Interrelationship of People within a Society - Coursework Example

Organizations and Behaviour s) Introduction Organization behaviour refers to the interrelationship of people within a society. The management of an institution should understand various approaches of regulating human conduct within an organization when dealing with workers in order to avoid controversies that may arise at the work place (Flamholtz & Randle 2011, p.47). In doing so, institution leaders will ensure that they handle their workers effectively and create a culture of understanding and harmonious workers (Jenks 2004). They will also be able to identify various problems affecting the workers and devise means to solve them hence improve the productivity of their organizations. If managers are able to understand how different culture and structure can influence the performance of the organization, they will be able to manipulate their organizations performance through varying structure and culture of their institutions. Organizational Structures and Organization Culture Organizations can be defined as collection of individuals with an aim of achieving a common target (Flamholtz & Randle 2011, p.51). Therefore, every organization has a specific arrangement that determines the levels and flow of powers. This determines who is in charge of the others and also stipulates individuals’ status in the organization. The arrangement is determined by the functions individuals perform according to the area of their occupation. Individuals carry out the same task in the organization from time to time hence increases their work efficiency. This reduces the time of performing their duties hence saving cost of operation in the organization. Culture refers to the practices, standards and conducts that every individual member in an organization has to adhere to during their normal discharge of duties (Flamholtz & Randle 2011, p.54). Every organization has unique traditions that every member to that organization must uphold in order to be able to cope with other members and discharge their duties effectively (Fairfield-Sonn 2001, p.64). Therefore, the culture of each organization determines the conducts of the organizations’ employees and how the level of performance attained by the organization. Organizational structure defines the channel of flow of power within the workers in an organization (Jenks 2004). This streamline the flow of information within the organization as it moves from a specific source to the rest of the members. Organization structure affects individuals within an organization while organization culture may have a uniform impact on the organization (Jenks 2004). This is because structure is dependent on individual area of specialization or department while traditions influence how all workers are supposed to behave in an organization. Both organizational structure and culture distinguishes different organizations and determines the activities different members within an organization (Flamholtz & Randle 2011, p.59). The workers in each organization conduct their activities as according to the laid down organization structure and culture, which are unique from those of other organizations. Influence of organization culture and structure on organizations performance. Both organizational culture and structure influence the performance of the workers and the overall achievement of the organizations objectives. Organizational structure defines who is supposed to perform what task in the organization (Flamholtz & Randle 2011). This is based on the expertise of the individuals in the organization for various jobs. Therefore, this results to efficiency o performance of duties as each individual get used to performing the same duty or task repeatedly. On the other hand, organizational culture dictates how different individuals holding specific positions are supposed to discharge their duties. This results to an individual performing a specific role in an organization consistently (Stephen, David & Harold 2011). As one gets used to performing tasks in according to the set standards and traditions, they get used to their duties hence they increase their efficiency of performing their tasks. Both organization structure and culture defines the roles of each member in the organization (Flamholtz & Randle 2011, p.67). This helps the workers to conduct their activities harmoniously towards accomplishing the organizations objectives. This harmony enables the employees to work zealously and abide by the set rules and regulations of the organization. It also creates stability of the organizations standards in line with its objectives. Organization culture and structure creates respect among the members in the same organization (Flamholtz & Randle 2011, p. 78). This creates better working terms and conditions that make employees feel as an integral part of the organization and a culture of respect for each other. The culture and structure of the organization sets conditions that each member of the organization has to adhere to. Factors that may influence individual’s behavior in an organization Individual’s perception and attitude towards the entire organization and the workmates will either motivate or discourages the workers hence influencing their productivity (Fairfield-Sonn 2001, p.76). Some people may get angered so easily while others may not care even if they were all subjected to uniform conditions. Those people who like being alone will find it bothersome taking commands from their seniors or being reprimanded for what they have not done according to the expectations of their supervisors (Sheryl 2006). There are some people who may be free to share t heir feelings with the supervisors. This information will be essential in promoting the performance of the organization because the management can use such information to improve the operation of the organization. Sometimes workers in an organization may refuse to adhere to the traditions of the organizations although the organization requires them to do so (Johnson & Phillips 2003, p.149). If this occurs, the workers get discouraged since they don’t appreciate the work environment. This will therefore result to reduced performance of the workers hence may cause the organization fail to achieve their objectives. On the other hand, complicated organizational structure will impact negatively the performance of the organization because the management finds it hard to make decisions hence slowing down the organizations performance. Different approaches to management and leadership Different organizational leaders apply different regulatory roles towards attaining the objectives of the organization (Flamholtz & Randle 2011, p.146). Leaders are charged with responsibility of regulating organizations resources towards achieving their set objectives. They also ensure that organize resources, hire employees and evaluate their performance to ensure they perform towards attaining the company’s goals. They also ensure that they assign the employees respective duties and motivate them in order to maximize their output to the organization (Stephen, David & Harold 2011). They also equip the workers with essential skills through on t he job training in order to ensure the employees have relevant skills and expertise necessary for specific work. Managers are expected to carry the image of the organization hence they work to ensure they achieve great level of performance (Nicotera, Clinkscales & Walker 2003). Managers are charged with responsibility of setting objectives of the organizations and strategies way to achieve those objectives. Managers should also motivate the workers to ensure the company objectives are attained. For the managers to attain this, they should ensure that the objectives are achievable and mobilize resources towards attaining the company’s objectives. Managers have a duty to channel the resources of the organization in the right activities in line with the company’s goals (Stephen, David & Harold 2011). For example, the managers ensure work to acquire investment objectives for the company. The managers also settle disputes that may exist among the workers or department. Failure to handle issues effectively can result to failure of the organization in achievement of their objectives. The managers also make decision regarding allocation of resources in the best way possible. Effective allocation of resources will result to improved performance due to increased earnings from the investment opportunities. Managers should ensure they acquire the most current information that is crucial to improving the performance of the organization (Sheryl 2006). The managers should also ensure that they disseminate the information they have obtained from various sources to the members of their organization to ensure uniform attainment of the objectives. This will also keep the members informed hence and this will instill confidence among the employees who will maximize their input in the organization. The mangers also have a duty communicated to the outside world regarding their organization. This will help in building the image of the company to the external stakeholders hence improving the performance of the organization. Divisional Theory In some companies like Disney, the management utilizes divisional theory in their operations in order to maintain a trail of their performance (Fairfield-Sonn 2001, p.93). This is approach is effective in large organizations where managers would like to monitor the operations of other workers within an organization. Since it is not easy for managers to achieve this through other managerial structures like functional structures, they have to establish a subdivision within the organization that will charge with the responsibilities of evaluating other workers in the organization. The managers are able to get opportunity to evaluate the contribution of each section of the organization (Stephen, David & Harold 2011). However, this approach may pose threats in the sense that different sections of the organization may be engaged in rivalry of resources in order to obtain better results in their department. Functional Theory Managers use various approaches to in making decision to improve performance of their organizations (Flamholtz & Randle 2011, p.168). One of the examples used by the management in improving their performance is functional approach. Under this theory, the structure of the organization involves clearly defined direction of disseminating information and accountability. This method enables the management to reduce the operation cost of the organization (Fairfield-Sonn 2001, p.112). It also improves performance of the organization by improving efficiency of the workers. in addition, this approach defines the organizational needs in terms of personnel hence makes the training of the workers an easy task of the organization since the workers will be trained according to the identified personnel need in the organization. An example of an organization that makes use of this approach is Sui Northern Gas Pipe Line. However, this method of management has limitations in the sense that it has slim viewpoint hence results to insufficient teambuilding (Sheryl 2006). The approach is slow when it comes to making decisions there are many managers in the hierarchy that have to be consulted hence make the process inefficiency. Similarly, since workers are fixed in specific work positions, they are able to acquire skill in only specialized field hence results to boredom of the employees and a decline in efficiency. Maslow hierarchy of needs in labour motivation Maslow argues that different individuals have different needs which can be group in an ascending order (Sheryl 2006). There are needs which are quite essential for human survival and that must be satisfied first before the other needs. At the bottom of his pyramid, Maslow argues that basic needs must be fulfilled at a cost before an individual starts pursuing a higher need in the pyramid. Therefore, managers in an organization should ensure they help their employees to pursue different personal needs and offer them an opportunity to pursue their desires. Motivation of employees enables workers to feel appreciated and also be able to meet their personal needs while pursuing organizational objective. Motivating employees involves giving them relevant information, excellent work environment and training to enable in order to increase their efficiency in the organization (Johnson & Phillips 2003, p.176). This will also create harmony among the workers hence resulting to a culture of great performance. Motivating workers also entails granting them efficient equipment that will enable them to increase their efficiency and improve their productivity. Effects of employee motivation for managers Giving incentives to workers whether monetary, better working environment or even opportunities to advance their career helps the workers to improve their efficiency and reduces operations expenses (Stephen, David & Harold 2011). This enables managers to increase productivity of the