Journal Of Organizational Behaviour Change - Myassignmenthelp.Com

Question: Discuss about the Journal Of Organizational Behaviour Change. Answer: In the present business environment it has become essential for the organisations to understand the nature of their most valuable resources i.e. their human resource. The study of the behaviour of the individuals within a group is known as organisational behaviour. It is the modern day study that helps firms to understand the need of the employees while they are performing their task and work accordingly so as to ensure that they perform in their best possible way (Alfes, Shantz, Truss and Soane, 2013). There are several theories that have been given by organisation which helps us to understand organisational behaviour. Managers need to motivate their subordinates which help them in gaining optimum performance from them. Leaders and managers take use of various ways so as to enhance the motivational level of the employees. There are several factors that affect the performance of an employee at the workplace. All these needs to be properly take care of so as to ensure that there is no negative impact on the performance of employees due to these factors. Rewards are essential that managers and leaders distribute rewards to employees that have been performing well within an organisation (Unsworth, Dmitrieva and Adriasola, 2013). This can be in the form of monetary or verbal appraisals. This helps in enhancing of levels of confidence inside a worker which promotes them to work in a better way. It is an essential that leaders design the job in a better way so that employees must be comfortable to work within it (Creed, 2011). Designing of work according to employees motivates them to work in a more focused way. If the work is not design appropriately then there must be a problem in performing task accordingly. Along with it is crucial that environment of the workplace is such that it supports employees work ing. If the working condition within an organisation is according to the work nature which helps in increasing the productivity of the overall firm (Wood and et. al., 2016). In any organisation it is essential that goals must be predefined. It helps employees to move in a particular path and hence they do not get distracted from what they have to achieve. This helps in increasing the productivity of the firm in the longer run. There must be setting up of both long and short term goals. Apart from this it is the role of leaders and managers to motivate its employees on a regular basis using various kinds of motivational theories. It helps to enhance the quality as well as individual productiveness of the workers (Fuchs and Edwards, 2012). This is beneficial for gaining completive advantage over the others and ensuring long term growth of the firm. There are several kinds of organisational theories that are given by various researchers. All these can be applied within the organisation by various efforts of managers and leaders. Theory of intelligence is applicable in the context that what is the approach that a worker uses for solving any issue or completing a task that is given to them. It is the role of the manager to understand so that according work gets assigned to them from next time. Other than this theory of personality has been understood as what kinds of personality that is present within the group. If managers may understand the personality of the individual then they can easily control them and help them in performing in a better way (Sinding and et. al., 2014). Apart from this theories of motivation consist many kinds of motivational theories that have been given by various researchers. It helps to understand the needs of the individuals and fulfilling them can enhance the motivational level of the employees which is crucial for achieving highly productive results. It is the role of the managers to ensure that all the requirements of employees so that they perform better. Maslow and Herzbergs two factor theory are the two common and most important theories in this regard (Organizational Behavior Theory in Business, 2018). Apart from this theory of perception helps to understand the ways in which an employee percept towards any work or task. This theory must be understood by the managers to make sure that employees understand the nature of the work and the complication that is associated with the task. Along with it theories of attitude and behaviour help to understand the attitude that is followed by the employees while working within a group (Asag-Gau and van Dierendonck, 2011). It is necessary for the managers to understand behaviour of the employees so that work can be assigned to them accordingly. Along with these theories, it is also to be understood that there are many kinds of situations that arises in the operations of the firm and every workers performs in these situation in their own ways. If a firm aims to achieve higher productivity their workers have to face all these kinds of situational problems. Success of any task depends on the approach that an employee follows. There must be positive and proactive interventions from the management from time to time so as to ensure that employees are performing in the way which was previously estimated. There are many kinds of internal elements that affect the behaviour of workers within an organisation. In every organisation there is a particular kind of culture that is prevalent (Dietz, 2011). It is essential for the employees to understand the culture. These cultures directly affect the organisational behaviour of the employees. For example Apple has adopted a culture where research and innovation is promoted. It is due to this