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1. Articulate how people interactions influence organisational capabilities and the way organisations function.

2. Analyse the relationship between practice in contemporary organisations and organisational behaviour and management thinking.

3. Appraise the purpose and range of activities associated with effective management of people in contemporary organisations.

4. Critique own organisational knowledge, skills and abilities and devise strategies for enhancing effective managerial behaviour 

The application of psychological principles in organizational behavior analysis

The organizational behavior is a form of applied behavior analysis that includes the application of the psychological principles of behavior in any organization. Being a manager I think about the safety and security of the employees and about the behavioral development of the employees in an organization. The objective of the organizational behavior strategy is to monitor the behavior conducted in a workplace. The managers must maintain a good behavior in the workplace in order to make the employees feel safe and good (Borkowski, 2015). 

There are different instances in the organization where it has been seen that different people have behaved differently in different situation which created a chaos in the organization. In order to avoid this I decided to focus on the development of the productivity of the workers by concentrating on the development of the behaviors of the staffs and the managers. The focus on the productivity can make the work situations more comfortable and focused for working (Gelfand, Aycan, Erez, & Leung, 2017).

The usefulness and the effectiveness of the strategy imply the better productivity of the employees. It is because somebody was taking interest in the interest of the employees. The good system of organizational behavior increases the work interest among the employees. Every individual expects a good social behavior and a good social response from the executives of the company where they work (Mawhinney, 2013).

This is helpful as this helps in understanding the desired behavior of the employees that helps in the development of the behavior in an organization. A manager must possess good knowledge and understanding of an organization. It is important for me as a manager to lead the organization to a specific direction while keeping in mind the quantity and quality of the products and the workplace (Pinder, 2014). The future of the company depends on the actions and the behavior of the mangers. The mangers are having the ultimate power to bring a change in the organization. The development of the organizational behavior can lead the company towards success as the organizational behavior can bring about a change in the reputation and status of the organization. The organizational behavior can be focused on in the future for creating a better environment in the workplace. Keeping a watch on the organizational behavior is a major concern for the future of all the companies. It helps in building a proper pedagogy in the company. The proper organizational behavior will create the interest of working among the employees. The organizational behavior is therefore majorly important in all the companies.

Creating a safe workplace environment through organizational behavior strategy

The mangers must communicate effectively with the employees. The managers must communicate in such a manner that they should resolve all the problems of the employee’s with effective solution. The mangers must have the complete knowledge of what he intends to say to the employees regarding solving any problem. The manger must have adequate knowledge about things and they must have effective solutions for the problems (Johnson, Casella, McGee, & Lee, 2014).

The instances where the employees come up with problems of some harassment faced in the workplace or regarding any other issues regarding the policy. I faced certain instances, in such situations I had to think critically from all the angles and had to solve the issue accordingly. In many instances the employees and came and reported me about the problems they faced in the workplace. The problems included doubts regarding the work, it include the ethical issues faced by them in the workplace and the issues related to productivity (Morgeson, Aguinis, Waldman, & Siegel, 2013).

In such cases I had to listen to the problems of the employees patiently and I had to take effective measures in order to solve the problems. It many times happened in the past in many companies that the managers did not communicate with the employees effectively. He listened to the problems of the employees but he made no efforts to solve the problems. This demotivated the employees. I always made it a point to communicate with the employees at least thrice a week apart from doing my work. It helped to have a good interaction with the employees and it created a good understanding between both of us (Pinder, 2014).

The manager is the leader of the company. He is the representative of the company. Therefore in future the behavior of managers in every company should be dynamic and should take the feedbacks of the employees into account (Lotfizadeh, Edwards, & Poling, 2014). The gap between the employee and the manager should be avoided at any cost. Too much gap can create a problem in the workplace. The communication has to be clear as any miscommunication can create a problem in understanding the work as a result can affect the production. The communication needs to be effective so that the relation between the managers and the employees can remain healthy. Without any effective solution the employee will lose motivation and will assume that there is no solution to their problem. In order to avoid the wrong assumptions the communication needs to be effective.

Improving productivity through the development of staff behavior

The organizational design and culture depend on the infrastructure and the managers of the company. For example any software manufacturing company cannot have a structure of a bank. The culture of a bank and the culture of the software company are different. The culture has to be rich in any field (Jones & George, 2015). The culture of the organization is different from the culture of some other place. For example the culture of rock show is different from the culture of a working organization. I incorporated certain norms in the workplace to maintain the proper culture of the work organization (Vasu, Stewart, & Garson, 2017).

There had been many experiences where the organization went through some cold among the team members which resulted in verbal fights between them. Apart from this the organization experienced certain breaking of ethical rules by the employees. These experiences helped in the understanding of the role of the managers in maintaining the culture of the organization. It helped it in the formulation of the proper ethical norms to avoid any unfavorable situation that is not desirable in the company. The experience helped in avoiding the disturbing situation in the company (Luthans, Luthans, & Luthans, 2015). The design of any company is a matter of concern. Being a manager I cannot impose the design of bank in the software company. I cannot expect my employees to behave like the students. They are individuals with their own thinking. The design and culture of the company binds the employees to the workplace into certain decorum and discipline.  

In the future the experience proved to be useful as in case of any conflict which affected the culture of the workplace the policies framed against the ethics was applied in such cases. It made the employees clear about the difference of culture in the workplace and outside the workplace (Miner, 2015). In case of any breaking of the cultural rule and the ethical rule the employees are penalized, this keeps the work environment safe and healthy. The culture is extremely important in any place. The culture in the workplace keeps the work environment safe and it helps to distinguish between the culture of the workplace and the culture of the outside world.

Borkowski, N. (2015). Organizational behavior in health care. Jones & Bartlett Publishers.

Gelfand, M. J., Aycan, Z., Erez, M., & Leung, K. (2017). Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), 514. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), 514.

Johnson, D. A., Casella, S. E., McGee, H., & Lee, S. C. (2014). The use and validation of preintervention diagnostic tools in organizational behavior management. Journal of Organizational Behavior Management, 34(2), 104-121. The use and validation of preintervention diagnostic tools in organizational behavior management. Journal of Organizational Behavior Management, 34(2), 104-121.

Jones, G., & George, J. (2015). Contemporary management. McGraw-Hill Higher Education.

Lotfizadeh, A. D., Edwards, T. L., & Poling, A. (2014). Motivating operations in the Journal of Organizational Behavior Management: Review and discussion of relevant articles. Journal of Organizational Behavior Management, 34(2), 69-103. Motivating operations in the Journal of Organizational Behavior Management: Review and discussion of relevant articles. Journal of Organizational Behavior Management, 34(2), 69-103.

Luthans, F., Luthans, B. C., & Luthans, K. W. (2015). Organizational behavior: An evidence-based approach. IAP. Organizational behavior: An evidence-based approach. IAP.

Mawhinney, T. C. (2013). Organizational Culture Rule-Governed Behavior and Organizational Behavior Management. Routledge. Organizational Culture Rule-Governed Behavior and Organizational Behavior Management. Routledge.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Morgeson, F. P., Aguinis, H., Waldman, D. A., & Siegel, D. S. (2013). Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66(4), 805-824.

Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.

Vasu, M. L., Stewart, D. W., & Garson, G. D. (2017). Organizational Behavior and Public Management, Revised and Expanded. Routledge. Organizational Behavior and Public Management, Revised and Expanded. Routledge. 

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