How People as Individuals and as Groups Act within Organizations - Assignment Example

Looking at Organizational Behaviors Such as Management Objectives, Culture, Knowledge about How People as Individuals and as Groups Act within Organizations Introduction An organization is mainly composed of different individuals which unique personalities, characteristics and abilities. This individuals or units are bonded together inside the organization with their common interest or objective making these diverse units a single entity. Thus, to function efficiently as a single organization, each individual unit belonging to the group must realize altogether and be able to transcend their individuality and diversity towards achieving their common goals as one. Indeed, the aspect of managing the functions and operations of the organization is complex because it involves the issue of diversity and individuality. The easiest probable approach is to promote the common interest of the group first thus, to gather altogether the efforts and interest of each unit and channel it towards the achievement of that goal. This is primarily the foundation of the aspect of organizational management, which is to maintain the necessary values inside the organization’s environment for the effectiveness and efficiency of the member’s efforts (Robinson, 2000). To do this, the management must be able to lead its member towards the tasks and responsibilities and be able to relate to the needs of each of its units. It is through this approach that the management is able to transcend the individuality barriers and diversity environment inside the organization for their productivity towards the common goal. (Sims 2002) Organizational Behavior of the People On a personal reflection as a member of an actual organization management committee, there are several important concepts and terminologies that one must intricately understand to function effectively as an organizational manager. Most of these key concepts include the values that are important for the functions and operations of the organization and the issues that must be thoroughly addressed inside the organization (Robinson 2000). These important concepts are organizational behavior, organizational culture, diversity, communication, business ethics, and change management. First among the list is the task of fostering organizational behavior within the group particularly the necessary values and idealism that each individual member must possess. In this aspect, the management promotes the ideal behavior that is important for the group for it to function effectively towards the common goal (Robinson 2000). Indeed, the management must primarily establish the concepts of professionalism and teamwork within its member to enhance their productivity as a group. In this aspect, the relationship of the employees and the management sector must be emphasized to maintain a positive and harmonious leadership function. Examples of this aspect include handling and coordination of administrative and financial affairs of the organization for the orientation of the resources. Another is the task of handling oral and written performance appraisals to develop the relationship of the management and the employee sector, management of internal procedures for processing routine report and other relevant records, planning and coordination of budget controls, distribution of tasks and responsibilities among the member and others. (Robinson 2000) What of motivation? People are motivated in different ways and reacts to matters differently. As for example, fear may also be a source of motivation to some individuals. Fear, especially at the workplace could give both positive and negative results to the employees. In a positive way, it could be used as a wakeup call to the less-motivated ones to improve their performance in completing their own tasks. Fear in many ways could be used to remind the employees of their responsibilities towards their companies which may have been lost because of long time routinary work. In some ways, fear could also be utilized as a motivating factor for employees to acknowledge the authority of other employees in the company whereas they are further encouraged to do their best to find favour in the eyes of their employers and senior co-workers. On the other hand, fear, if not utilized well, may case an employee to lose his enthusiasm towards the job (Kinicki et al, 2006). As for example, if an employee is advised to improve his performance by an employer with an angry voice, the real idea behind the advice of helping the employee gain progress for himself may be set aside and fear may cause the employee to lose interest and worse, he could even decide to quit his job. Learning is also an important matter of consideration in motivating individuals. Learning spurs up further individual improvement. When a person s bale to learn something new from his job, he is further inspired to work better to learn even more. This is the reason why many business consultants advice that one key to employee-management relationship success is the capability of the management to provide shifting responsibilities to the employees whereas they are able to learn new things every now and then and thus gain a certain level of self-satisfaction. In this regard, there are four main ways by which learning contributes to an employee’s working performance. The said ways are s follows: Learning as a way of human motivation As earlier pointed out, learning is a tool which helps motivate a person’s eagerness to continue performing well at his given tasks especially when he is able to gain added knowledge or skill from what he does. In other words, the tasks he performs are then used to become links to his self improvement as an individual and as an employee as well. Learning as a way to reduce stress When a person learns from his job, he is able to focus more on the benefits that he is able to gain from performing well in his duties than he is able to focus on the stress that his job brings him. Thus, through this, his focus on making a good impression to his employers through the outcome of his job is well enhanced and is not dimmed by self-pity and stress. Learning as a way to improve happiness When a worker is satisfied, then happiness would be realized later on. As a worker is able to get the idea that his efforts are contributing to the growth of the company, he is able to feel the true sense of being satisfied and happy with his job. His duties become his achievements and these achievements become the source of his inner happiness. Learning as a way to boost self-esteem When a person is knowledgeable of what he does, then he gains confidence that he could do well with the duties that are assigned to him. Hence, to no doubt, his excellent