Essay: Organizational Behavior And Management

Impact of Suitable Working Conditions

Question:

Discuss About The Organization Stakeholder In Relationships?

Organizational behavior is considered as the subset of management based functionalities that are concerned with the prediction, understanding, and the influence of the individual behavior within an organizational setting. According to Shin and Konrad (2014), the organizational behavior influence the performance parameter of the employees that lead them towards improving their personal and professional attributes. Accordingly, with the help of the higher performance level of the employees help the organization to earn more profitability. However, it is important to mention that the effectiveness of the management skills is also necessary for developing the efficient organizational behavior (Dusterhoff, Cunningham and MacGregor 2014). The essay would thus present the discussion regarding the impact of the improved working condition to encourage the productive performance of the associated employees.  The managerial impacts on the productive performance would also be explained in this essay.

Organizational behavior is sourced from the basic human traits while they are working with others within the workplace. The position of the individuals in the society is understood if the concept of the organizational behavior is explored.  Kuvaas, Buch and Dysvik (2014) explained that providing the suitable working condition, evaluating the preferable organizational culture, and necessary motivation and rewards can encourage the productive performance of the employees. The adequate support, effective job structure, and the appropriate setting of the goals generate the sense of responsibility among the employees to ensure the higher performance efficiency. Moreover, the employees seek the adequate motivation and rewards for the efforts they have been providing to accomplish the goals. Schnackenberg and Tomlinson (2014) defined job design as the process of gathering various elements together and transform into a job. The appropriate job design determines the individual requirements and capabilities as well to ensure the appreciable outcome. The clear and systematic job structure helps the employees to understand the task and perform it in a productive way.  On the other hand, the effective working condition is much essential for the associated workforce to develop the productive performance level. The current era of the business is much challenging and competitive due to which it is necessary to adopt the innovative functionalities. The employees accordingly face the considerable challenges in this dynamic environment. Such dynamic work functionalities generate the job satisfaction when the employees would receive the opportunity to learn the innovative functionalities (Fu and Deshpande 2014). These opportunities and the internal working condition thus have the clear impact on the employees’ performance parameter.

Effective Job Structure

Clarification of the determined goals is necessarily needed to be conveyed to the employees. The goal specifications provide the insight about the job responsibility that helps them to understand thee sequential and systematic process of performing their tasks. This systematic goal setting creates the urge among the employees to perform in a better way. It is noticed that the goal specification develops the better working condition that motivate the employees to ensure the productive outcome. Motivation and rewards are the major two aspects that can build up the effective scenario within an operations (Dalal et al. 2015). Recognizing and rewarding the employees generate the sense of existence among the workforce. Once the employees feel that their contributions are fruitful for the company, they feel much motivated to improve their performance and derive more productive results. Hence, organization needs to motivate the employees properly by providing different benefits.

The theory of personality type is quite specified in this context. This theoretical development provides the insights regarding the personality traits that contribute to the development of effective organizational behavior. The personality type theory deals with two types of personalities of the individuals. Van Quaquebeke et al. (2013) explained that personality is the mixture of the characteristics, qualities, and beliefs of the people that formulate the individuality. Individuals belong to Type A personality are quite competitive and hardworking. They generally work better with long working hours, larger amount of works, and with tight deadlines. On the contrary, as explained by Dusterhoff, Cunningham and MacGregor, J.N., (2014), Type B personality are the opposite ones who perform their tasks in a relaxing way and are quite confident about meeting their deadlines. They like to work in a smarter way without providing as much effort as the Type A individuals provide on a work. The performance methods of these two types of personalities are quite different, but their contributions help the organization to generate more profits and accomplish the goals. Therefore, the organizations need to pay the attention to their different traits. Providing the diverse workforce the appropriate job design would encourage more productive responses since they would be comfortable enough to work as per their convenience and complete it within the deadline. Another section of this personality theory is the prediction of the job performance, which presents the anticipation about the capabilities of the individuals. It is important to recognize the appropriate abilities to become a good employee. This aspect depends on several components. First is Conscientiousness that acts as the valid predictor of measuring the performance suitability. It determines the personal stand of the employee based on the valid judgments. It is necessary to make distinguish between right or wrong. The second component is emotional stability that has the situational impact on the individuals. Fu and Deshpande (2014) revealed that the individual has the right to adjust their emotional stability according to the situation and decide whether it would affect their performance or not. The next component is extraversion, which has the correlation with the positive performance traits in sales field. The final component is agreeableness, which has the correlation with the job performance since it indicates the supportiveness with the points made in the decision marketing process within an organization. However, it is necessary to judge the point at the first place to ensure whether it is justified or not. These personality traits are observable when the employees are working together within the workplace.

