Importance Of Organisational Behaviour Business Essay

Introduction

In the existing context there will be more competitive for the business. Many companies are producing same what to the marketplace with different trademark. They may be running their business with a vision. For successful vision achievement they need to achieve their goals. So they may be in a position to run their organization better than their competitors. So for the successful organisational environment, they need to satisfy their workers.

In today's context, if you are employed in the organisation, it may seem "is this the right organisation for you?" In my own point the countless answers will be "No". The main reason because of this answer "Managers have lack of knowledge about how exactly to manage organisational behaviour". Because of this less knowledge, managers straggling to take care of employee's problems in a proper way and they're not guiding the employees in a line to achieving organisation's goal. Because of this many qualified employees want to find a job in other organization where getting a high-quality management. If qualified employees leave the organisation, organisation's goal achievement result will be negative. So the managers should have jam-packed understanding of organisational behaviour.

In this aspect you will think what's organisational behaviour? There are many definitions because of this but merely can say, for a act getting different responds from differing people and the way of reaction between two different people at work situation. So good manager will observe this and he could identify that who is proficient and who would like to have more knowledge. When the employee satisfied with his job, they will be more productive and their respond also will be satisfied. For example, if manager employed who is a young, shy and softly spoken girl, manager cannot put her in the role of marketing. Instead, manager can place her in a minimal stress position that could suit her nature.

So the organisational behaviour is not simply about keeping employees happy. It is about positioning staff in a position that suits their personality and experience as well as helping employees to nurture in a manner that they become more of an asset to the business.

Literature revive

Organisational behaviour is an inevitable process in the organisations. The organisation's goals are achieving by their managers, so they have to run the organisation effectively. Here were analysing some important organisational behaviours which knowledge really helps to managers. Inside the organisational environment, all behaviours are interconnected. Manager has to identify the employee's behaviour and he has to make the link with other behaviours to effectively run the organisation. For a good example if a person who is working proficiently in the marketing field with an extraversion personality, we need to motivate him as well as we must make employment satisfaction for him. So here personality, motivation and job satisfaction behaviours are interconnected. Here I am analysing some important organisational behaviour about what is behaviour? How these behaviours will help to the managers for decision making? What exactly are the theories must consider when decision making? Etc. Which means this will really helps to the managers who are experiencing lack of knowledge about organisational behaviour.

Organisational Behaviour need for today's context

Personality

What is personality? Until now there is no any agreement on the exact meaning of personality. But there are numerous ways to spell it out the personality (i. e strong, weak or polite). My description about personality is "The kind of ability which people having". Everyone they aren't having equal mentality, person to person it will differ. So when manager while working with them, he/she can identify their personality and he/she can categorize them with "Big Five" personality traits. If manager assign a job to a person in inside any office who is having more extraversion, his all talents are shrinking inside the office and he/she won't get effective result from him. But if manager assign him as a marketing person, he/she are certain to get more effective and efficient derive from him.

3. 2 Motivation

Motivation is the procedure to encourage the employee to work well to achieve the organisational goal. Manager must identify the machine to motivate his/her employees. Without an appropriate technique manager cannot satisfy every single employee. So initially manager must identify the needs and based on that needs he/she can motivate the employee by provide incentives. There are several theories from many researchers to recognize the needs. But Maslow's hierarchy of need theory and Herzberg's two factor theories are mostly consider by decision makers.

Motivational system can be identified by categorize the employee's needs under these theories. For a good example if an employee has a dependence on job security, manager can motivate him giving long term contract, job related training programme etc.

3. 3 Job Satisfaction

What is job satisfaction? How manager can satisfy the employee? Simply can say that "getting positive result from the main one employee's job appraisal or job experience", job satisfaction is one of the top attitude. In the work satisfaction many internal factors will influence like the task itself, Payment, Promotion opportunities, Supervision and Co-workers, but in the meanwhile some external factors also influencing. For an example one individual is working in the developed area with all internal & external facilities. But suddenly management has transferred him to the remote area with same job, where is not any external facilities like his previous worked area (travelling facilities, good food etc). When they observed his performance after transfer, it was lesser than previous. So manager has to take action to improve satisfaction for an example Make jobs more pleasurable, have fair pay, design jobs to make them satisfying and providing office transportation or allowance.

Leadership

As we discussed earlier, the several personalities will work in organization. There must have monitoring and controlling between staff, so they desire a proper leadership. How manager will get correct leadership? The type of characteristics he/she must have? This type of questions will arise before assign the leader. There are many definitions for leadership. According to Useem, leadership is a matter of earning a difference. It entails changing an organisation and making active choices among plausible alternatives, and depends on the introduction of others and mobilising these to get the job done. Manager can ask a question why managers can't be a leader? As per Watson's 7-S organizational framework he suggests that whereas managers tend towards reliance on strategy, structure, and systems, leaders produce an inherent inclination for utilisation of the 'soft' Ss of style, staff, skills, and shared goals. Also manager can see the different characteristic between Manager and Leader as follows.

Manager Leader

Administers Innovates

A copy An original

Maintains Develops

Focus on systems and structure Targets people

Relies on control Inspires trust

Short-range view Long-range perspective

Asks how and when Asks what and why

Eye on the bottom line Eye on the horizon

Imitates Originates

Accepts the status quo Challenges the status quo

Classic good soldier Own person

Does things right Does the right things

When manager intend to recruit or position a leader, he/she should identify above characteristic from that employee.