performance on the matter follows as well. As for example, if an employer provides his employees of a way by which they are able to increase their capabilities as his employees, then they are encouraged more to perform well with the tasks that are assigned to them by the management. This identifies the role of learning as a way to motivate employees. On the other hand, if an employee receives the provided knowledge or improvement programs provided by the employers, then they gain self-esteem and job satisfaction as well which in turn makes them feel happy about their job. As obviously seen, the chain of providing and receiving learning or education at certain point works within a motion of giving and taking and taking and giving, which in turn results to better outcome not only for the company but for the employee as an individual as well? Organizational Culture and Business Ethics Another important concept in the aspect of group management is organization culture wherein the positive values, norms and tangible signs are highlighted for the development of a functional and effective working environment. In this aspect, the management must cultivate a positive culture in their organization where each element is in harmony with each other in working under a positive behavior. This culture can be primarily emphasized through addressing the certain needs of the employees primarily the personal needs such as professional development. Related to this is the development of the business ethics inside the organization with focus on the professionalism and idealism of the employees. Business ethics is defined as both the normative and descriptive discipline of the organization towards their tasks and responsibilities and with each employees possessing a high regard for this aspect, the organization can effectively operation under a high moral view towards their individual work and functions (Robinson 2000). Included in this concept are the systems of promotion and the creation of short-term and long-term plans of the organization to cultivate the dedication and enthusiasm of the employees towards the realization of both their organizational goals and personal goals. In addition are the tasks of cultivating the image and relationship of the organization with other external groups and coordination of department social events and activities for internal culture development. Aside from the aspect of behavior, culture, and ethics, the management must also incorporate the issue of diversity in their primary concerns. Because of the uniqueness and personal characteristics of each of the individual belonging to the organization, it is only natural to have some conflicts and problems due to the dissimilarities in their preferences. The diversity based from the individual characteristics of each member can collectively affect the processes of the organization thus, the management must establish a standard operation for their processes to achieve a normative nature in their different aspects. Included in this concept are the tasks of developing a hierarchy of command on the organization, establishment of operation guidelines and standard procedures and the development of the monitoring system To address effectively the said concepts, an effective system of communication must also be developed inside the organization. The communication system will handle the coordination of each unit and their respective responsibilities towards the collective process of the organization. Indeed, communication is vital in the organization’s system, as this will serve as the linking factor of the members and their respective functions to achieve coordination in their processes. Through the communication system that the management can effectively address the intricate problems with, issues and needs of the organization and its individual members and formulating an effective solution to these problems becomes an easier matter to consider. In addressing this concept, the management must perform the tasks of cultivating a communication process inside the organization and become the liaison of the group towards external factors as the mediator for outside issues. Commonly, in the normative process of the organization, there are several issues that unexpectedly occur or changes that are necessary though with limited time planning thus, prompting the need for immediate decision and action. In these cases, the management must enact actual decision and changes in the management aspect to accommodate the present needs and to achieve better results for the future. An example of this scenario is the sudden demand for the organization’s services or products thus, an immediate expansion is required. For these events, the structural approach of change management must be implemented to achieve certain targets or goals. Included in this task is the planning and coordination of immediate changes in the operation, human resources, working field and environment, and operation system. Conclusion In general, managing an organization is a complex aspect requiring intricate attention because of the presence of numerous issues that must be addressed for the effective function of the collective unit. Issues such as diversity, personal differences, business ethics, communication, and others require equal priority so as to prevent them from hindering the operation of the group (Robinson 2000). Thus, it is necessary for the effective function of the organization to cultivate a structural approach that addresses these issues for the success of the group. The management must cultivate the ideal organization behavior, culture and business ethics in their working environment, overcome diversity and individual differences establish a communication system and address the sudden issues and problems that are likely to be encountered in the operational cycle of the organization. Through focusing on these general concepts that the management can effectively overcome the likely adversities in the success of the organization can develop an environment that foster success and accomplishment in achieving the common goals of the organization. References: Kinicki, Angelo & Kreitner, Robert (2006). Organizational Behavior: Key Concepts, Skills & Best Practices. McGraw-Hill Press / Irwin, USA. 3rd Edition. Schermerhorn, John & Hunt, James & Osborn, Richard (2003). Core Concepts of Organizational Behavior. Wiley Press Publication, USA. Sims, Ronald R. (2002). Managing Organizational Behavior. Quorum Books. Westport, Connecticut, London. Sims, Ronald R. (2002).Organizational Success through Effective Human Resources Management. Quorum Books. Westport, Connecticut, London. Robins, Stephen. (2000). Organizational Behaviour: Concepts, Controversies, Applications. Prentice-Hall; 9th Revised US Ed edition. Read More