Organizational Behaviour and Delegation - Assignment Example

rgаnizаtiоnаl Bеhаviоurаl Name: Institution: Tutor: Subject: Date: Introduction Organizational behavior is the study of how employees, individuals or groups, participate in the different activities of the organization (Huczynski & Buchanan, 2013, p 19). How these individuals respond to different circumstances in the running of the organization. This is to examine and analyze the organization of employees at different levels, individual, group and organization at large. This is mostly done to enable the organization or a company to create a better working environment and to be able to achieve the organizational objectives, individual objectives and social objectives. Studying organizational behavior entails a wider range of elements; leadership, teams, change, human behavior, social systems. In an organization there are many challenges associated with an unorganized organizational behavior; trust among employees in an organization is the key to success in many organizations. The level of trust that employees portray in an organization facilitate the running of the organization as a whole. When there is adequate trust among the employees, they can work together as a team and reap the benefits of teamwork (Lind & van den Bos, 2013). This essay will discuss exclusively on the organizational behavior of Cleveland Cavaliers since I am a great fan of Cleveland Cavaliers, and I like basketball. Cleveland Cavaliers famously known as the Cavs is an American Professional Basket Ball team which is based in Cleveland, Ohio. This basketball team competes in the National Basketball Association in the United States. The basketball team started playing in the league from 1970 as an expansion team. The team has its home ground in Quicken Loans Arena also a ply ground for the Cleveland Gladiators. The Cavaliers have hosted several basketball stars in recent and past during the club’s history. Mike price, LeBron James, Kyrie Irving, Austin Carr and others are their recent all-stars drafts pick. In the past, they have had stars like Lenny Wilkens, Nate Thurmond, and Shaquille O’Neal. The club also boasts of a couple of accolades in their history, among them are trophies; Central Division Champions in 1976, 2009 and 2015. Eastern Conference Champions in 2007. 1. How much trust is there in the organization and does trust need to be built? Trust is a confident expectation of something from someone in a certain situation especially in an organization. Through trust, an organization can be able to enhance a productive and successful work ties in different departments of the organization (DuBrin, 2013). In Cleveland Cavaliers club, every individual or group have the trust in the management of the club since they expect in return to be rewarded at the end of their service for the club. It is fatal when the organization does not uphold trust be it among the employees or the management of the organization. Judge & Robbins (2015) claim that when trust among the leadership and the employees of the organization fail, it is not that easy to regain control of the perspective that the organization is going to take. A trustee is entitled to be trustworthy and honest; in the management of Cleveland Cavaliers the executive board should be in a position to be trusted by those who work in the club coaches the trainers, nutritionists, and the physicians of the club. According to Griffin & Moorhead (2011) there are three elements of trustworthiness; ability of an employee to trust certain departments of the organization, the ability of the trustee to adhere to the trust granted to him/her and integrity of the trustee. The table below will illustrate clearly the expectation of an organization on the level of trust in the employees and the leadership then state the difference in comparison to the expected and actual trust in the organization. Expected Actual Difference According to Altman et al. (2013), a successful team should be in a position to trust each other and every member’s contribution towards the team should be accepted by members. These enable members to share their weakness and strength hence delivering to the organization a quality work. In Cleveland Cavaliers, the team supports each other in many ways especially in the pitch. This is one can see clearly the players passing the ball to each other and mostly passing to the forwards with whom they trust that they can score for the team. Also the forward normally stay upfront trusting the center and the defense not to allow the team to concede. There not much different from the actual and the expected since the team plays well and is evident that the players trust each other. For an effective control the organization’s managers have to be able to lead by example in terms of keeping track with the activities of the organization so as to induce trust among the employees of the organization, this is evident in (Lind & van den Bos, 2013). The management of Cleveland is to be in control of the club since they make decisions which are binding especially during transfer of players where they are entrusted to the employees and the players that they are going to deploy new players who would influence the result of the club in National Basketball Association. The actual and the expected activities have no margin of difference sine the managers are performing as expected by the employees and the players. According to Elsbach et al. (2015) the organization should first build trust amongst its employees in order to succeed in any activity that the organization is participating in. This is enhanced by encouraging employees and members of the organization always to be truthful on any issue to avoid complications coming with it. Cleveland Chevaliers are experiencing a good working environment since the board of executive are not regularly seen or heard in the news that that they are expressing controversies among them and the members of the Basketball club. There is a slight difference between the expected and the actual since there are small controversies that are normal among players but do not actually have a greater impact on the organization since they solve them after a short time. In the recommendation, the organization has to be able to build a unique way of communication since most of the time the board does not reach out to the players and sometimes even managers. This creates tension and untrustworthiness among the members of the Basketball Club. The players should be able to communicate freely to the management so as not to build pressure and conflict among them and the managements. Also the players themselves should be able to share different moments so as to reflect on their efforts and thus enhancing teamwork. 