Importance of organizational behavior in improving modern efficiency

Importance of geological formational carriage in improving modern strengthThe main objective of compose this document is to justify importance of organisational behaviour in todays scene Organizational behavior is targeted towards studying and analyzing behavior of different concourse inwardly an nerve. Organizational behavior is delineate as The study and understanding of case-by-case and convocation behavior, and patterns of body twist in order to help improve geological formational performance and effectiveness (Laurie J. Mullins, 2004). Therefore studying of g everyplaceningal behavior is merry to improve efficiency in foundings. Essay will emphasize on following key aspects of Organizational behavior. drawing cardsGroup Behavior nurture and phylogenyChange forethoughtLeadership sack up be delimitate as simply getting others to follow there ar mevery a nonher(prenominal) definitions to conduceership. It is difficult, therefore, to generalize ab bug out l eading, but essentially it is a relationship by dint of which mavin person influences the behavior or dos of other people. (Laurie J. Mullins, 2004). Leadership instantly connected with motivation, interpersonal behavior and the process of communication. Leadership helps to develop squad bend and increase integrity deep down employees. Good leading is all-important(a) in the prison term of depart leaders should able to commute peoples perceptual experience from identifying change as a threat to see it as an quick challenge (Laurie J. Mullins, 2004). The key aspects discussed above, depicts the importance of leaders indoors an boldness.Every unmatchable in an organization belongs to genius or much(prenominal) Group. Work is more assort establish activity and if an organization to be palmy, it requires good squad work. A radical rotter be be as any number of people who (1) interact with cardinal another (2) ar psychologically aw be of one another and (3) per ceive themselves to be a group. (Laurie J. Mullins, 2004). Groups argon the moral part of an organization and it is the key to performance. Not only members of groups should work efficient to make water organizational objectives but groups should work together with other groups to maximize the efficiency in the establishment. Teamwork is important inside groups and following are some of the competencies that put up be gained by teamwork( Laurie J. Mullins, 2004).Productivity abide be improved fibre of work and innovation will be maximizedTechnological reinforcementsEmployee motivation and dedication will be improved. gentility and victimisation is one of the most lively aspects to increase performance and motivation inside employees. It is well-known that development straight off affects success of any organization. Organizational training is important to keep employees up to date with technology and to be knowledgeable with relevant line that they perform. genteelnes s also assists employees in career advancement and to improve their motivation. Following are some of the advantages individuals and organizations can gain by performing training and development ( Laurie J. Mullins, 2004).Increase motivation, confidence and commitment of the employees.Recognition and promotionsSatisfactionImprove flavour and skills of staffOrganizations are widely get affected by the out-of-door surroundal aspects. Companies should adopt these external factors to ensure success in the business. These factors can be technology, g everyplacenment policies, globalization etc. In order to acclimatise to these external environmental factors, it is vital to have square-toed change charge practices in place.According to John F. Kennedy Change is the law of life and those who bearing only to the past or present are certain to dangle the future. This also can be applied to organizations, Example It is vital for organizations to stand in their exiting outdated technolog y along with the latest technology available in the world in order to discover sustainability of the business. Change also can be raised at bottom the organization itself.Literature ReviewHellriegel, Slocum and woodworker suggests that One way to recognize why people behave as they do at work is to view an organization as an Iceberg. What sinks ships isnt forever and a day what sailors can see, but what they cant see.Following are the key areas to be discussed during understanding organizational behavior (Laurie J. Mullins, 2004).The behavior of peopleThe process of managementThe Organizational mount in which the process of management takes place.organizational processes and the murder of workinteractions with the external environment of which the organization is partFrom the above exemplar we can identify 4 main aspects influence on organizational behavior the individual, the group, the organization and the environment.Any organization consists with individuals individuals a re main lark about of any establishment. If needs of an individual and demands of the organization is incompatible, this can result in conflicts (Laurie J. Mullins, 2004). Therefore it is a responsibility of the management to integrate individual and organization to avoid frustration and conflicts.Groups are gateway to performance in any organization. It is a fact that almost every individual within an organization is a member of a group. Group has a major readiness of influencing behavior of an organization therefore it is important to understand group structure and behavior in order to maximize performance in an establishment.Individuals and groups interact by using the structure of an organization the organization structure is defined by management to meet goals within an organization.External environment affects the organization in many different ways, for an example refreshful technologies will lead to change in the organization. Interacting with environment will lead to opp ortunities and risks within the organization.LeadershipThere are many ways to examine leadership. Following are some of the barbelesThe qualities go aboutThe