Organizational Behavior and Work - Essay Example

Managing People at Work Name: Professor: Institution: Course: Date: Enacting the Organizational Behaviors in the business is important for the company. It was for Deborah reacting with a negative attitude towards Melinda for Melinda was working for the company’s interest, which was important in helping the company, achieve its objectives and goals. Melinda plays an important role in the running of the organization. In the modern world, Organizational Behavior is viewed as more important compared to the previous years in that; workers are not just seen as moneymakers but as human beings. More managers are concerned about how their workers react to the different work related situations. Some of the importance of the organizational behaviors is; it is important when it comes to effective teams’ management. Here, the management will be in a better position to zone his employees in terms of their creativity, adaptability and personality. Hence motivating and guiding them whenever it is necessary. Organizational Behavior serves an important role in helping managers of the organization attain a successful career. This is because the managers always rely on his workers to do his job. It is in this aspect that the study of the Organizational Behavior comes in. Organizational Behavior entails the study of individual’s behaviors within their workplace. The discipline includes communication, management, sociology and psychology. In analyzing the Organizational Behavior, the best way to analyze it, is by the use of the contingency lens and as Melinda portrays. This method is ideal in that there is the use of contingency tables to record and compare the different variables involved in the work area. In every business or organization there are bound to be challenges and problems regardless of how the business is successful. The challenges maybe range from communications or technological. In such situations, the challenges are often directed to the managers of the organization. An example of such a situation is when an employee of a given business fails to speak in the business language. Hence, he might fail to offer the client the proper solution he needs. In such a situation, the management of the organization comes in to give a hand. Another example is a situation where the business does not bring the required profits. This can be challenging to the organization owner. However, the owner can use the opportunity as a learning lesson, which will be important in the future to help him solve the same problem. In any organization set up, there are many variables involved. On the other hand, people in the business play important role hence they are related to the business. Ranging from the individual thus the customer to the group and the business systems, these people are related business wise in various ways. They depend on each other to fulfill their needs and goals. Personality is an individual’s emotional, behavioral and attitudinal response to patterns. It can be how an individuals’ differs in terms of patterns, feeling, and behavioral. Heredity is a process, which a person’s traits are passed to the offspring. This mainly applies from parents or the ancestors. The offspring cell usually becomes influenced into becoming the characteristic of the organism. Through hereditary, the difference, which is exhibited by an individual, can turn to become more accumulated hence causing a species to evolve. Although heredity plays a big role in an individual’s life, there have been questions about hereditary influence on personality. Whether personality is genetically inherited or is developed in a process as individuals live through their lives experiences. Remarks such as, ‘’acting like the father,’’ behaving like the mother’’ are common things in the day-to-day life. Statements such as things do not help in solving the weather personality is determined by heredity factors. Instead, it fuels more debate on the issue. Even though they are closely related, personality is generally acquired in the day-to-day experiences. The Myers-Briggs Type Indicator or this is an instrument, which is used in accessing individuals’ personality globally. The Myers-Briggs Type Indicator serves an important role in helping many people to understand themselves. This is important in that an individual will know how properly they can relate with each other. The whole idea has its strength in helping organizations face and address their needs, which range from leadership, team building, and management of conflicts to development of career and retention. The theory of the Myers-Briggs Type indicator helps in providing the necessary context, which can in turn help in individual understanding. During the process, questions concerning the behaviors help in identifying complex constructs, which interact according to the theory. Some of the weaknesses of the Myers-Briggs Type indicator include; the whole process of administering the theory needs time and adequate understanding. During the implementation of the process, clients can assign the various traits qualities to their preference types. This can lead to inappropriate interpretations. The fact that the questions are simple can encourage the assumption that the typology is simple and stationary. This is wrong in that, the whole idea is complex and dynamic. Job Satisfaction explains how an individual is contented with his job. It describes how an individual can be satisfied with his job. A happy worker is a best performer in his work Job satisfaction is a key issue when it comes to a job set up. There are different issues that cause a worker to be job contented. In most cases, salary is the main issue and that is why human beings work. A better pay will make the work to be job satisfied or create harmony in a working environment. The other key issue, which can determine the satisfaction of a worker in a job set up, is the working environment. A good working environment will definitely encourage the worker in his daily activity. Implementation of good working hours for the worker by the management is key. High production levels by the workers are due to the working hours. A long working hour may be of big disadvantage to the worker and the company in terms of production levels. An employee satisfaction can be based on the opportunities the company provides. Better job opportunities satisfy the worker. Job dissatisfaction describes how an employee can be dissatisfied with his job. In most cases, a happy worker is a best performer in his work while a dissatisfied worker production is low. A dissatisfied worker like in