Organizational Behavior: Study Of Employee Behavior In An Essay.

Micro organizational behavior and macro organizational theory

Organizational behavior is the study of behavior of employees within an organization. It is the study of behavior through varied viewpoints, including the behavior within the organizations also with respect to the other organizations. Micro organizational behavior is related to individual and group dynamics within an organization. The macro organizational theory are those studies that are related to organization, industries and how the organization, the strategies, structures and contingencies that guides the organization. The various aspects of organizational behavior are, leadership, team building, ob satisfaction, motivation and decision-making. The organizational behavior is also influenced by the culture of the organization, it is although difficult to study the corporate culture of the organization.

It is very important to study the behavior of individuals that work in an organization, studying the behavior of the employees helps the organization to know their employees the factors that makes them happy, sad, satisfied and dissatisfied. Once it is known that what affects the employees and their behavior, the motivating factors, and then it would be very easy to motivate them and make the environment favorable for any particular behavior. Ensuring an organizational culture that would be favorable for the desired behavior of the employees can only be done if the organizational behavior of the employees is studied.

The behavior of the employees are determined and influenced by a number of factors, like personality, perception, attitudes and values of the employees

Personality- The behavior of an individual is very much dependent on his or her personality. Personality of an individual is set or characteristics that are different in individuals, it makes individuals different from each other; these characteristics are known as personality traits. Some employees are introvert and some are extrovert. This difference affect the interpersonal behavior of the employees, the extrovert generally have good interpersonal relationship with other group members compared to the introverts.

Leadership is very important influencing the behavior of the employees of an organization. The type of leadership style by an organization can determine the behavior and attitude of the employees and the group dynamics. Three main types of leadership are used in organization.

Autocratic leadership style- Autocratic leadership style is the style in which the management does not involve the employees in the decisions making process. The decisions are mostly take by the upper management, this type of leadership often leaves the employees unhappy because they are not really satisfied because there is too much of dissatisfaction (Bolman and Deal 2017). 

Importance of studying employee behavior

This is a leadership style in which the employee participation is involved, employees are encouraged to give their suggestions so that the organization can take decisions keeping in mind the opinions of their employees. Practice of this management style builds a good relation between the employees and the management. There are very less conflicts and dissatisfaction.

In this management style the decision making process or other activities are not interfered by the supervisors and the management. Practicing this leadership style creates problems like decentralization of power. There is controlling problems, it becomes difficult to monitor, lead and direct the employees when this management style is adopted.

Employee attitude- The attitude of the employees towards work and the organization can often become a reason for inefficiency of the employees and hence the production of the employees can be reduced. The attitude of the employees might be based on a particular situation or it can be innate to the employee.

Solution- The reason behind the employees is needed to be investigated, it might happen that the attitude is due to particular situation then necessary steps will be taken for improvement of the situation or the condition.

Conflicts in groups are one of the common issues of any organization, conflict occurs when there is difference in opinion of the employees, conflicts in interest is also a common problem in an organization.

Solution- Conflict can be resolved with the help of communication, if the communication channel is effective and there is good interpersonal relationship between the employees then definitely, there will be less conflicts within the group members. 

Organization are places where there is cultural diversity, often the cultural diversity becomes hindrance, it might be due to language or culture, some employees might find it difficult to work with the other employees from a different cultural background. These kinds of issues are very common in an organization.

Solution- Cultural diversity should be maintained so that the employees do not find it difficult to work in a multicultural environment. Cultural events are conducted so that the employees get the chance to know the culture of other employees.

Often the work conditions of the employees are not fair, there is too mc of biasness, some of the employees are favored more, this often leaves the employees bitter and becomes the cause for employee turnover.

The work environment of the employees needs to be very fair and no employees should be discriminated, biasness should not exist. There should be salary parity and the employees and the appraisal of the employees should be done time-to-time (Luthans Luthans and Luthans 2015).

