Organizational Behavior in the Fire and Rescue Services - Case Study Example

Introduction While keeping in view the fire and rescue services, the matter and subject of organizational behavior is of vital importance. An appropriate balance between the theory and case studies has been struck in the report. The report brings into lime light the case study of the organizational behavior and creates an interrelationship among the organizations and the external and internal factors effecting the organization (Wicks, Karl E. 1979). The report has encompassed the phenomenon according to which the individuals take part in teamwork and in organized groups. The report takes into its fold the origin and development of the organizations, the conflicts and clashes arising among the organizations and the various cultural processes leaving their marks on the organizational set up. The most important feature and characteristic of this report is that it shows the way that how the decision making done within the organization is affected by the power structure and internal politics of the organization. Theory The organizational issues hold a very pivotal position within the framework of fire and rescue services. For every country of the world the fire and rescue services are of great significance, in the perspective of disaster and emergency management. In this perspective, the detailed study and examination of the organizational set up is required. The individuals and teams of individuals are the main components of these organizations (Tompkins, Jonathan R (2005). The services rendered by the organizations in the fire and rescue services are of very sensitive, complex, intricate and vigilant nature. The organizations can play their due role and discharge their duties in an effective manner only when the individuals are well guided, inspired, stimulated and are supervised by a watchful leadership (Simon, Herbert A 1997). In sociology, the groups are defined as the gathering and assembly of individuals who interact with each other in a virtuous way. The theoretical model of the Traits Theory talks about those characteristics and qualities of an individual, which provide a sound basis of an effective and sound leadership within an organization. The Traits Theory emphasizes upon those characteristics of an individual required for providing a good leadership in an organization. This theory also stresses upon those inherent and acquired qualities of leadership which play their due role at the time of decision making in an organization. The other theory propounded in the organizational leadership is called Cognitive Perception Theory. This theory in contrast to the Traits Theory stresses upon the external factors that affect the qualities of a leader (Hans Essence 1991). Some of the individuals can understand various issues in a far batter way and prove themselves to be a good leader and play their role in an effective manner than many other individuals in the society because their perception regarding things is different than others (Kingie, R. 1997). Even if all the individuals in the society start perceiving and understanding things in a like manner but still there are some individuals whose perception regarding things is different and perfect. People have different tastes. The most outstanding individuals have different and imaginative cognition of things which is based on their perceptions. The Cognitive theory presses for the ways and venues of skills and tactics by virtue of which the individuals are able to lead the organizations most ably and skillfully. So in the perspective of fire and rescue services both the Traits Theory and the Cognitive Theory provide framework for a tactful leadership within the organization. Case Study In the organizational analysis the internal structures and the external factors of the organizations are significant from the perspective of fire and rescue services. The internal set up of the organizations is generally very intricate and complex but it is very sensitive in the case of fire and rescue services. Precisely, it can be concluded that from the organizational point of view the fire and rescue services are the organizations within organizations. A case study of a fire and rescue service organization is as ensued. An organization that provides such services always has clear cut objectives and well defined goals (Saucier, G., & Goldberg, L. R. 1998). The objectives lay down the important purpose for which the fire and rescue organization has been established for a specific area or region. The details regarding the activities and work to be carried out are limited within the framework of the organizations. The internal set up and internal institutions are valued according to their assigned tasks and resources within the organization. The fire and rescue service organizations are always established under the policy framework of the enactments and laws of the central or the local government. The emergency and disaster Acts of the local or the central governments Enactments provide for the sin qua non of the establishment of these organizations. It is made obligatory on all the Counties and Municipalities to provide complete security and safety to all the people living in the areas which are under their jurisdiction. As the fire and rescue service is of significant importance, it is the most fundamental emergency and disaster management activity of the establishments of these organizations. The scope of these organizations is the basic determinant in determining the internal structure of such organizations. So, we can very expediently say that the size and scope of the fire and rescue organization is always parallel to its own scope and extent of the insight and perception (Scott, W. Richard. 2007). The management of the organization is always done on the same basis. The resources are also allocated to the organization on the basis of size and scope of the organization. The funds are also granted to the organizations on the basis of the well defined objectives of the organization. The very significant aspect of these organizations is the attainment of the advantages and benefits and the equipped resources. Many careful steps have to be taken while attaining the resources because any the presence of any loop hole in the procedures and qualities of the resources can result in the failure of malfunctioning of the fire and rescue service organization. The allocation of resources to the organization requires special care as the allocation should be very evident and clear and also very cautious because any mismanagement of this aspect can lead to the failure of the basic objective of the organization and the society has to pay for it in the form of loss of property and life. Another important aspect is to groom the working staff in such a way that they should be very vigilant, active, alive to their responsibilities, and willing to take discharge their duties in the most able manner possible (McCrae, R. R., & Costa, P. C., Jr. 1987). The staff members have to fight like soldiers. The fire is the enemy and