2. Is delegation practiced widely? Delegation is the distribution of responsibilities by the leadership of the organization to execute a given task. This is a key area in the management of the organization whereby the employees who are given certain responsibilities are required to look into the tasks given and provide a report or account results of the task given. Through this, the employees can get the chance of coming up with their structure of solving the task given. This serves as a motivation and helps the employee to develop managerial skills as stated by (McShane & Von Glinow 2015). However, some members of the organization may find it hard to make a decision on different issues hence taking delegation as a difficult element in management. Also delegation if not delivered well might cause a disaster as far as management is concerned. The following is a table of expectation, actual and difference for the Cleveland Chevaliers. According to Elsbach et al. (2015) organizations should train their employees to be able to acquire consultation but not taking the ideas of the person being consulted, the employee should device his/her way of going through certain task. The employee should distinguish the ideas are given and his/her ideas so as to go in line with the perspective that the management wants them to be. The club is working towards achieving this kind of delegation in that the players and the coach participate in this delegation in that the manager coaches the players and the players take the responsibility of implementing the ideas in the field in their way. This produces desirable results to both but parties. There is minimal difference between the actual and the expectation since not all the players will implement what coaches instruct them to do. The sole task of the manger is to deliver instruction in an organization and hence the information delivered should not be in a manner likely to force the employee to adapt to the option only given by the manger (Lind, 2013). The basketball club is likely to under achieve this for the people involved club are people with their businesses especially players who may not be in apposition to respond well to forced instruction. The difference between the actual and the expectation exist for this case since administering instruction in a negative way may not be received by the employees in a positive way. According to Wagner (2014) the delegations adopted by an organization is able to reach out to those employees who are talented in different field since they are identified and then given the task hence delivering the results in a more accurate way that given instruction This is applicable to Cleveland Cavaliers club since the player when placed in their right positions in the field they tend to participate well and hence the success of the team. There is no difference between the actual and the expected since players who are talented in a certain position when given the task to play in that position they perform well. In the recommendation, the club should be able to adopt the most effective way of identifying the talents of players then training and nurturing their talent for the benefit of the team. The club should also give the players the privilege of training themselves so as to avoid the pressure of being given instructions forcefully. In conclusion, trust is a key factor in the development of an organization since it enables a successful team building and facilitates efficient management. When the organization is having trust with is workers they are confident to explore even further in that field since they have the backing of the employees. The trust created in an organization enable the mangers just to monitor and deliver instruction rather than make follow ups in every task. Delegation is also another element that creates a stable working condition between the employees and the management. It helps in identification of talent and development of employee confidence. This goes a long way in enabling an organization to be in a state where each and every worker can be recognized for his/her abilities. References Huczynski, A., & Buchanan, D. A. (2013). Organizational behaviour. Pearson. Griffin, R., & Moorhead, G. (2011). Organizational behavior. Cengage Learning. McShane, S. L., & Von Glinow, M. A. (2015). Organizational Behavior 7/e. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive advantage. Routledge. DuBrin, A. J. (2013). Fundamentals of organizational behavior: An applied perspective. Elsevier. Judge, T. A., & Robbins, S. P. (2015). Essentials of organizational behavior. Prentice Hall. Nelson, D., & Quick, J. (2012). Organizational behavior: Science, the real world, and you. Engage learning. Altman, S., Valenzi, E., & Hodgetts, R. M. (2013). Organizational behavior: Theory and practice. Elsevier. Elsbach, K. D., Kayes, A., & Kayes, D. C. (2015). Contemporary Organizational Behavior: From Ideas to Action. Prentice Hall. Lind, E. A., & van den Bos, K. (2013). Freeing organizational behavior from inhibitory constraints. Research in Organizational Behavior, 33, 79-95. Read More