Developments In Organizational Behaviour Essay

Question:

Discuss About The Developments In Organizational Behaviour?

Answer:

Introduction

This report presents the different theories of organizational behavior that may apply in an organizational setting. It also discusses the potential organizational problem and the corrective measures which are taken by management to solve it. It also defines the findings on current developments in organizational behavior. This report also evaluates the organizational behavior theories and their application with appropriate concepts. It also determines the leadership principles and processes to explain the behavior of effective leader and follower.

Organization Behaviors

There are certain theories of organizational behavior which may be applied in organizational setting such as scientific management and administrative theory. Scientific management theory was developed by Fredric Taylor who has improved the different tools which are used by employees for the same job. Along with this, there were no clear guidelines are determined with respect to the employees and management (Barry, and Wilkinson, 2016). The task is completed by employees was very slow. Therefore, scientific management theories were developed to match the abilities and competencies with the output of the workers.

There is no valuable standard of work is existed hence Taylor theories are considered to develop mental revolution between both management and workers. In this way, clear guidelines have been made to enhance the production efficiency. There is four principles related to management is used for organizational setting. The organization must build the scientific solution for each element of the people. Further, it must scientifically choose, train, teach and create the worker. Moreover, the organization must coordinate the worker so as to make sure that entire work has to be done as per the scientific principle (Christina, et al., 2014). The organization also uses organizational behavior theory to divide the work and tasks between workers and management in an equal manner.

It is argued that administrative theory is used for organizational setting. This theory defines the efforts and universal functions that manager performs and principles which provide the good management practices. Along with this, the organization considers the five management function of managers for organization setting. These functions are planning, organizing, co-coordinating, directing and controlling. It is analyzed that these management practices have sometimes distinct with certain areas such as finance, accounting, distribution, and production. Along with this, the organization uses 14 principles of management for a successful run the business. These principles are a division of labor, authority, discipline, the unity of command, the unity of direction, and remuneration (Chumg, et al., 2016). Another is the individual interest of subordinates, centralization, order, equity, and scalar chain. It also includes the stability, initiatives and esprit de corps.

According to the Coccia, 2014), there are certain potential organizational issues exists within the company but organization formulates proactive managerial intervention, with a particular sensitivity towards ethical, social and cultural concerns. These issues are mainly related to employees and team concern. It is analyzed that individual employee’s issues are associated with personality conflicts, personal trauma, supervisor issues, and company structure.

Management should understand the causes of concern and who or what should be prevented. In case, the company has no clear idea then the solution will fall back to inadequate due to confusing interaction. For instance, a workforce in a decentralized organization should communicate with multiple supervisors in case chain of command is not communicated straightforwardly. Along with this, team problem is another organizational issue. In order to perform best, teams should be dedicated toward work because it enables them to attain the targeted goal (Greenberg, 2013). It is analyzed that if a team member has a personal conflict with each other then the team can be non-functional because they will not support to each other. These issues are originated from management interaction breakdown that creates complexities between the team and personal common goal. In such case, the team leader should offer constant feedback and increase cohesiveness. In case of team issue, the manager should address the issue and take immediate corrective measures to avoid the more severe performance collapses (j Mullins, and Christy, 2013).


According to the Kitchin (2017), the modern approach to organizational behavior is based on findings of truth. It describes that why people behave in the manner they perform. The organization behavior is the complicated and delicate procedure. This approach describes that if an individual has aim to organize the organization then entire people should cooperate them and understand the business operation. It is analyzed that organization is the integration of science and people. Although, technology and science are predictable human behavior is unpredictable within the organization.

According to the Luthans et al. (2015), there are different organizational behavior theories and concepts that have applied in the organization. The application of theory and concepts associated with organizational behavior can be categorized into different parts named job satisfaction, reward management, authority, personality, power, politics, and leadership. There is not any appropriate way to manage these components of the organization. However, organizational behavior research can facilitate a set of policies and concepts to follow.

It is argued that personality is a series of patterned behavior which plays an effective role in the manner an individual communicate with groups and creates work. To know the personality of the team, the company conducts series of test and makes conversation to facilitate better idea for adjusting in the working environment as well as motivate to that person who really deserves it. Moreover, theories with respect to job satisfaction are widely used in the organization but some author argues that satisfying job consists of a frozen reward system, good supervisors, persuasive work, and agreeable working environment (McShane, et al., 2013). Leadership is another essential OB concept which is widely exercised in an organization. It is assessed that when a person’s views are connected with management then it can be focused, broad, and centralized or decision oriented, de-centralized and intrinsic in personality. As a result, an organization can give the authority to this person. In addition to this, power, politics, and authority are used interdependently within the organization. Hence, employees should understand the effective ways, workplace rules, and ethical guidelines to run the business successfully.