organization in line with the organizational goals. Furthermore, motivated employees will remain peaceful and create a friendly environment both with the seniors and their colleagues in different levels of operations. This will reduce conflicts that would otherwise waste resources and result to workers boycott of work. Furthermore, this will create a positive image of the organization to the outside community hence will improve its performance and competence as they are able to attract more qualified workers (Sheryl 2006). Finally the organization will be able to attract investors such as shareholders who will be interested in investing in the organization due to its stability and competence in the industry. Mechanisms for developing effective teamwork in organizations A group is gathering of persons with a universal role who work together and interrelate in order to achieve a common goal (Stephen, David & Harold 2011). Groups may be formal if they are formed by the management as part of the organizations structure, with funding from the organization and adequate power to conduct their activities. Informal groups and formed by the employees and may not necessarily be focusing to achieve goals of the organization, but may focus on personal goals of the workers. Informal groups are influenced by individual believes and interest to achieve personal gains. Teamwork within an organization enables the organization to achieve its best of performance by bring together human resources and creating harmony among the workers (Sheryl 2006). The workers in different groups are able to work together and encourage each other to pursue a common goal hence making it easy for the organization to achieve its objective. Different group members’ posses’ different skills and talents which is utilized effectively can result to improved performance of the groups (Sheryl 2006). This is because different people have different skills and knowledge of doing different things, and this can be shared among the group members for the benefit of the entire group. However, if different group member decide to uphold their own believes and fail to agree on the best practices to put into use in their groups this will become a hindrance towards achieving their performance. This may cause a variance among the group members and may eventually cause disintegration of the groups hence a downfall of the organizations. Effective leadership in the groups will enable the group members to realize their dreams. Leaders will be responsible for the groups and will keep their group members updated with the modern skills; they solve disagreement among the members and mobilize resources for the groups in order for them to be able to achieve their targets (Johnson & Phillips 2003, p.194). However, if leadership is ineffective of group members refuse to cooperate with the leaders, this will result to stagnation of the group performance and indeed misuse of group resources. Dissemination of information is of essence for the success of the groups within the organizations (Johnson & Phillips 2003, p.165). Different group members should be able to share their ideas successful in order to offer their contributions to their groups and ensure their victory. Group should have effective means of sharing information with their colleagues in order to ensure that each of the group members is up to date (Stephen, David & Harold 2011). Poor information dissemination within the groups in the organization will result to inferior performance because the members will pursue different goals due to inefficient information sharing. Effects of technology on team Innovations have led to the improvement of information dissemination within the organization (Sheryl 2006). The use of mobile phones and emails has made it possible for group members to get in touch with each other even when outside their working places. This has increased efficiency in performance of their activities since the members are fully informed and can access any information they may require at any time hence they are able to make informed decisions. The advancement of technology has resulted to home based work as many people are now operating from their homes or any other place of their convenience. Group members can consult each other through Skype, video chatting and so on hence creating an effective interaction among the members Nicotera Clinkscales & Walker 2003). However, this has reduced physical interactions among the members hence this has changed the culture within the organization since workers no longer share personal values. Innovation has also attracted talented individuals who work from outside the organization hence resulting to better performance of the organizations (Sheryl 2006). This has also reduced the cost since the organizations no longer require huge office spaces and equipment for the workers. Conclusion Organizations culture and structure influence effectiveness of interactions among the workers. The management plays a great role of influencing the role of interaction and workers appreciations of their work. This results to increased efficiency of the workers and organizations performance. Effective management of the organizations results to efficiency of communication and motivation of workers. The managers should encourage workers to achieve personal performance while pursuing organizational objectives. Bibliography Fairfield-Sonn, J, W 2001, Corporate Culture and the Quality Organization, Quorum Books, Westport, CT. pp.21-146 Flamholtz E, G & Randle, Y 2011, Corporate Culture: The Ultimate Strategic Asset, Stanford Business Books, Stanford, CA. PP. 38-186 Jenks, C 2004, Culture (2nd), Routledge, New York. PP.46-187 Johnson, L & Phillips, B 2003, Absolute Honesty: Building a Corporate Culture That Values Straight Talk and Rewards Integrity, AMACOM, New York. Pp. 123-239 Nicotera, A, M, Clinkscales, M, J & Walker, F, R 2003, Understanding Organizations through Culture and Structure: Relational and Other Lessons from the African-American Organization. Lawrence Erlbaum Associates, Mahwah, NJ. Pp. 23-89 Sheryl, S 2006, The Influence of Perceptions of Organizational Structure & Culture on Leadership Role Requirements: The Moderating Impact of Locus of Control & Self-Monitoring: Journal of Leadership & Organizational Studies, Vol. 12(4). Stephen B, C, David G, W & Harold D, D 2011, Organizational Culture, Formal Reward Structure, and Effective Strategy Implementation: A Conceptual Model: Journal of Organizational Culture, Communications and Conflict, Vol. 15(2). Read More