Leadership style

There are different styles are following by leaders amongst their group.

Autocratic - This style is dominating the staff by his decision.

Democratic - This style is making decision among consult with others.

Laissez-Faire - This style is following systems as it is.

It will helps to the managers to identify the correct leader style to the appropriate group.

Group Behaviour

Group behaviour is two or more individuals, interrelating and co-dependent, who have come together to attain particular goals. Group behaviour starts from the beginnings that donate to the groups efficiencies. So manager should know why group behaviour is important? How groups will work? How exactly to develop the groups? What exactly are the characteristics groups must have?

While working in the group, employee can reduce the insecurity of 'standing alone', recognition and status will be provided by others to the group members, possibilities are in the group for achievement that could not achieve as a person, goal achievement period will be less.

Group development

Forming : characterized by uncertainly.

Storming : seen as a intergroup

Norming : characterized by close relationships and cohesiveness

Performing : when is fully functional

Adjourning : This presents the finish of the group, seen as a concern with wrapping up activities rather than task performance.

Based on above structure if manager form the group, the behaviour of the group will be efficacy for organisation's goal achievement.

Training & Development

Manager is the responsible person to obtain additional work from employees. From the above examples he/she will come across that someone capable someone incapable to take care of specific job. So manager must make everyone as capable workers. What's training programme? How can do this? What exactly are the improved ways to conducting training programmes to staff? This sort of questions will arise from manager. There are lots of definitions for training. Steinmez said "Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skill" and David de Cenzo and S. P. Robbins said "Training involves changing of skills, knowledge, attitude or social behaviour" (Nirmal Singh, HRM, p404).

Before go for a training, manager must identify the lacking part of employee. There are specific steps to find ideal to start needs

Analysing Jobs and Men: if the men are less competent to perform the particular jobs they could be given training to increase their skills.

Collecting Employee's and Managerial Opinions: The training section may either by interviews or questionnaires obtain views of different people regarding necessary and desirable training programmes.

Anticipating Requirements of Different Jobs: As the manager, you can forecast earlier the manpower requirement based on long-term plans such as business expansion, new technology etc. Training may get to the existing employees to permit them to meet up with the requirements of new jobs in the future.

Once manager identify the needs, he/she has to plan working out methods. Working out programmes should conducted by well trained trainers.

Development is the procedure of transition of a worker from a lesser degree of ability, skill and knowledge compared to that of higher level. This transition is influenced by education, training, work experience and environment. Developments are mostly considered for the managerial level staff.

Change Management

In every organisation change is inevitable and unavoidable. The organisation which does not change will fail, because change is required to maintain stability to some extent in the functioning of organisation. The managers always thinking about these changes. You will find two main forces calls for in changes.

Internal forces: These forces may either be derived from the change in external environment or may be because of management induced forces. Internal forces mainly include the following

Top management and its philosophy and corporate policy.

Retirement, promotion, resignation and transfer of key functionaries of the organisation.

Change is the perception, attitude, feelings, beliefs and expectations of the employees working in the organisation.

Change is internal environment of the organisation.

External forces: These forces include all factors of external environment which directly or indirectly affect the functioning of the organisation. A few of them are as under.

Socio Culture: Education, population dynamics, rate of urbanisation, social traditions and customs will force the organisation for changes.

Economic: It'll includes the demand, competition, price mechanism, buying capacity, distribution of income, cost and quality and option of various resources.

Political and Legal: Inside the political level major opposition party, political stability, morality and values will force the organisation.

Technology: In the technology level new techniques of production, innovation of new process etc. Will force the organisation.

Work environment: in this environment customer loyalty, supplier regularity, community attitude and recognition of society will force the organisation

Once manager discovered the factors for changes, he/she should plan to make changes. A couple of few steps to be followed to make changes.

Step 1 - Finding your way through change (Preparation, assessment and strategy development)

Step 2 - Managing change (Detailed planning and change management implementation)

Reinforcing change

Collect and analyze feedback

Diagnose gaps and manage resistance

Implement corrective actions and celebrate successes

Preparing for change

Identify change management Strategy

Arrange change management Team

Develop sponsorship model

Managing change

Develop change management plan

Implement plansStep 3 - Reinforcing change (Data gathering, corrective action and recognition)

Conclusion.

Above organisational behaviour analysis exposed that how organisational behaviours knowledge is vital to manage the organisation. Every single behaviours are important because they're inter-connected with each one. If group behaviours aren't satisfied, they can go for a training programme. As well as though Leadership style changed, we can identify the lacking part for change and based on that may be motivated or making job satisfaction. Like this all behaviours are linked with other. So when organisation is planned to put a manager, they need to test their behaviour knowledge.

So I hope that above my analysis will help to the managers, who are having poor understanding of organisational behaviour.

5.

References

http://www. flatworldknowledge. com/node/34687#web-34687

http://www. pateo. com/article6. html

http://cgda. nic. in/rt/rtcblr/website/Training%20Material/H%20R%20D/Motivation. htm

http://www. coaching-for-new-women-managers. com/job-satisfaction. html

http://blueprivate. wordpress. com/2010/05/03/group-behaviour-model-pic/

http://www. management-hub. com/change-management. html

http://www. change-management. com/tutorial-change-process-detailed. htm

http://www. ehow. com/how_2076444_identify-employee-training-needs. html#ixzz1BXP7leoM

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