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It deals with the understanding of thoughts, feelings and behaviors of the members; the interactions being necessary in an organizational context towards achievement of organizational objectives (Martin & Fellenz, 2010, pp.9-14). Human behavior at work has been studied by researchers since early times and the concept of behavioral approach implies that human resources are the major contributors in the output of a business. Gradually with time several approaches towards understanding the human behavior have been focused for enhancing the performances of business organizations (Gupta, 2009, pp.24-25). It has been studied that several external factors may affect the organizational processes and internal behavior. These factors may also include the global economic movements, the regulations of government, alterations in technology and culture or other environmental issues (Capitalism and organizational behavior, n.d., p.11). In case of the UK, it has been obtained that the booming economy that was prevailing in the nation was collapsed by the impacts of the recent global recession, thus affecting the organizational performances and behaviors as well. This report would primarily focus on the effects of the recession on the UK business organizations and find out the modifications in behavior approach that might benefit the firms, based on a case study of a Kingfisher plc. Impact of Recession on the UK economy and Organizational Behaviors: Until the latter part of the last decade the economy of the United Kingdom seemed to be in a period of endless boom. Levels of unemployment were relatively low, house prices were rising pretty quickly and people seemed to be reaping the rewards. However, the Credit/Liquidity Crunch and subsequent recession brought this to a crashing halt and a number of organizations have subsequently gone into administration / receivership and many more have had to tighten their belts and cut costs just to survive. The UK economy was to a great extent dependent on the services of finance and business particularly in the last decade. With an assumption that growth would take place inevitably, the government of the nation had an increased rate of debt, implying the recession to have had a severe impact on the economy of the country (Killick, 2008). The crisis in the UK was mainly realized in the financial sector, which represented the most active business area for the country. The rest of the economy was thus subsequently affected. The financial calamity had developed into a credit crisis that had severe impacts on the business organizational performances affecting their abilities. Also, the consumers’ capability to borrow and purchase was affected and declined to a great extent. The availability of finances from the public also started getting limited thus impacting the “ability of the UK government to use fiscal policy to combat the crisis” (Killick, 2008). A very significant consideration in this context of study relates to the association between the recession and the behavior among organizational members. Recession impacts the motivation of the human resources primarily with respect to unemployment. The issue of unemployment as a consequence of economic crisis also focuses on the welfare of the employees as well as motivation. The Expectancy theory of organizational behavior, reflecting focus on individuals, facilitates the understanding of members’ ability to motivate themselves during the periods of recession (Sinclair, 2010). Countries like the UK have been found to manage the circumstances of recession through cost cutting measures that include undertaking administrative and receivership measures or layoffs leading to unemployment. Behavioral
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“Management and Organisational Behaviour Essay Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.org/management/1391165-management-and-organisational-behaviour.
Current annotate bibliography includes eight sources. Three of the eight articles included in the annotated bibliography tackled the area of positive organisational behaviour. Only Youssef and Luthans (2007) is a research article, while the other two are conceptual type articles.
Structure of an organization depends to a great extent on the size and the nature of operation of the company. In deciding the pattern of the organizational structure the understanding of the company’s culture signifies a paramount importance. It is because understanding of the organizational culture specifies the growth path of the company.
Peter introduced new product lines, which eventually resulted in downfall of the company. Many reasons are attributable to this collapse such as business strategies, leadership, employee commitment, product quality etc, which can be categorized into two main issues: change strategy and leadership.
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The importance of having shrewd knowledge about organisational behaviour (OB) cannot be stressed enough because of its close association with company’s success and customer satisfaction. Job satisfaction and motivation at work are among the most frequently analysed themes in relevance to OB and its management.
There are several problems with the way management has been treating its employees. First, there are no offers for continuous training to promote not only interest in the work of the employees, but also to increase education. By training employees, they will become not only valuable to the organization, but will feel that they, themselves, are more useful and will probably feel motivated to use the new techniques they have learned in training (Arthur, 2001).
After some examples and analysis of an organizational culture, this paper talks about how management, today, has to cater to changes and challenges in the modern era.
It is not very difficult to realize the important correlation
A group is characterized by two or more individuals who are contingent upon each other, in the accomplishment of goals designated to them by the organization. They communicate effectively and divide work amongst them, such that maximum potential can be extracted from every member.
The report is structured into three broad divisions from this point. The immediate next section provides a comprehensive view of the problems faced by ELEC. The section on findings will clearly demonstrate the course of action that must be adopted by the management to solve the current crisis faced by disgruntled employees.
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