According to the Miner (2015), there are different leadership principles and processes which are effective to understand the behavior of leaders and followers. There is the different principle of leadership that has implemented within the organization. The first principle defines that leaders should know themselves and looks for self-improvement. In order to understand themselves, leaders should understand the attributes. It can be accomplished by self-study, reflection, formal classes, and interacting with others. Moreover, self-improvement means frequently strengthens their attributes. It can be attained by self-study, reflection, formal classes and communicate with others. The leader should be technically proficient. As a leader, a person must understand their job and have a frozen awareness about the tasks of employees.

In addition to this, the leader must seek responsibility and take different responsibility for your actions. In this way, it should search the ways to direct the organization with respect to new heights. It has a responsibility that if they thing wrong then they have no right to blame others and their followers. Hence, it should assess the condition and then take corrective measures and shift to the next tasks. Moreover, the leader should use different tools to make a prompt and sound judgment. These tools are decision making, planning and problem-solving. The leader should set the example in which leader must be a good role model for their employees. They should not only hear what they are estimated to do but also see the activities of followers (Wagner III, and Hollenbeck, 2014).

The leader should understand their followers and seek for their well-being. In this way, leaders should understand the nature of human and sincerely care the workers. Along with this, the leader should inform their workers about the operation and also understand the tool of communication to interact with both employees and seniors. Leaders should build a sense of responsibility for their employees. In this case, the company should create good character trait which will help the leader to perform professional responsibilities (wind, et al., 2014). The company should also ensure that tasks are understood, supervised, and accomplished. In this way, communication is the effective way to perform this responsibility.

According to the Wood, et al. (2016), there are different process is executed by leaders for performing leadership activities. In this way, leaders should find a process to improve the required issues. After that, a leader inspires the shared vision by which leader shares the vision in words that can be understood by the followers. Further, leader enables other to act. In this way, it provides certain tools and technology to resolve the issues. It is stated that when a procedure gets complex then leaders should provide the way to solve it. They should also encourage their followers while they are in pain.

Conclusion

From the above discussion, it can be concluded that there are different theories of organizational behavior that may be applied in an organizational setting. It is also evaluated that employee and team concern is potential organization problem hence management takes different corrective action to solve these issues. It is also summarized that there are different organizational behavior concept which is applied within the organization such as personality, leadership and change management. In the last, it can be concluded that there are different leadership principle and processes are used by management to understand the behavior of leaders and their followers.

References

Barry, M., and Wilkinson, A. (2016) ‘Pro?social or pro?management? A critique of the conception of employee voice as a prosocial behavior within organizational behavior’, British Journal of Industrial Relations, 54(2), pp. 261-284.

Christina, S., Dainty, A., Daniels, K., and Waterson, P. (2014) ‘How organizational behavior and attitudes can impact building energy use in the UK retail environment: a theoretical framework’, Architectural Engineering and Design Management, 10(1-2), pp. 164-179.

Chumg, H. F., Seaton, J., Cooke, L., and Ding, W. Y. (2016) ‘Factors affecting employees' knowledge-sharing behavior in the virtual organization from the perspectives of well-being and organizational behavior’, Computers in Human Behavior, 64, pp. 432-448.

Coccia, M. (2014) ‘Structure and organizational behavior of public research institutions under unstable growth of human resources’, International Journal of Services Technology and Management, 20(4-6), pp. 251-266.

Greenberg, J. (2013) Organizational Behavior: The state of the science. UK: Routledge.

j Mullins, L., and Christy, G. (2013) Management and Organisational Behaviour. UK: Pearson Education.

Kitchin, D. (2017) An introduction to organizational behavior for managers and engineers: A group and multicultural approach. UK: Routledge.

Luthans, F., Luthans, B. C., and Luthans, K. W. (2015) Organizational Behavior: An evidence-based approach. UK: IAP.

McShane, S., Olekalns, M., and Travaglione, T. (2013) Organisational behavior: Emerging knowledge, global insights. Ryde. New South Wales, Australia: McGraw-Hill.

Miner, J. B. (2015) Organizational Behavior 1: Essential Theories of motivation and leadership. UK: Routledge.

Wagner III, J. A., and Hollenbeck, J. R. (2014) Organizational Behavior: Securing competitive advantage. UK: Routledge.

Wind, Y., Thomas, R. J., and Sheth, J. N. (2014): Organizational buying behavior. USA: SAGE Publications.

Wood, J. M., Zeffane, R. M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., and Osborn, R. N. (2016) Organisational behavior: Core concepts and applications. USA: John Wiley and Sons Australia, Ltd.

How to cite this essay: