievement Motivation and the Power of Positive Reinforcement, Journal of Organizational Behavior Management, Vol 24(1/2), 2005 Harter, J., Schmidt, F., Keyes, C., Well-being in the Workplace and its relationship to business outcomes, APA, Washington D.C., 2003 Haworth, J., Work, Leisure and Well-Being, Routledge, New York, 1997 Bornstein et al., Davidson, L., Well-Being: Positive Development across the Life Course, Lawrence Erlbaum Associates, Mahwah, NJ, 2003 Johnson, E., The Deadly Emotions: The Role of Anger, Hostility, and Aggression in Health and Emotional Well-Being, Praeger, New York, 1990 Read More