Importance of organizational behavior in improving modern efficiency

Importance of organisational way in improving modern efficiencyThe briny objective of drafting this document is to justify importance of validational behavior in todays context Organizational behavior is targeted towards studying and analyzing behavior of different slew inside an governance. Organizational behavior is defined as The study and commiserateing of individual and assemblage behavior, and patterns of structure in order to help improve disposalal performance and effectiveness (Laurie J. Mullins, 2004). thitherfore studying of systemal behavior is vital to improve efficiency in initiations. Essay provide emphasize on pursual central aspects of Organizational behavior. leadinghipGroup BehaviorTraining and developmentChange managementLeadership can be defined as just getting others to follow there argon m both definitions to leading. It is difficult, therefore, to generalize about leadership, but essentially it is a relationship through which unitary person infl uences the behavior or actions of other mass. (Laurie J. Mullins, 2004). Leadership directly connected with pauperism, interpersonal behavior and the exploit of communication. Leadership helps to develop team work and increase integrity at heart employees. Good leadership is primary(prenominal) in the time of change leaders should able to change lots perception from identifying change as a threat to substantiate it as an existing challenge (Laurie J. Mullins, 2004). The tonality aspects discussed above, depicts the importance of leadership at bottom an organization.Everyone in an organization belongs to one or more Group. Work is more convocation based activity and if an organization to be successful, it requires good team work. A group can be defined as any number of people who (1) interact with one another (2) atomic number 18 psychologically aw ar of one another and (3) perceive themselves to be a group. (Laurie J. Mullins, 2004). Groups ar the moral fiber of an organ ization and it is the key to performance. Not only members of groups should work efficient to gain organizational objectives but groups should work together with other groups to increase the efficiency in the establishment. Teamwork is important inwardly groups and following are some of the competencies that can be gained by teamwork( Laurie J. Mullins, 2004).Productivity can be improvedQuality of work and innovation will be maximizedTechnological advantagesEmployee motivation and commitment will be improved.Training and development is one of the most vital aspects to increase performance and motivation within employees. It is well-known that upbringing directly affects success of any organization. Organizational planning is important to keep employees up to date with technology and to be knowledgeable with germane(predicate) job that they perform. Training also assists employees in career advancement and to improve their motivation. Following are some of the advantages individ uals and organizations can gain by performing bringing up and development ( Laurie J. Mullins, 2004).Increase motivation, confidence and commitment of the employees.Recognition and promotionsSatisfactionImprove whole tone and skills of mental facultyOrganizations are widely get affected by the immaterial environmental aspects. Companies should adopt these outdoor(a) factors to ensure success in the product line. These factors can be technology, government policies, globalization etc. In order to acclimatize to these external environmental factors, it is vital to rush proper change management practices in place.According to John F. Kennedy Change is the law of life and those who look only to the old or present are certain to miss the future. This also can be applied to organizations, Example It is vital for organizations to replace their exiting outdated technology on with the latest technology ready(prenominal) in the world in order to maintain sustainability of the busine ss. Change also can be raised within the organization itself.Literature ReviewHellriegel, Slocum and Woodman 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 always 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 context in which the process of management takes place.organizational processes and the execution of workinteractions with the external environment of which the organization is partFrom the above theoretical account 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 are main feature of any establishment. If needs of an individual and demands of the organization is incompatible, t his 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 capability 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. away environment affects the organization in many different ways, for an example new technologies will lead to change in the organization. Interacting with environment will lead to opportunities and risks within the organization.LeadershipThere are many ways to examine leadership. Following are some of the snug gleesThe qualities admittanceThe functional or group approachStyles of leadershipTransformational leadershipThe qualities approach is more concern 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 focuses not on the personality, but on the functions and contents of leadership. Un handle The qualities approach, functional approach believes that leadership could be learnt and developed.Leadership personal manner 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 categorise into three broader classificationsThe Authoritarian style Power is with the manager. All the interactions are made via the manager. Manager is making the decisions and less opportunity for gro up 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 fundamentally observing the members of the group operative on their own. This is also called genuine style. Group members are given with freedom to make their own decisions and to do what they think is best. except leader must be readily available for any help needed.Transformational leadership is more concern about how leaders revitalize or metamorphose organizations. Transformational leadership is scattering higher level of motivation and commitments among followers. Transformational leadership consists with four basic componentsIdealized influence Personality of the leader and the respect of the followers.Inspirational motivation the behavior of the leader which provides meaning and challenge to the work of the followers.Intellectual stimulation leaders who are inno