the case of Deborah can express his feeling or respond in many ways. The dissatisfied worker can simply voice his concern to the management of the organization, remain loyal to the company in a hope for better things to come in the future at the work station , some may opt to quit thus by writing a resignation letter . In other situations, a dissatisfied worker can influence others in a bid to show their frustrations. They can do this by striking or ensuring the company has low productions. Some workers also exercise absenteeism during some difficult situations. When a worker is experiencing job dissatisfaction, he is bound to express his dissatisfaction in various ways, which may in turn hurt the organization or lower the production of the company. Employee absenteeism is common is such situations and work deviance. Work deviance is a situation where the worker violates the cultural norms of the company. Lack of work morale is what causes all these vices in a given work set up. A rational decision-making is the type of model that provides a pre arranged approach towards the decision making of an individual. The model is important in that it helps in ensuring consistency during decision-making process. The function of intuition is for the scientific discovery, which has then been criticized to favor rationality importance in human relationships in their day-to-day life. The two thus intuition and rationality are seen as opposites during definition of mental activities. Motivation of the workers is essential in any given work place. Motivation is not all about salary increment but it entails different simple aspects, which can motivate the worker. Some of the simple aspects that can motivate an office worker include, recognizing the worker in whatever he is doing. Applauding of the workers efforts is a form of motivation. Promoting the office workers helps them in increasing productivity. Organizational justice is the extent at which employees perceive their work place procedures, the interactions that takes place and the outcomes in the fairness sense. The aspect of Organizational justice include; Distributive justice, Organizational justice and the procedural justice. With the three aspect enacted in a work place, there is bound to fairness between the workers and management and generally the organization as a whole. The expectancy theory deals with motivation. This can be applied by motivating the workers in various ways. Applying the theory to the workers is not a difficult thing. The whole idea depends on the relationship between the workers and the management who will be responsible for the application of the theory. Job characteristics model is important in creating high personal and outcomes related to work. This is because of the different systematic steps involved in the process. The model entails different steps, which makes the model work properly. Examples of the steps include; Identification of the task, autonomy, variety in skills, task significance, job feedback, and self-expression. Alternative work arrangements are important in motivating a less psyched employee. The help a worker in reducing absenteeism, improving productivity of the worker, morale gaining and finally, better production hence boosts the finances of an individual. The alternative work arrangements can be of big disadvantage in that, it wastes a worker’s time and resources. Differentiating the planned and the unplanned changes is key in every organization in that the management can properly understand the external and the internal forces, which can affect the company. The difference between the two modules is that the planned change results usually improve the business to some portion. The Unplanned change may have unknown result because of its chaotic nature. The main areas, which can be associated with most organizational resistance, are; poor understanding of why there is need for change, individual modeling for change and the phobia of what personal affects change would bring. The best and the appropriate method that Melisa would use to cope with her work is to manage work place stress. This is the emotional and physical damages, which might occur because of a given job, the demands, resources and the worker’s capabilities. As a manager, her job is to ensure proper management of my company. This entails ensuring the workers are in a good working environment and stress free situations to avoid the workplace stress. . The five bases of power are; Legitimate Power, Referent power, Expert power, reward power and the coercive power. Legitimate power is the bosses’ power because of their positions. Referent power is where the boss manages to influence his employee’s feelings concerning relation to work. Expert Power is bosses power and their knowledge towards work. Reward power is the degree at which the organization boss is able to offer his employees benefits. Coercive power is when the boss applies negatively to his employees. Dependency is a situation the worker relies on others in his day-to-day job operation. Being in a position to depend on other people’s power tells a lot. Negotiating process is categorized in to processes. During a negotiating process, there is bound to be creation of ideas, and arguments between the negotiating partners. The first step is the understanding. Here, the two individuals must prioritize their needs. Invention of solutions, the negotiating partners will then identify areas that need to be addressed. Establishing Alternatives, other options are put in place in case their main idea collapses. The Batna step is where an individual is placed in an accepting position. The bigger cheese; here is the power shuffle situation. Negotiator’s knowledge; what the negotiator knows about the other party. The farness yardstick is the final step whereby the negotiating teams come into agreement. Reference Griffin, R.W., &Moorhead, G. (2010). Organizational behaviour—managing people and organizations(9thed.).South Melbourne: Cengage Learning. Luthans, F. (2008). Organizational behaviour (11th ed.).Sydney: McGraw-Hill Irwin. Martin, J. (2005). Organizational behaviour and management(3rd ed.).Mason, OH: Thomson. McShane, S., &Travaglione, T. (2007). Organisational behaviour on the Pacific Rim(2nd ed.).Sydney: McGraw-Hill Irwin. Wilson, F.M. (2011). Organizational behaviour and work: A critical introduction. Oxford: Oxford University Press. Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Creed, A., Schermerhon, J., Hunt, J., & Osborn, R. (2010). Organisational behaviour: core concepts and applications(2nd Australasian ed.). Milton, Qld: John Wiley & Sons. Read More