The Study of Organizational Behavior - Literature review Example

Organizational Behavior Analysis Introduction The study of those elements that determine behavior within an organization are essential in ensuring that there is an understanding of how the said organization works as well as what can be done to help improve it. The study of organizational behavior is designed in such a manner as to help in learning more about how an organization works as well as how different aspects of the organizational structure as well as activities are essential in influencing the behavior of all the stakeholders within it (Hughes et al, 2012). This paper aims at developing a better insight into the workings of an organization form multiple viewpoints to determine the extent to which its activities have an impact on the behavior that is practiced within it. Culture The culture of an organization is a major aspect that promotes the behavior of persons within it and this is especially the case when the culture is based on that of their societies. The culture of an organization is more often than not influenced by the manner in which the society around it is formed and this is to such an extent that there are instances where in a capitalist society; one will find highly individualistic behavior among those who work within an organization. Furthermore, in socialist societies, there is likely to be more cooperation between individuals within an organization and this is to such an extent that successes or failures come to be addressed collectively. According to the Hofstede theory, organizational culture is based on the perpetuation of social inequality and this is done through the distance that is created between employees and managers (Hofstede, 1980). In such a scenario, it is normal for the managers or employers to keep themselves aloof from employees and these individuals work out different ways to ensure that the distance between them and employees is greatly expanded so that they are unreachable. On the other hand, employees work towards the development of initiatives, such as demanding to be included in decision making as well as opening of lines of communication so that they can be able to get closer to their managers, essentially reducing the gap between them. Under such circumstances, the differing opinions between managers and employees within an organization are likely to create conflict, which might bring about a negative outcome. However, there are instances where employees’ determination and success in closing the gap between them and their employers, which results in positive changes in the organizational culture and this ensures that the organization is able to develop better initiatives to help it achieve its goals without serious conflict within it. This is because those organizations that have a culture of cooperation between management and employees tend to bring about better results than those whose managers keep themselves aloof from employees and do not include them in the decision making process. Communication The modes of communication within an organization are essential in determining whether it is going to be successful in achieving its mission. This is because it is through communication that the wishes of management or employees can be fully addressed. There are times when written communication is essential especially when it comes to the implementation of important changes within an organization (Gatti, 2011). If it is management that is steering these changes, it has to develop open lines of written communication to ensure that employees are made aware of and have an understanding of the proposed changes so that they can take an active part in implementing it. This should be coupled with verbal communication because it helps to further develop the understanding of employees concerning the issues that might be brought about as a result of the changes being implemented. However, ineffective communication within an organization, where there is a lack of either written or verbal communication, might lead to a situation where there is conflict between the stakeholders and this makes it difficult for the organization to remain in focus. One of the negative impacts of ineffective communication is that there is difficulty in implementing innovative ideas that are often needed by organizations to ensure that they remain competitive. The loss of its competitive edge because of a lack of proper communication creates a situation where the organization is not able to achieve its goals and might even lead to a crisis. Therefore, in order to avoid the uncertainties that might come about due to little interaction between employers and employees, it is essential for the organization to develop open lines of verbal communication between them so that their wishes, grievances, and ideas can be directly addressed. This direct communication makes possible the development of a positive behavior within the organization where the easy interaction between its stakeholders ensures that there is a swift development and implementation of good ideas that will make the organization achieve its goals. Verbal communication between managers and employees without any hindrances becomes a part of the values of the organization and this makes possible the early detection of problems that brings about swift changes to address them. Furthermore, effective communication makes it possible for there to be cooperation between managers and employees, individual who belong to different social ranks within the organization. Nature of Authority The nature of authority within an organization is designed in such a manner as to allow for individuals within it to fulfill the functions that are needed to ensure the achievement of its objectives. The creation of a hierarchy in an organization is important since it makes possible an environment where all individuals within it know what to do at a particular time. Hierarchies are based on the various needs of the organization so that managers who are at the top are the ones who determine its day to day running while their subordinates, usually supervisors, oversee the manner in which employees conduct their activities so that they are in line with the organization’s mission (Legge et al, 2006). Furthermore, employee are delegated a large number of duties without which the organization cannot be able to function effectively and these duties range from one department to another. Therefore, an established hierarchy within an organization is important because it helps in the establishment of a line of authority that ensures that all stakeholders know their functions and do not have to be constantly directed before they fulfill them. In this way, the hierarchy becomes an essential part of the management of the organization and this helps in making sure that there is constant stability within it. An established hierarchy is useful especially in situations where there is uncertainty concerning conditions that are outside of an organization’s control because it allows for the stability that helps all stakeholders remain confident in its ability to weather the storm. However, there is always a risk that the establishment of a hierarchy might make it difficult for management to interact with employees especially in conditions where long-established hierarchies have turned into social classes within the organization. Under these circumstances, the organization might face difficulty because of the different cultures that might develop within each level of the hierarchy. If few lines of communications exist between them, it is more likely than not that they might