vative in finding new approaches for business solving.personalised consideration Leaders who put attention on developments of subordinates.Group BehaviorThere can be two types of groups within an organization dinner gown GroupsFormal Groups are part of organizational structure. Main objective of structuring formal groups within an organization is to achieve division of work and organizational objectives. Example grouping employees with detail skills into a one group. Furthermore individuals with same status within an organization could form a formal group, i.e. Managers within an establishment can form dampen formal group.Informal 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 satisfy physiological needs and social needs. Informal groups consists with people from different parts of the organization and different status levels.Following are the reasons to form groups within an establishment, (Laurie J. Mullins, 2004).If specific task cannot be completed without relating multiple individuals.To avoid conflicts within members, example by sharing unpopular tasks.Individuals to feel belonging to a group within an organization.To follow correct behavior in an ambiguous situationProtect their self from outside pressure and threats.Cohesive groups will always picture benefits for the organization. Following are some of the factors affecting group performance and cohesiveness. (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 common task with facing common problem will increase cohesiveness within an organization. Furthermore facilitating proper communication in the work environment directly affects the performance and cohesiveness o f an organization.Organizational factors Factors like how manager encourage group will directly affects on group behavior.Group development and maturity Cohesiveness of a group also depends on how groups carryout task in each stage before executing the real one.Training and DevelopmentTraining should consider as an investment in employees (Laurie J. Mullins, 2004). It is important to have a proper plan to gain maximum advantages over training. Therefore planned 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 entire organization for training.Assessment of training needs to be evaluated.Staff should feel the involvement.A straighten out crop of objectives and policy should define for the training.Carefully plan the training programSelect most appropriate method of trainingLink external cou rses 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 ManagementIt is a well known fact that people do not accept change easily. Therefore managers should clearly identify reasons for resistant and initiate change by adopting appropriate system. According to Christensen and Overdorf , there are three main factors affect organizational responses to change (Laurie J. Mullins, 2004).Resources Access to high prize 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. set Standards how employee set priorities.There are three main ways managers could use to adopt with organizational change (Laurie J. Mullins, 2004).Create new organizational structure countercurrent 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 inevitable change.Furthermore Kotter and Cohn suggests following eight steps for successful change (Laurie J. Mullins, 2004).Create sense of urgencyBuild a guiding teamCreate visions go past the vision and strategyEmpower action and remove obstaclesProduce Short-term wins to create credibilityDont let up but maintain the momentum work out change stickRelevance in todays contextLeadership in todays contextYesterdays idea of the boss, who became the boss because he or she knew more than the person working for them, is yesterdays manager. Tomorrows person leads through a vision, a shared set of values, and a shared objective.Jack WelchLeadership is essential in any organization to shape up team work and integrity within individuals. Todays Establishments are focuses on discovering more leaders than appointing managers to maintain sustainability of the business. Organizations should emphasis to scatter many le aders 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 overcome this challenge organizations are trying various methods to discover true leaders, one of the best examples from todays context is Apples Store Leader Program, where people will given 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 company, employees are with clear agreement 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 motivate employees.Todays organizations are keener into forming Strategic Business Units (SBU) within their establishments. SBU can be defined as main(a)divisionororganizational unit, small enough to beflexibleand large enough toexercisecontrolover most of thefactorsaffecting its longperf ormance. Because SBUs are more agile (and usually 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 nonionized into four strategic business units Sewing, Home Floor Care, Commercial Floor Care and Ceiling Fans Lighting.( Tacony Corporation Strategic Business Units)Todays Training and Development just about 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 graph deck Sonys Employee Training Programs in Japan in Fiscal Year 2009 (Sony spheric Personnel Development. 2011)However for organizations to get maximum r eturn out of an employee training program, it is essential to follow a Planned and Systematic approach for each training program. Training needs can be identified within the organization by introducing a Training Requisition form, which can be made available to every employee of the company. Filled Training requisition forms will be evaluated by employees line manager and forward it to HR department. 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 supply 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 organization, appropriate change management practices are very essential.Following are some of the challenges organizations organisation before, during and a fter implementing of changeResistant to change by employeesInsufficient timeEconomical difficultiesEtcMost of the organizations perform change due to new technologies, limited 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 reduce 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 subject matter experts to cater client requirement from the initiation to the post implementation of the project. Example Accenture US.ConclusionFor an organizat ion 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 better so they can improve productivity of the organization.