reason; they have come up on the top of the industry. Another example is of Ford which was one of the fore runners in adopting team culture and hence they were able to come as one of the biggest brand in the car manufacturing industry. Every organisation has a particular kind of business ethics that it has set up for itself. Every employees and company itself has to follow it (Impact of employee motivation on job performance, 2018). This has a deeper impact on the organisational behaviour of individual. Employees also mould their behaviour according to the ethics that company follows. Apart from this every organisation has people that come from different society and their upbringing plays an essential role in shaping their behaviour. Along with these there are many kinds of social concerns that need to be take care off by the company and employees also have to ensure that all these concerns are addressed. Power is one of the most important factors that influence the organisational behaviour of people (Kaur, 2013). Power is distributed among various employees which relates to their ability to influence decisions of the firm. Uneven distribution of power leads to reduce performance of individuals. On the other hand politics is a factor that influences core behaviour of an individual. Internal politics always hampers the positive environment within an organisation since it is always practiced to achieve individuals motives. There are various kinds of approaches that are utilised by the firms so as to understand the behaviour of employees in any group. Classical approach takes use of classical theories and concepts. It understands that an organisation is a complete box of objectives, aims, activities, communication, power and relationship that an employee develops within a group. While neo-classical approach is understood to be as human relation and thoughts that reflects a modification and betterment of classical theories. This approach also focuses on social and psychological aspects of employees. This approach supports more democracy within the organisation. On the other hand modern approach suggests that firm, individuals, suppliers, consumers are part of the organisational environment. This approach also strengthens the fact that any system can be controlled and corrected by information feedback (McLennan, 2013). This approach replicates that any system has basically five major parts namely input, p rocess, output, environment and feedback. Role of managers in this regard becomes more important. Management of all the above mentioned factors are based on the approach that is used by managers. They must not understand employees as a whole person as the change in the personal life of the individual will reflect on professional performance (Advantages of knowing Organizational Behaviour for managers and leaders. 2018). Style of management followed by managers also plays a crucial role in enhancing the productive performance of workers. They must choose the style of leadership according to the situation and must also involve workers in the decision making process it not only enhances the confidence of employees but also helps them. On a concluding this essay it can be said that there are several kinds of factors that affect the organisational behaviour of individual. All these factors influence needs to be understood so that smoothness of the work process can be ensured. It is essential for the managers to understand the needs of employees by taking use of various theories of motivation. There are various kinds of approaches that are used by the managers for understanding organisational behaviour. References Advantages of knowing Organizational Behavior for managers and leaders. 2018. [Online]. Available at: https://www.mardistas.com/advantages-of-knowing-organizational-behaviour-for-managers-and-leaders/. [Accessed on: 10th January 2018]. Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Asag-Gau, L. and van Dierendonck, D., 2011. The impact of servant leadership on organisational commitment among the highly talented: the role of challenging work conditions and psychological empowerment.European Journal of International Management,5(5), pp.463-483. Creed, A., 2011. Organisational behaviour.OUP Catalogue. Dietz, G., 2011. Going back to the source: Why do people trust each other?.Journal of Trust Research,1(2), pp.215-222. Fuchs, S. and Edwards, M.R., 2012. Predicting pro?change behaviour: The role of perceived organisational justice and organisational identification.Human Resource Management Journal,22(1), pp.39-59. Impact of employee motivation on job performance. 2018. [Online]. Available at: https://www.peoplematters.in/article/performance-management/impact-of-employee-motivation-on-job-performance-14553?utm_source=peoplemattersutm_medium=interstitialutm_campaign=learnings-of-the-day. [Accessed on: 10th January 2018]. Kaur, A., 2013. Maslows need hierarchy theory: Applications and criticisms.Global Journal of Management and Business Studies,3(10), pp.1061-1064. McLennan, R., 2013.Cases in organisational behaviour. Routledge. Organizational Behavior Theory in Business. 2018. [Online]. Available at: https://study.com/academy/lesson/organizational-behavior-theory-in-business.html.[Accessed on: 10th January 2018]. Sinding, K. and et. al., 2014.Organisational Behaviour. McGraw-Hill Companies. Unsworth, K.L., Dmitrieva, A. and Adriasola, E., 2013. Changing behaviour: Increasing the effectiveness of workplace interventions in creating pro?environmental behaviour change.Journal of Organizational Behavior,34(2), pp.211-229. Wood, J.M. and et. al., 2016.Organisational behaviour: Core concepts and applications. John Wiley Sons Australia, Ltd..