end up in conflict and this might lead to a situation where the conflict becomes detrimental for the organization. Motivational Techniques Motivation has become an integral part of most organizations today and this is mainly because it is a tool that is used to encourage workers to increase productivity. Furthermore, it has become a means through which individuals within an organization can be encouraged to behave in a manner that is desirable by management. It has therefore become necessary for motivational techniques to be developed within organizations as a means of providing employees with the ability to enjoy their work while at the same time making sure that they continue to serve the goals of the organization. Most organizations in the modern world have worked towards the development of a workplace environment for their employees that is conducive enough to make them become motivated intrinsically (Ryan and Deci, 2000). This has been done in such a manner that these individuals have become self-motivated in conducting their duties without much supervision. It is under these circumstances that there have developed many positive accomplishments within organizations as workers have, working independently, come to create innovative ideas that have been implemented and brought about the success of these organizations. Furthermore, since intrinsic motivation comes from within employees themselves, it is much easier for them to work under much less pressure to achieve the desired goals of the organization. Extrinsic motivation techniques have been developed by organizations to work hand in hand with intrinsic ones and this is mainly done through the reward system where individuals are rewarded for the work that they have done. Employees become more motivated to achieve certain goals through their desire to ensure that they get the rewards that have been promised, and these range from monetary rewards, wage increment, or promotions (Mulcaster, 2009). However, this motivation technique might become disadvantageous especially in situations where employees refuse to increase their productivity until they are promised rewards for doing so. In addition, there are instances where employees might demand more than what they are rewarded and this adds to the financial costs to the organization. Under such circumstances, it becomes difficult for the organization to establish a stable reward system because as time goes by, it gets more expensive. Areas of Emotional Quotient (EQ) The various areas of EQ have become an important part in the management of organizations and this is mainly because it ensures that managers have the ability to deal with situations as they are rather than as they desire them to be. EQ is used as a determinant of the ways that employees are likely to react under different circumstances and how these individuals can be encouraged to behave in a manner that is more desirable to ensure the interests of the organization. Therefore, in order for a manager to develop the skills necessary to lead an organization, he needs to have self-awareness and this is essential in the realization of his abilities as well as the skills that he lacks so that he can be more effective in his duties (Antonakis et al, 2009). A manager has to ensure that he has the ability to consider his weaknesses in handling employees so that he knows the reasons behind his motivations as well as emotions that have a direct effect on employees. Moreover, for a manager to be effective in an organization he has to self-regulate and this should be done in a manner that ensures that he does not allow his destructive or disruptive impulses to have an impact on his decisions. All the decisions that he makes should be done in a way that puts into consideration all cold facts so that he can make the best decisions possible depending on the circumstance. In this way, the manager ends up having the ability to make decisions based not on emotions such as anger, but on facts that are beneficial for the organization. Self-motivation is an important characteristic for all individuals within an organization because it ensures that they carry out their duties without necessarily putting into consideration the benefits that come with them such as money and status. Moreover, social skills are essential within an organization because they make possible correct and amiable interactions between all the individuals that work within it, which is a positive development in the achievement of organizational goals. Finally, empathy is necessary within an organization because it allows managers and employees to understand each other’s emotional make up and this provides them with the means to undertake actions that are sensitive towards one another, ensuring a lessening of conflict. Virtual Elements Globalization as well as the fast evolution of technology has brought about a situation where individuals no longer need to go to an office in order to get their work done. Individuals have come to work from home and this has led them to reduce their expenditure in transport costs involved in getting to work. Furthermore, organizations have saved plenty of money from not having to acquire office space for all of their staff and this has ensured that the money saved is diverted to other useful functions within them. Teleworking has become the norm in the modern world because instead of individuals having to work within a traditional office setting, it has brought about a situation where they work at home at their own time (Stratiger and Giaoutzi, 2000). This has provided employees to develop innovative ideas on how to get their work done without much pressure while at the same time creating conditions for more cooperation between individuals from across the world. The new work set up has made possible the development of better ideas that have made a diverse number of organizations plenty of money, a situation that would otherwise have been impossible only a few decades ago. Conclusion The discussion above has shown that organizational culture determines the behavior of individuals within an organization and this is especially the case when the culture is based on that of their societies. Furthermore, it has shown that both verbal and written communications are essential in determining whether an organization is going to be successful since it is through communication that the wishes of management or employees can be fully addressed. Moreover, the hierarchy within an organization is designed in such a manner as to allow stakeholders to fulfill the functions that are needed to ensure the achievement of its objectives. In addition, motivation is an integral part of organizations today because it is a tool that is used to encourage workers to increase productivity. EQ has also been seen to be important in the management of organizations since it ensures that managers have the ability to deal with situations as they are rather than as they desire them to be. Finally, globalization and technological development has brought about a situation where individuals no longer need to go to an office in order to get their work done and this has ensured cost savings for many organizations. References Antonakis, J., Ashkanasy, N.M. & Dasborough, M. (2009). Does leadership need emotional intelligence? The Leadership Quarterly, 20(2), 247–261. Gatti, M. (2011). The language of competence in corporate histories for company websites. International Journal of Business Communication, 48(4), 482–502. Hofstede, G. (1980). Cultures Consequences: International Differences in Work Related Values. 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