Motivation and Rewards

On the other hand, as opined by Schnackenberg and Tomlinson (2014), developing the adequate motivational values is also essential to encourage the productive result within the organization. Herzberg’s two-factor motivational theory contributes to improve the performance of the employees. It is observed that the better productivity of the employees depend on two major factors, such as hygiene factor and motivation factors. The Hygiene factors are not always present, but these may create dissatisfaction if not maintained. For example, the employees opt for basic job elements, such as salary and pay structure, working conditions, job security, supervisions, interpersonal relationships, and company policies. If the employees receive benefits in these aspects, their performance level would automatically increase. On the other hand, the absence of these specific elements would lead to employee dissatisfaction, which may hamper the productivity. Another most factor of this theoretical model is the motivation factors, which are present to influence the higher performance level of the employees. These additional benefits are introduced for the betterment of the performance parameter and generate the productive result.  Motivation factors consist of achievements, responsibility, recognition, personal development, and job satisfaction. The absence of these factors would not affect the employee performance in a negative way, but presence of these elements would encourage the productive approach to improve their performance level. Hence, it is necessary for the organization to provide the extra benefits and motivate the existing employees to perform better.

The theoretical development in this discussion provides the insight about the appropriate organizational behavior that encourages the productive outcome from the employees. The role of the managers is much significant in such context. It is essential for the associated managers to adopt the right leadership skills and improve their interpersonal communication with the employees to motivate them towards the positive direction (Kuvaas, Buch and Dysvik 2014). Their contribution to develop the productive approach helps the employees to improve the performance and achieve success. The managers have to be concerned about the job and goal specifications to generate the ideas about the organizational benefits. Accordingly, they need to guide the employees towards right direction to accomplish these goals and motivate to determine the productive result (Van Quaquebeke et al. 2013). The argument presented by the different scholars determines that the employees seek the security and reliability while they are working with the various people within the same organization. The managers have to make the right approach to develop cohesiveness and encourage the employees to perform more efficiently.

Conclusion

The study determines the impact of the suitable organizational behavior that leads the employees to develop the productive performance level. It is indicated that providing the suitable working condition, evaluating the preferable organizational culture, and necessary motivation and rewards can encourage the productive performance of the employees. The adequate support, effective job structure, and the appropriate setting of the goals generate the sense of responsibility among the employees to ensure the higher performance efficiency. The development of the personality theory and Herzberg’s motivational theory provides the knowledgeable insight about the organizational behavior. The role of the manager is much significant to encourage the employees for their better performance parameter. Their contribution to develop the productive approach helps the employees to improve the performance and achieve success.

References

Dalal, R.S., Meyer, R.D., Bradshaw, R.P., Green, J.P., Kelly, E.D. and Zhu, M., 2015. Personality Strength and Situational Influences on Behavior: A Conceptual Review and Research Agenda. Journal of Management, 41(1), pp.261-287.

Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The Effects of Performance Rating, Leader–Member Exchange, Perceived Utility, and Organizational Justice on Performance Appraisal Satisfaction: Applying a Moral Judgment Perspective. J Bus Ethics, 119, pp.265-273.

Fu, W. and Deshpande, S.P., 2014. The Impact of Caring Climate, Job Satisfaction, and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company. J Bus Ethics, 124, pp.339-349.

Kuvaas, B., Buch, R. and Dysvik, A., 2014. Performance management: perceiving goals as invariable and implications for perceived job ecconomy and work performance.

Schnackenberg, A.K. and Tomlinson, E.C., 2014. Organizational Transparency: A New Perspective on Managing Trust in Organization-Stakeholder Relationships.

Shin, D. and Konrad, A.M., 2014. Causality Between High-Performance Work Systems and Organizational Performance.

Van Quaquebeke, N., Graf, M.M., Kerschreiter, R., Schuh, S.C. and van Dick, R., 2013. Ideal Values and Counter-ideal Values as Two Distinct Forces: Exploring a Gap in Organizational Value Research.