Organizational Behavior Effectiveness - Essay Example

? Organizational Behavior Introduction Organization Behavior (OB) is primarily concerned with the study of psychosocial, behavioral, as well as interpersonal dynamics of the employees within an organizational setting. It is a technique which helps the management of an organization in determining the different aspects of behavior which exits among the employees in order to enhance the performance of an organization in a collaborative manner. Being a broad concept, OB has been considered as applicable in every type of organizational setting playing a critical role in improving the overall effectiveness of the organization. It is also implemented by modern-day organizations as a measure towards transforming the attitude and skills of the employees for their effective collaboration towards the accomplishment of organizational goals or objectives. Hence, it can be stated that OB accounts various interconnected dimensions of organizational performances such as motivation, diversity, team effectiveness, conflict and negotiation, decision-making, power and influence, organizational communication and culture (New Age International, n.d.). Emphasizing on the aforementioned major characteristics of OB, the discussion henceforth will intend to elaborate on my experiences with due regard to three specific dimensions of the conceptual framework, i.e. team effectiveness, organizational communication and motivation. Discussion Team Effectiveness Team effectiveness signifies that individuals who were involved in a single group and were functioning as a team have performed in an efficient manner towards the accomplishment of the common objectives. In today’s phenomenon, employees of an organization are essentially required to perform their assigned activities in a group or team for accomplishing the objectives of an organization efficiently with a common motive or purpose majorly owing to the increasing complexities arising within the managerial sphere. The management of an organization is required to act as a leader for effective coordination of the activities of employees developing a clear view towards the goals (Duygulu & Ciraklar, 2008). The varied uniqueness of team effectiveness is to have a common goal or objective for the team with an open scope for communication among the participants. The decisions are to be taken in a cooperative manner within an environment of faith, as well as belief owing to which, a coordinated and interdependent team work becomes quite necessary. Hence, it can be stated that team work is an essential element for improving the performances of employees as well as building healthy relationship within an organization, as these features are mostly likely to augment organizational strengths to adopt changes more flexibly and therefore, successfully accomplishing the determined goals or objectives (Duygulu & Ciraklar, 2008). Certainly, focusing on the criticality of the dimension, i.e. team effectiveness, various models or theoretical frameworks had been designed among which the GRPI Model has been one of the most versatile and realistic method to measures and control team performances within an organization. GRPI Model was introduced by Rubin, Plovnick and Fry (1977) which signifies Goals, Roles, Processes as well as Interpersonal Relationship. In accordance with the assumptions considered in the model, the members of the team should be aware of the goals or objectives which are to be accomplished. The members of the team should also be delegated with their roles as well as responsibilities unambiguously to perform the assigned activities. Processes related to decision making as well as resolving conflicts for steady flow of work and performance by the members also needs to be considered with due significance when measuring team performances as these activities shall fruitfully enhance interpersonal relationship among members and leaders (The Korn/Ferry Institute, 2009). Organizational Communication Organizational communication is a process through which information are exchanged among the employees of an organization. The communication system of an organization is required to be effective for better coordination as well as cooperation among the employees within its internal business environment. Effective communication is significant for the management of an organization in order to remain informed concerning the various aspects which tend to occur in everyday activities. Furthermore, it has often been signified that organizational communication should be effective for proper deliverance of messages to the receivers allowing its accurate interpretation. It is in this context that organizational communication plays many important roles or functions in controlling the behavior of the employees to augment the overall organizational performances (Aquinas, 2007). According to the model developed by Krone, Jablin and Putnam, the theoretical approach of organizational communication is divided among four perspectives which are mechanistic perspective, psychological perspective, interpretive symbolic perspective and system interaction perspective. The mechanistic perspective is a reductionist approach which aims at the channel of communication through which the information or messages are to be conveyed. The psychological perspective is an individual approach which aims at the attitudes, perceptions as well as traits of the employees working within a specific organizational setting. The interpretive symbolic perspective is a humanistic approach which aims at understanding the social interaction among the employees. Contextually, the system interaction perspective aims at the external behavior deciphered by the organizational participants when interacting with other members of the supply chain or the stakeholders at large focusing on the categories of information. These four perspectives are often considered to be the most influential framework for organizational communication; however, one of the most crucial lacunas of this model is that it lacks in indicating the cause and effect relationship between the different communication related variables (Jensen, 2003). Motivation Motivation is a process to direct employees for better performances towards the ultimate accomplishment of the organizational objectives along with rendering satisfaction to their personal interests as well. It is a factor which indicates a comprehensive notion regarding the desires of an individual to perform and their threats to provide them with a reason to effectively coordinate in the overall organizational success. Hence, it can be regarded as a collection of values, beliefs, actions as well as perceptions which are to be bestowed upon an individual for obtaining an improved performance. It is the reason which is responsible for the behavior of an