The Relationship Between Management and Organizational Behavior - Essay Example

Student’s Name Tutor Course Date The Relationship Between Management and Organizational Behavior Management is the practice of getting people together so that they can fulfill the goals and objectives that have been set within the organization. On the other hand, organizational behavior is the study of how employees feel and act within an organizational setup. This study focuses on those aspects that have an impact on employee behavior within a particular organization. Various studies confirm that there exists a strong relationship between management and organizational behavior. Managers need to understand the theories of organizational behavior to get the best output out of their employees. These theories guide managers on the best ways they can influence employs to achieve the set organizational objectives. Managers can draw from their knowledge of a variety of disciplines that constitute organizational behavior to make sound judgments and decisions (Avey, Luthans, and Youssef 432). Communication, psychology, sociology and human relations are all important disciplines, which can guide a manager on how to get the best out of each employee. Therefore, a manager can ensure his employees remain committed, involved and competitive in the duties that have been assigned to them. A manager can draw from his knowledge to interact well with the employees and achieve success on a personal or organizational level. A manager who is knowledgeable in organizational behavior can rally all the employees within the organization to work toward achieving the set objectives. Such a manager can have the advantage of understanding the needs of his employees and how they can be met to guarantee better work efficiency. Such a manager can study the behavior of every employee while at work to get to know the different personality profiles that exist in the organization, and how they can be utilized. A knowledgeable manager is able to understand how various attitudes and perceptions within the work environment have a bearing on the job satisfaction as regards each staff member. A manager is supposed to implement tasks that suit the individual personality types of the employees working under him (Avey, Luthans, and Youssef 436). Managers should also learn on the approaches they should use to make decisions within the organization, and how these decisions can be implemented as part of workplace policies. The manager should gain a positive insight into the way employees perceive and feel about the policies that are used within their places of work. Therefore, managers are supposed to structure work and relationships between different categories of employees to come up with efficient organizational cultures (Avey, Luthans, and Youssef 441). The organizational culture that is established can help employees to share more about their experiences with the management in a free atmosphere. The management should encourage wider interactions with its employees to bring about solid management practices that can be able to create deeper commitment in the staff. Employees should be able to practice a higher degree of professionalism in all their engagements to ensure that what is expected of them is accomplished. Good management requires the existence of proper communication at all levels for the work process to be smooth, without any interruptions. Therefore, it is important for organizations to institute efficient monitoring, evaluation and reward systems, which if implemented well can easily improve their standard work output. There is a need for proper coordination at all levels within the workplace to ensure that the work output by the employees meets the set quality standards. Employees who do highly specialized tasks can be given more autonomy to ensure that the quality their output remains as high as possible. This ensures that these highly specialized employees do not feel pressured when working on crucial assignments and motivates them to deliver positive results (Luthans and Youssef 322). Therefore, every worker should be empowered to make crucial decisions regarding the assignment that he is handling at that particular moment. The methods that are used to perform various tasks can be standardized, and the workers should understand the results that need to be achieved beforehand. A greater degree of standardization of control processes in the organization can help to improve the quality targets that are realized for each task. Close interaction between the management and the employees can help the organization to focus its activities toward achieving the needs of its customers. This can help such a firm to improve on its competitive edge within the industry in which it is actively involved (Luthans and Youssef 328). A company should be consistent in delivering the expectations of its clients within the market it serves so as to improve its reputation and standing. As a result, such a company is more likely to benefit from improved relationships between the management and the subordinates, and initiate positive changes. Organizations can encourage greater socialization between employees who work for them. The organization culture encourages openness and free exchange of information between employees at all levels to improve its efficiency and output. Workers can easily adapt to an established organizational culture to achieve positive results that are in accordance with what is stipulated in the company’s policies. The management and workers can consult regularly to determine the changes that can be instituted in the company’s policies to ensure that dialogue is encouraged. The management personnel should make their subordinates aware of