functional or group turn upingStyles of leadershipTransformational leadershipThe qualities approach is more anxiety about the persons, not the job itself. It suggests that attention should give to select leaders than training them. Qualities or traits approach depicts that Leaders are born and not made.The functional (Group) approach foc subprograms not on the personality, but on the functions and contents of leadership. Unlike The qualities approach, functional approach believes that leadership could be learnt and developed.Leadership style is the way in which the functions of leadership are carried out, the way in which the manager typically behaves towards members of the group. (Laurie J. Mullins, 2004).Styles of managerial leadership can be categorized into trio broader classificationsThe Authoritarian style motive is with the manager. All the interactions are made via the manager. Manager is making the decisions and less chance for group members to take decisions.The Democratic style Power is more within the group. Leadership functions and decisions are made within the group and the manager is a member of the group.Laissez-faire style Manager is basically observing the members of the group working on their own. This is also called genuine style. Group members are prone with freedom to make their own decisions and to do what they think is best. However leader must be readily available for any help needed.Transformational leadership is more concern about how leaders revitalize or alter organizations. Transformational leadership is scattering higher level of motivation and commitments among followers. Transformational leadership consists with iv basic componentsIdealized influence Personality of the leader and the respect of the followers. sacred motivation the behavior of the leader which p rovides meaning and challenge to the work of the followers. adroit stimulation leaders who are innovative in finding refreshedly approaches for problem solving.Individualized consideration Leaders who put attention on developments of subordinates.Group BehaviorThere can be two types of groups within an organizationFormal GroupsFormal Groups are part of organizational structure. briny objective of structuring lump groups within an organization is to achieve division of work and organizational objectives. Example grouping employees with specific skills into a one group. what is more individuals with same status within an organization could form a formal group, i.e. Managers within an establishment can form separate formal group. liberal GroupsThere can be groups within an organization with informal structure. These groups are formed with social relationships and individual relationships. Objective of informal groups are to suffer physiological needs and social needs. Informal grou ps consists with people from different split of the organization and different status levels.Following are the reasons to form groups within an establishment, (Laurie J. Mullins, 2004).If specific business cannot be completed without relating multiple individuals.To avoid conflicts within members, example by sharing unpopular tasks.Individuals to come up belonging to a group within an organization.To follow correct behavior in an questionable situationProtect their self from outside pressure and threats.Cohesive groups will always generate benefits for the organization. Following are some of the factors affecting group performance and ropiness. (Laurie J. Mullins, 2004).Membership When groups are too large it is difficult to maintain the cohesiveness. It is always best to have manageable amount of members in a group.Work environment Individuals with similar job descriptions, sharing a gross task with facing common problem will increase cohesiveness within an organization. Furt hermore facilitating proper communication in the work environment directly affects the performance and cohesiveness of an organization.Organizational factors Factors like how manager further group will directly affects on group behavior.Group development and maturity Cohesiveness of a group also depends on how groups carryout task in severally stage before executing the real one. grooming and DevelopmentTraining should consider as an investment in employees (Laurie J. Mullins, 2004). It is of import to have a proper scheme to gain maximum advantages over training. Therefore intend and systematic approach in training plays a key role in any organization.Planned and systematic approachFollowing are some of the key points involved in planned and systematic approach (Laurie J. Mullins, 2004)There should be a commitment from perfect organization for training.Assessment of training needs to be evaluated.Staff should feel the involvement.A clear set of objectives and policy should de fine for the training.Carefully plan the training programSelect most appropriate method of trainingLink external courses and training programs for the system.There should be an effective and proper system for review and evaluation. Evaluation should be related to objectives.Change warinessIt is a well known fact that people do not accept change easily. Therefore managers should clearly identify reasons for resistant and grow change by adopting appropriate strategy. According to Christensen and Overdorf , there are three main factors affect organizational responses to change (Laurie J. Mullins, 2004).Resources Access to high persona resources increases chances of people to accept change.Processes The pattern of communication, interaction, coordination and decision making to transform resources into products and services.value Standards how employee set priorities.There are three main ways managers could use to adopt with organizational change (Laurie J. Mullins, 2004).Create new o rganizational structureSplit new organizational from the existing one and define new processes and values.Gain access to a new organization whose processes and values are similar to required change.Furthermore Kotter and Cohn suggests following eight steps for successful change (Laurie J. Mullins, 2004).Create sense of urgencyBuild a