Factors influencing employee behavior – Personality, Leadership, Employee attitude, Conflict resolution, Cultural diversity, Fair work environment and Motivation

Motivation is one of the factors that affect the behavior of the employees and their production. If the employees are not satisfied and are not motivated the will not perform better in the organization.

The employees should be motivated, the leaders should make sure that the focus on each and every employee and find out what motivates them, based on the findings the employee are needed to be motivated (Miner 2015).

Ethical decision-making, in an organization there are situations where one has to take important decisions, some employees end p taking wrong and unethical decisions. Suppose in a supermarket the employees is not informing the customer about a discount that has been allowed. Suppose, there is an employee whose conduct is affecting other employees.

There should be ethical code that sold be communicated to the employees well in advance. There should be ethical compliance sessions, where the employees are clearly communicated about the consequence of their particular activities. Strict actions should be taken for misconduct in an in organization.

There are scenarios we gender biasness becomes a major issue, men and women are not treated equally. There is discrimination and salary parity is not there.

There sod lot be a discrimination based the gender of the employees about sold be treated equal ad there sold be parity in all terms whether it is salary or promotion or appraisal (Krosnick et al. 2014).

Often there is conflict between the employees and the supervisors, the reason behind the conflict is the wrong leadership style used b the employees. The supervisors are often too rude to their employees. This does not motivate the employees rather it discourages them (Jones and George 2015).

The supervisors and the senior managers are required to use appropriate, management style, they should use situational leadership, if they are too lenient on their employees even it would be a problem as the employees would be taking advantage of this and controlling and directing would become difficult.  

The organizational environment has changed and it is not similar to what it once used to be, the change is because of the challenge in the thought process of the employees, there lot of factors has influenced perception, this has changed their outlook. In the scenario of globalizations, today employees have many options that are the reason the environment is very competitive. There is lack of employee engagement and the numbers of turnovers have been increasing as the employees look for better options.

Ethical decision-making and Gender equality in organizations

People are highly motivated by individual needs and desires; this often makes them self-centered, they believe in individual and not team performance, this is not an appropriate for organizational culture (DuBrin 2013).

Up gradation of technology has changed the pattern of the work of people; some of the employees find it very difficult to cope with the change in technology. Technology has also changed the process of communication, the methods of communication has changed, which has facilitated the informal communication (Hogg and Terry 2014).

The competitive environment is continuously creating pressure on the employees and the organization, employees often take certain unethical steps to secure a position or get promotion. Apart from that, even the management at some situations motivates their employees to take illegal or unethical steps for profit making. It can be said that ethical compliance has reduced (Braver et al. 2014).

The competitive environment have created pressure o the employees, due too much work burden the employees are stressed, stress affects the health of the employees negatively. It also affects their organizational behavior (Bolman and Deal 2017).  

Conclusion

Organizational behavior is very significant study for the success of any organization; its study lets the organization know their employees better and the factors that affects the motivation level of the employees. The scope of organizational behavior is very broad. Some of the factors if not taken care acts against the organization as it negatively influence the behavior of the employees.

References

Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Braver, T.S., Krug, M.K., Chiew, K.S., Kool, W., Westbrook, J.A., Clement, N.J., Adcock, R.A., Barch, D.M., Botvinick, M.M., Carver, C.S. and Cools, R., 2014. Mechanisms of motivation–cognition interaction: challenges and opportunities. Cognitive, Affective, & Behavioral Neuroscience, 14(2), pp.443-472.

DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.

Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.

Jones, G. and George, J., 2015. Contemporary management. McGraw-Hill Higher Education.

Krosnick, J.A., Presser, S., Fealing, K.H., Ruggles, S. and Vannette, D., 2015. The future of survey research: challenges and opportunities. The National Science Foundation Advisory Committee for the Social, Behavioral and Economic Sciences Subcommittee on Advancing SBE Survey Research. Available online at: https://www. nsf. gov/sbe/AC_Materials/The_Future_of_Survey_Research. pdf.

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

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

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

Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open systems perspectives. Routledge.

Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), pp.139-145.

Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.