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Organizational Behaviour

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Introduction

Organizational Behaviour Organizational Behaviour Organizations have been described as groups of people who work interdependently toward some purpose. This definition clearly indicates that organizations are not buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish shared objectives. The study of organizational behaviour (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are three determinants of behaviour in order to make an organization more effective: individual, groups, and structure. The people within the organization and their behaviours affect the performance of the organization. There are a number of behavioural disciplines that contribute to OB: psychology, sociology, social psychology, anthropology, and political science. There are lot of challenges and opportunities today for managers to use OB concepts. One of the most important and broad-based challenges facing organizations today is adapting to diverse work environments. Organizations are becoming more heterogeneous in terms of gender, race, and ethnicity. ...read more.

Middle

Here are some of the principles that I feel are pretty powerful techniques to redirect redefine and refocus how employees think, speak and behave and achieve in their work environment. Managers should be more constructive. This means that daily, managers should seek to make and solicit positive, constructive suggestions to their employees. They should seek out useful questions to answer everyday and critique performance constructively. Managers should be positive. By teaching others to have fun and celebrate some success every day is positive behaviour. Using positive language and reducing the negative language in a group should eliminate negative emotions amongst the team and or company. Managers should be outcome focused. Learn from positive lessons from adverse situations and focus on today and tomorrow. This will commit the manager to a forward momentum that each employee can follow. Managers should be reflective and seek to learn everyday. As managers, you should be learning everyday just like the rest of us. What could you have done better? What could you have done more of less often? ...read more.

Conclusion

The employees who are satisfied in their jobs will be more motivated to perform effectively and there is a scope to gain more and more knowledge, update with new skills and they perform different tasks that require different skills. They are able to perform a complete piece of work. This gives a sense of completion and responsibility for the product. Understanding different types of people and possible ways to deal with them allows a manager to select the leadership style and methods most appropriate to their situation. Study of behaviour of employees in an organization could help in selecting and training based on their tested potential to perform the job. This helps in deciding pay rates, establishing performance standards, work planning, distribution of work according to individual capacity and setting schedules. Behavioural study provides performance feedback, some insight into why employees behave a certain way and informal social interactions. In conclusion all these lead to an ultimate goal of improved productivity; have people perform at full potential, and reward workers for performance. Environmental factors are increasing the need for effective leadership in today's organizations. In order to better motivate, guide, and direct employee teams, leaders require specific skills and expertise in behavioural studies to change their environment. ...read more.

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