individual. The management of an organization should motivate the employees to perform better as the performance of an organization depends largely on the employees’ enthusiastic contribution. Motivation is one of the major factors considered for better productivity, morale as well as coordination throughout the operational process executed within an organization. It is worth mentioning that according to the unconventional management theories, one of the elements which play a crucial role in determining the competitiveness of an organization is the employees. Hence, organizations need to formulate steps or measures towards motivating the employees in an efficient manner for enhanced performances (Lai, 2011). The employees of an organization should be motivated to perform better for accomplishing the objectives or goals in an enthusiastic manner allowing high degree of coordination as well as competition within the organizational teams. There are varied motivational factors such as better culture in the working environment, performance appraisal systems, salary or compensations and job satisfaction which tends to create an impact on the individuals giving them a reason to perform better within the organizational setting. It is in this context that the enthusiasm and performances deciphered by motivated employees in accordance with the tasks allocated have also been observed to encourage others employees enhancing the overall organizational performances. In relation to the concept, there are varied theories of motivation which has been developed by experts over the past decades. According to Maslow’s-Hierarchy of Needs Theory, planned by Abraham Maslow, the employees of an organization are motivated through five needs which are arranged in accordance with their influences on the behavior of an individual. The five needs are physiological needs, safety needs, social needs, ego as well as esteem needs and self-actualization (Management Consulting Courses, n.d.). Focused on the similar context, Hierarchy of Motivational Needs theory or the ERG theory was proposed by Clayton Alderfer. The ERG theory stands for Existence, Relatedness and Growth. In accordance with this theory there is no hierarchy for being satisfied with a particular need (Management Consulting Courses, n.d.). Reflective Analysis The discussion has imparted a better learning as well as experience about the behavioral aspects which exists within an organization. The three dimensions of OB, which I believe to have imposed significant impact on my personal characteristics, are team effectiveness, organizational communication as well as motivation. From my experiences, I have learnt that these are the basic requirements for better performance of an organization. The three concepts of OB have provided basic knowledge as well as enhanced my behavioral aspects in a dramatic manner. I have acquired the knowledge of the importance of performing activities in a team or a group where values, perceptions and objectives are subjected to sharing. Team work enabled me to learn many aspects such as leadership skills as well as the attitude to decipher respect to others’ skills as well with the active involvement in the tasks assigned. It has also enabled me to perform tasks in an effective manner. I therefore regard teamwork as essential for the success of an organization where everybody performs with a common objective assisting in the overall improvement of my professional life with the better experiences of interdependent efforts and leadership skills. Organizational communication is also an important aspect for the enhanced flow of information among the employees and management. My communication skills have enhanced substantially which has assisted me to interact with other people in a more efficient manner. From my experiences, I learnt that effective communication is required for smooth and better channelization of accurate information among the management participants as well as employees to develop a coordinated and enhanced organizational process. I have gained the knowledge that effective communication is an essential element for an organization to generate awareness among the employees concerning the objectives as well as varied aspects which are necessary for the success of an organization. Motivation is also an important factor for enhanced performances of workforce towards the attainment of the objectives determined by the organization. I have acquired the knowledge that motivation is an element which helps to boost up the performances of individuals by a significant extent. The performance of an individual should be thus appraised for increasing efficiency to accomplish the objectives already determined and conveyed. Accumulatively, all these three dimensions of OB have helped me in gaining vast knowledge regarding organizational management challenges as well as improved my personality by a large extent. I believe that the knowledge gained in this respect will help me in enhanced performances of my professional life where I can perform activities with superior efficiency. Conclusion OB is a multidimensional study of the behavioral traits deciphered by individuals within an organizational setting intended towards measuring and controlling the overall organizational performances. There are various dimensions of OB which is helpful in developing a healthy atmosphere in an organization. However, in accordance with my experience, the three concepts which tend to have a primary and quite significant role in developing a superior organizational behavior are team effectiveness, organizational communication and motivation. All these three concepts are essential for encouraging the employees of an organization to perform their assigned activities in an efficient manner. Accumulatively, it also enables the employees to take active participation in the activities which are conducted in an organization towards the accomplishment of the determined goals by developing a healthy relation among the employees and the management. References Aquinas, P. G. (2007). Principles of management and organisational behavior. MBA first year paper no. 1, pp. 7-326. Duygulu, E. & Ciraklar, N. (2008). Team effectiveness and leadership roles. MPRA, pp. 1-9. Jensen, M. T. (2003). Organizational communication – a review. Research and development report no. 1/2003, pp. 1-96. Lai, E. R. (2011). Motivation: a literature review. Pearson, pp. 1-43. Management Consulting Courses (n.d.). Motivation & its theories. Retrieved from http://managementconsultingcourses.com/Lesson20Motivation&ItsTheories.pdf New Age International. (n.d.). Introduction to organizational behavior. Study of organizational behavior, pp. 4-14. The Korn/Ferry Institute. (2009). Driving team effectiveness. A comparative analysis of the Korn/Ferry T7 model with other popular team models, pp. 1-16. Read More