Organisational Behavior at Department of Explosives - Case Study Example

AN ANALYSIS OF ORGANISATIONAL BEHAVIOUR AT DEPARTMENT OF EXPLOSIVES Outline of the Case Study The PESO {Petroleum and Explosive Safety Organization} previously recognized as Department of Explosives in India was established by the Indian Central government to control and supervise the production, importation, overseas trade, hauling, custody, retailing and utilization of the explosives in the country. The chief objective of PESO is to provide recommendations as well as technological guidance and support to the Indian Government, manufacturing units, merchants and clients of the explosive items. The Indian Government had established PESO in the year 1898 with a vision to develop an organization to bear the responsibility to guarantee the attainment of safety procedures to minimize the causalities in the manufacturing sectors as well as in the transportation, storage etc. It is the PESO’s responsibility to prepare appropriate advisory framework for the local governments to ensure the public protection. PESO employs an enormous number of specialized employees to control any hazardous situation in the country. The PESO regularly conducts training programs with the aid of local and foreign mentors in ease to maintain the Indian standards with global standards. As of now the PESO regulates more than 2, 37,000 locations in India. 1. An analysis of the role of individuals and teams within DEPARTMENT OF EXPLOSIVE 1.1. INDIVIDUALS WITHIN ORGANISATION LEARNING THEORY The ability to fabricate comprehensive information through manifestation of an individual about outer stimulus and resources and all the way through the private re-embellishment of a person’s information and practice in illumination of communication with others and the surroundings is the best definition of Individual Learning. As a result the model of “stimulus-response” is produced. An individual develops reactions from the stimulation of the surroundings faced by him. Learning by an individual can be noticed by a sudden alteration in the behavior. “Learning is better when the learner is active relatively than unreceptive.” The statement explains that for the superior level of learning, continuous recurrence of activities is essential. The mental process of an individual is much more actively involved in the characteristics of learning as compared to the effect of individual surroundings relation with the behavior phase of learning. Erudition is an outcome from the presumption, opportunity and links expansion. PERSONALITY THEORY Every human possesses diversified aptitude to perform and react towards the problems and organization of life, these diversified reactions well known as personality of humans make them different from each other. A personality hypothesis is a collection of postulation regarding how inhabitants work as an individual, as group and as the entire community. Personality theories are compilation of ideas used to forecast things relating humans beings like what they do, reason behind it and how will they do and what will be the effect on behavior. Teams consisting wide variety of characters usually performs much superior as compared to the people working with same personalities. COMMUNICATION The success of an organization is based on the pro-effective communication solutions adapted by the administration. Adaption of the better communication between the employer and employee is essential for the smooth flow of information, innovative ideas, feelings, attitude, planning and development. Smooth flow of communication within the organization is also necessary to keep staff motivated and attain positive working environment. PERCEPTION THEORY Individuals make a decision on their personal attitude and way of thinking by analyzing their behavior in different circumstances. This is predominantly correct as self indications are so weedy or mystifying; they effectively put the individual in the identical situation as an external spectator. MOTIVATION THEORY In the year 1943 “A Theory of Human Motivation” well recognized in psychology as “Maslow’s hierarchy of needs” was projected by the Abraham Harold Maslow which was later extended by Abraham to incorporate annotations on intrinsic interests of human beings. The psychological theory of Maslow’s Human Motivation is usually illustrated as a pyramid consisting of five stages: Peak – identity authenticity Fourth level – self admiration Third level – emotions Second level – protection Lowest level – physiological structuring The lower level of quad layers of Maslow’s psychosomatic pyramid is known as “Deficiency needs/D-needs”. These “D-needs” are illustrated as need for endurance, protection & security, emotions and self admiration. If an individual fails to meet with “D-needs” it results in increasing stress and anxiety rather than physical symptoms. Eventually, human assets are the only factor which differentiates an organization with the other. An institution which is capable to inspire its staff and proves successful in sustaining it is proficient to influence their drive and passion in array to guarantee stellar presentations. 2. TEAMS WITHIN DEPARTMENT OF EXPLOSIVES Structuring a department does not mean congregation of a social network. Structure of a department plays a vital role in the quality of the services offered by the organization. In a specialized association such as the Petroleum and Explosive Safety Organization, it requires assemblage of the highly qualified professional individuals to meet with the errorless quality performance. The structuring and expansion of Department of explosive involves six chronological stages: 1. Structuring 2. Storming 3. Norming 4. Performing 5. Adjourning 6. Mourning The involvement of different personalities in a team enhances the performance and achievements. Individuals associated in teams have a tendency to believe various Team Roles. In a department of explosive perceptive of team role within a stipulated team is majorly mandatory to increase potency, to diminish the weak points of a team associate and for the improvisation in the person’s contribution to team for attainment of the superior results. Furthermore, the teams in an organization are diversified into three categories: Vertical Horizontal Self directed Vertical Teams – teams executing explicit organizational role and comprise affiliates from various levels of hierarchy are known as Vertical teams. Horizontal team – teams involving specialists functioning jointly on different errands under the supervision of managers for the attainment of a same organizational goal are known as Horizontal teams. Self Directed team – teams accountable to achieve the preset goals without the supervision of higher authorities are known as self directed team. Self directed teams are authorized to adapt their own frameworks to absolute an objective in organization. The Department of Explosive {PESO} is a vertical team with explicit roles and various levels of hierarchy. In department of explosives these teams perform a significant role in the invention of innovative products, project completion, and quality monitoring. 