the simple citizens are to be saved who are caught in that blazing fire, the citizens can only be saved by the courage of the rescue workers. The workers should not be well trained but also be given opportunities to improve their tactics and skills. They should be provided with incentives and their on job training is as much important as their pre-job training. The external factors are the external environmental settings in which the organization works and operates. The connection among various organizations is the determinant of the external factors. For example the relationship of a fire and rescue service organization with the other health organizations like hospitals and police emergency services etc. Individual roles in groups and teams Different individuals play different roles in groups and teams. The adherence to the group norms on the part of individuals is the most difficult task to be carried out by the leaders. The personal individual traits are different in different individuals. The people within an organization aspire to work on different levels. This is the main reason that why the individuals despite of the hard efforts and strife fail to play the required role in a team or a group. Some people working at the lower level want to get the post of a manager or a leader. And some people vested with the responsibility of managing the affairs of the organization want to play the ordinary and simple roles. So, it becomes difficult and cumbersome for the individuals to fulfill their duties effectively. So, the role should be divided among the staff members according to their aspirations and capacities and this function should be performed by a middle level manager (Lagerfeld, Ernst von 1995). The very important thing is to select the proper manpower. The selection of the right and skill manpower solves more than half of the problems of the organization and the individuals also take up their responsibilities with full devotion and zeal. The selection of right persons also depends of fairness. So, the right individuals should be recruited to the right positions. Keeping aside the right selection another important issue is the training of the individuals, their inspiration and motivation. The individuals are also given incentives so that they should improve their skills and tactics. Many people want their due share in the administrative work of the organization. So the people should be given participation in decision making process of the organization, in this way the individuals get their voices heard and also owe sincere allegiance to the organization. The principle of adherence within an organization works only when the members feel themselves to be part of a larger organization. So, the effectiveness of the roles played by the individuals largely depends upon their fitness in the organization, the incentives provided to them and level of motivation. Keeping in view the fire and rescue service organization, the right selection, the recruitment of talent and the process of incentivization plays a great role. So, the good managerial services are a guarantee of the best and workable outcome from the roles played by the individuals at different levels within the organizations like fire and rescue service organization. Organizational development The change process of developing an organization is a very artful issue. The organizations change and the change always ensure and guarantee the survival and maintenance. Those organizations which do not change wither way sooner or later. So, change in an inevitable process. But the change should be of positive and healthy nature (Robbins, Stephen P2004). The negative change ruins the organizations. As the fire and rescue service organization provides assistance and services to the humanity, the change must be productive, healthy and positive. But, the change in organizations also has cultural dimensions. Every kind of change is not always acceptable by a particular political and cultural setting (Wright. Edmond 2005). For example, the Saudi Food Organization can not sell the pork in the market as pig and its products are unlawful in Islam which is the State religion. Similarly, India can not be ruled by a King because India is the biggest Democracy in the world and Indian would never accept despotic rule. Hence, this perspective is applicable to the organizations also it also includes the fire and rescue service organization. The internal politics and the internal line of action of the organization determine the change process (S. L. Hurley.1998). The conflict arises when the change process in not line with the aspiration and demands of the people. Therefore, it can be concluded the decision making process in the organization is not responsible for the creation of any kind of conflict within the organization. So, the organizational behavior depends upon the managing qualities of the leadership of the organization. The leadership can be defined and explained on the basis of the Cognitive theory or the Trait Theory (Hatch, M.J. 2006). The fire and rescue service organization is also a typical organization like any other. The role of individuals is determined by the motivations and aspirations of the individuals in a team or a group (Ash, M.G. 1992.). The change always bears positive results only if it is properly controlled and managed. The determinants of the success of a change are the internal politics, culture and power relation in an organization. References 1. Ash, M.G. 1992. "Cultural Contexts and Scientific Change in Psychology: Kurt Levin in Iowa." American Psychologist, Vol. 47, No. 2, pp. 198-207. 2. Hatch, M.J. (2006), "Organization Theory: Modern, symbolic, and postmodern perspectives." 2nd Ed. Oxford University Press ISBN 0-19-926021-4. 3. Robbins, Stephen P (2004). Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall ISBN 0-13-170901-1. 4. Scott, W. Richard. (2007) organizations in political perspective. Pearson Prentice Hall ISBN 0-13-195893-3 5. Wicks, Karl E. (1979) psychological sociology of organization. 3rd ED. McGraw Hill ISBN 0-07-554808-9 6. Simon, Herbert A 1997. The study of decision making in organizations. 2nd ED. 7. Tompkins, Jonathan R (2005). "Organization Theory and Public Management”. Thompson Wadsworth ISBN 978-0-534-17468-2 8. Kingie, R. (1997). The process of efficient decision making in organizations. London: Brown and Co. 9. Hans Essence (1991). Leadership qualities. Criteria for a taxonomic paradigm. Personality and Individual Differences, 12, 773–790. 10. Saucier, G., & Goldberg, L. R. (1998). What is beyond the Big Five? Journal of Personality, 66, 495–524. 11. McCrae, R. R., & Costa, P. C., Jr. (1987). The analysis of qualities of good leadership. Journal of Personality and Social Psychology, 52, 81–90 12. S. L. Hurley.1998. Consciousness in Action, , illustrated, Harvard University Press, 2002, 0674007964, pg. 430-432, 13. Lagerfeld, Ernst von (1995), Radical Constructivism: A Way of Knowing and Learning, London: Rutledge Flamer; Petersen, Bernhard (ed.) ; 14. Wright. Edmond (2005). Shallow perception. Macmillan. Read More