direct teamCreate visionsCommunicate the vision and strategyEmpower action and remove obstaclesProduce Short-term wins to create credibilityDont let up but maintain the momentumMake change stickrelevancy in todays context of useLeadership in todays contextYesterdays idea of the impress, who became the boss because he or she knew more than the person working for them, is yesterdays manager. Tomorrows person leads by dint of a vision, a shared set of values, and a shared objective. squatting WelchLeadership is essential in any organization to boost team work and integrity within individuals. at onces Establishments are focuses on dis covering fire mor e leaders than appointing managers to maintain sustainability of the business. Organizations should emphasis to scatter many leaders across the establishment than suggesting one leader on the top of the hierarchy. In todays scenario companies are more concern about discovering leaders than trying to train individuals without any leadership qualities, i.e. qualities approach of leadership has become the trend of todays organizations. However identifying leaders within an organization has become a major challenge in todays context. To deluge this challenge organizations are trying various methods to discover true leaders, one of the best examples from todays context is Apples introduce Leader Program, where people will precondition with leadership opportunities after 24 month operational program covering all the aspects of managing and operating an Apple Store. (Apple Jobs at Apple Apple Store Leader Program (us). 2011)Ray Croc quoted that The quality of a leader is reflected in the standards they set for themselves. A good leader should continue to amplify his/her knowledge by experience and training.Group behavior in todays contextToday organizations are captivating many advantages over forming formal groups within their establishments.By providing structure of division of work and responsibilities within the play along, employees are with clear understanding between them on their duties and responsibilities. This will lead to achieve company objectives more efficiently. Furthermore individuals with specific expert knowledge can be added into one group to gain more productivity end of the day. Another advantage of grouping employees is that unpopular tasks can be shared among persons, this leads to employee motivation. In todays context this strategy is widely used within organizations to maximize productivity and go employees.Todays organizations are keener into forming Strategic Business Units (SBU) within their establishments. SBU can be defined as Autonomousdivisionororganizational unit, small enough to beflexibleand large enough toexercisecontrolover most of thefactorsaffecting itslong-termperformance. Because SBUs are more agile (and unremarkably haveindependent missionsandobjectives), theyallowthe owning conglomerateto respond quickly to changingeconomicor marketsituations. (Strategic business unit (SBU) definition. 2011.). Therefore each SBU is treated as a one group within the company with different objectives. Example Tacony Corporation is today organized into four strategic business units Sewing, Home Floor Care, Commercial Floor Care and hood Fans Lighting.( Tacony Corporation Strategic Business Units)Todays Training and DevelopmentMost of the organizations are treating their employees as the most valuable asset. Therefore employers are more concern about personal development of each and every employee. Every organization allocate significant amount of money for employee training programs. Following graphical rec ord illustrate Sonys Employee Training Programs in Japan in Fiscal division 2009 (Sony Global Personnel Development. 2011)However for organizations to get maximum return out of an employee training program, it is essential to follow a Planned and Systematic approach for each training program. Training needs can be identify within the organization by introducing a Training Requisition form, which can be made available to every employee of the company. Filled Training command forms will be evaluated by employees line manager and forward it to HR part. Alternatively, organizations can identify required training programs and maintain Annual Training Calendar to keep track of each program. Every employee can be given with a feedback form to fill and submit to HR department to accomplish evaluation and review process.Change Management in Todays contextChange Management is one of the most widely discussed topics in todays context. In order to successfully implement change within an org anization, appropriate change management practices are very essential.Following are some of the challenges organizations guinea pig before, during and after implementing of changeResistant to change by employeesInsufficient timeEconomical difficultiesEtcMost of the organizations perform change due to new technologies, trammel staff participation, limited resources etc. Todays organizations are using strategy of creating new culture within company to successfully implement change. Furthermore organizations are keener into providing high quality resources along with the change. Subsequently, employee resistant to change will let down by significant percentage.Implementation of change should happen gradually within organizations. Following graph illustrate the gradual implementation of change in todays organizational contextIf the change is large scale, most of the todays organizations are outsourcing the change management process to a consulting agency. These agencies are with subj ect matter experts to render client requirement from the initiation to the post implementation of the project. Example Accenture US. goalFor an organization to be successful, all the above discussed key aspects of organizational behavior should utilized within the establishment. Studying of organizational behavior has become one of the most essential topics in todays context. Organizational behavior helps managers to understand individuals break out so they can improve productivity of the organization.