3. ROLES DEFINING CRITERIA IN DEPARTMENT OF EXPLOSIVES WORK DESIGN Work is a contract between two or more parties, in which one party agrees to execute affirmed duties for the other party. A work role is usually deliberated to assist an employee trail the four sub-principles: Plenty Truth Good Beauty These four sub-principles ease work design by representing the paramount that can be achieved. Plenty The four characteristics which are considered while illustrating “Plenty” are as follows: i. Physical environment – illumination, heat, noise, protection etc. and the stipulation of appropriate apparatus and tools. ii. Equivalent the duties to the workers: ergonomics, individual factors engineering. iii. Training and job improvement. iv. Incentive. Truth Every organization should promote the workers with the financial incentives and suitable time off to enhance their performance by attending the suitable courses. Good The organization should possess an appropriate channel for the resolvance of issues arising between the staff and the managerial level authorities or colleagues. Staff should enjoy the religious freedom up to the suitable extent on the work. Organizations should conduct training programs and therapies like trauma management, instance management to keep the employees motivated and in positive mood. Beauty The principal of “beauty” relate to the eminence of an individuals life. Organization should promote its staff to participate actively in the organizational matters which will help in gaining more commitment towards the organizations set of ethics, targets and objectives. STRUCTURE The structure of every organization is different from the other due to the tendency required by the job work. “Flat structures” denotes to the organizations comprising of less managerial layers responsible for the supervision of huge groups of staff, usually flat structures slow downs the materialization of centre of competency. On the other hand, organizations maintaining “hierarchical structures”, which includes broad layer of managers supervising much smaller worker groups as compared to the flat structures enjoys the easier diversification of work roles and responsibilities. There is also a more frequent promotion opportunities as compared to in the “flat structures.” STRATEGY Preferably stratagem states composition however, preponderance composition characterizes strategy. Strategies are premeditated to go with the point of the organization and executed in harmony with the organization’s configuration to achieve its assignment and visualization. 4. ORGANISATION PROCESSES AND DEVELOPMENT Organization Development To achieve a superiority development and advancement of department of explosive, alterations should be done as to the composition, an evaluation on the organizational guidelines, incessant development of superior administration or execution of the innovative methods and tools for proficient service. Prominently, the individual possessions especially the explosive workers are required to endure specialty training sessions to enhance their life saving capacity and execute tactical diagrams. Organization Change In sort to conquer confrontation to modify the ingenuous reasons for transformation should be set out; an effectual conduction of training program is essential to set up; point novel education programs; highlight the hazard circumstances that outline the underlying principle for amendment. It should be open with knowledge and communiqué; connect them on together a coherent and emotional stage. Organization Culture Traditions include three different stages: The easiest stage liberally monitors what a person pay attention to, witness and experience in an organization is acknowledged as the artifacts. The subsequent stage is “promotion level” which deals with planning, targets and the viewpoints of an institution. The last stage is the deepest stage generally defined as the “concealed values and suppositions.” This stage demonstrates the variation of analogous espouse ideals which enlighten that a deeper level of thinking and awareness drives the obvious behavior. 5. ORGANISATION MANAGEMENT DECISION MAKING There are two types of verdict: 1. Personal which are made by administrator and employees on the merits of their individual profits. 2. Administrative decisions which accumulate to the advantage of the institution towards the achievement of its prime service goal. CONFLICT In an organization various individuals of diverse morals and behaviors are extra frequently subjected to divergence and argument therefore; conflict decree is an instantaneous precedence of an organization. An excellent leader in an organization grants a functional atmosphere that is pleasant, free of disagreement and is competent of managing organizational arguments or conflicts. Such leader intercedes instantly before clashes arise among employees. CONCLUSION In order for the Department of Explosive to task it is regarding bring collectively the explosive workers, and the apparatus to carry out the key purpose of the sector. The department of explosives is formed of persons with unique character and diversified requirements with dissimilar level of motivation. Department of explosives should be proficient and effectual in its service deliverance. It should consist of leaders which choose not only for his personal interests but also for the profit of the staff in the organization and functions towards the progression of the department’s aim. In keeping side by side with the innovative explosives technology as well as equipment modification and methods may be introduced. Being a superior leader, the administrator must introduce amendment by illuminating the menace of maintaining the older technology and appoint the assistant to contribute in the debate and to offer support. An individual solely is not able to formulate the department operational with the effectiveness required. Each explosive employee requires each other in comprehending towards the accomplishment of the department’s job. Bibliography Read More