the benefits they are likely to experience if new changes are introduced in the organization. This would help in discouraging employees from resisting every time changes are introduced at the work place (Luthans and Youssef 333). The new strategies and processes to be introduced within the workplace must respond to the expectations of the workers. The social structures that exist within the workplace have an influence on the perceptions and the attitudes employees are likely to have toward the organization. The organization consists of groups of people all of whom have very different interests. The people within such groups in the organization influence each other in different ways. As such, managers should analyze the behavioral instincts of various groups within the organization to determine how they can impact on work processes and procedures. This is because group influences usually shape the attitudes and perceptions of their individual members, especially on work related issues (Luthans and Youssef 339). Managers who understand the attitudes of such groups know how to relate with individual employees, with their organizations being the ultimate beneficiaries of such associations. Employees and their managers interact within the established structures of an organization, which provide the guidelines for relationships between all individuals and groups that exist within an organization as well as determine how they can achieve the set objectives. The design of the organizational structure and the management practices has a direct impact on the behaviors of the workforce. These structures and the way they are understood, determine the nature of the perceptions employees are likely to have toward the management (Luthans and Youssef 343). An organization carries out its functions within an environment that is either hostile or favorable to its survival. The unpredictable changes within the environment in which a firm operates requires it to have the ability to adapt to new ways of doing things. An organization must ensure that its processes and functions are capable of helping it overcome the challenges that exist in its external environment. The culture that exists within an organization should enable employees to work to their strengths to achieve the goals and objectives, which have been set. Managers must put in place training and mentorship programs, which can identify and nurture employees’ talents. This can ensure employees use their talents and abilities to achieve impressive outcomes for the tasks that are assigned to them. This can also enable an organization to have innovative processes in the way it carries out various functions. The organization can also put in place systems through which employees who are innovative can be rewarded, to motivate them to continue being inventive. Managers should shift the focus away from the outcomes that have been achieved to processes employees have used to realize such results (Luthans and Youssef 345). This can help managers to understand how a particular employee achieved a specific result out of a task that was assigned to him or her. Therefore, organizational behavior can be oriented toward specifying work tasks to suit the behavioral profile that is exhibited by the organization’s workforce. The management should be able to identify the duties that can be performed by an individual and those that require a team. Complex work procedures can be performed better by a team rather than an individual. The assessment of workers through teams can provide the management with the right avenue through which the abilities of each worker can be evaluated. Managers can be able to understand the levels of competitiveness and motivation within the workforce in the organization (Chaneta 13). The level of commitment and cooperation within the workforce can be easily understood by the management. This can help the management to come up with strategies that may perhaps improve the performance of the organization. Managers must show by demonstration the virtues they want their employees to exhibit. Proper leadership is crucial for employees to have a positive attitude toward the tasks they have been assigned. It is important for managers to offer guidance to their subordinates regarding complex work processes, whenever they are required to do so. This makes employees willing to collaborate with the management and helps them learn new ideas as regards how they carry out their duties (Chaneta 15). This ensures that the workforce is skilled in different disciplines through transfer of knowledge from one person to the other, which is greatly beneficial to the organization. Collaboration binds employees to a unified sense of purpose thereby enabling the functions of the organization to run smoothly. This ensures that employees are evaluated fairly on their performance without bias. In conclusion, management practices have a big influence on the organizational behavior that is exhibited by employees in a firm, which also has a direct impact on organizational culture. Organizations that have strong organizational cultures are likely to experience quality outcomes compared to those that have weak ones. It is necessary for managers to understand the needs of their employees to come up with effective practices that can improve their output. Works Cited Avey, James B., Fred Luthans, and Carolyne M. Youssef. “The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors.” Journal of Management 36.2 (2010): 430-452. Print. Chaneta, Isaac. “Organizational Behavior.” Journal of Comprehensive Research 8.1 (2010): 13- 18. Print. Luthans, Fred, and Carolyn M. Youssef. “Emerging Positive Organizational Behavior.” Journal of Management 33.3 (2007): 321-349. Print. Read More