Discuss about the Organizational Behavior for Contextual Performance.
Employees are being considered as one of the important stakeholders for the contemporary business organizations. This is due to the reason that, the individual skills and expertise being possessed by the employees helps the business organizations in gaining competitive advantages in the market (Gallie et al., 2012). In accordance to it, it is also important for the organizations to initiate various initiatives in order to enhance the effectiveness of the employees along with maintaining the productivity. Organizations will gain various positive outcomes by effectively managing their employees. However, there are various challenges also that may be faced by the managers in the organizations in managing the employee behavior (Yao et al., 2014). This essay will discuss about the potential barriers being faced by the organizations in managing the employee behavior. Moreover, the implication of the employee behavior in the organizational performance will also be discussed in this report. Accordingly recommendations will be discussed, which will help to prevent and overcome the challenges being faced by the organizations.
Impact of employee behavior on the organizational performance
Impact of positive employee behavior
As earlier discussed, there are various positive as well as negative implications of the employee behavior on the organizational performance (Sliter, Sliter and Jex, 2012). One of the key positive impacts of the employee behavior is the enhancement in the level of satisfaction of the customers. This is due to the reason that attitudes of the employees are also being included in employee behavior. Thus, in the case of having positive and favorable attitude of the employees, the customers will have positive impression about the organization. Thus, it will eventually increase the rate of customer loyalty and will generate positive word of mouth in the market (Jahanshani et al., 2014).
The more positive will be the employee behavior, the more will be the effectiveness of the organizational culture due to the reason that, positive behavior of the employees will help to maintain the effective working environment in the organization (Alvesson 2012). The positive behavior of one employee will motivate others in maintaining the same and thus it will eventually enhance the organizational effectiveness and culture. This will in turn helps in enhancing the employee productivity due to the fact that the productivity of the employees will get more effective with having positive working environment. Another strategy that will have positive impact on the organizational performance is the relation between the employees and upper level management (Chen & Fu 2013). This is due to the reason that employees with positive behavior will try to have good relation with the upper level management and thus it will in turn help to maintain the mutual understanding and cooperation between the employees and the upper level management. The more understanding will be there among the internal stakeholders, the more will organizational effectiveness and performance.
Moreover, another key impact of having positive employee behavior in the organizational performance is the effective managerial controls of the upper level management. This is due to the fact that, positive employee behavior will help the leadership in effectively communicating their vision to the employees (Kerzner, 2013). Due to the reason that positive employee behavior will help in enhancing the mutual understanding among the employees and the upper level managers, the communication will be more effective. Thus, the managerial control of the upper level managers will also be more effective.
Impact of negative employee behavior
However, apart from the positive employees’ behavior, the implications can also be negative for the organization due to the emergence of the negative employee behavior. One of the key implications of negative employee behavior is the reduction in the satisfaction level of the employees. Customers will be dissatisfied if the attitude and personality of the employees are negative and they are not been offered effective service (Osarenkhoe & Komunda, 2013). Thus, the reputation and goodwill of the organization will be at stake. Moreover due to the negative employee behavior, the relation between the internals stakeholders will be negative, which will have unfavorable impact on the organizational performance. Due to the negative relationship between the employees and the upper level management, the working environment will also not be favorable for the employees. More issues related employees will start to emerge.
Challenges in managing the employee behavior
- One of the challenges being faced by the managers in managing the employee behavior is the cultural diversity. If the cultural and social background of the employees and the managers is different, then it will be difficult for the managers to deal with the employees effectively (Laroche, 2012). This is due to the reason that, the attitude, approaches and opinions being given by the managers will be from the perspective from their own cultural and social background. However, the employees belonging from different cultural background may find it difficult or unacceptable. Thus, managers will face the challenge of managing the employee behavior from the different social background.
- Unionizing employees is another key challenge for the managers in managing the employee behavior. This is due to the fact that, the more unionized will be the employees, the more will be their bargaining power in the organizational decision making proce4ss. Though, it is good to have the trade unions for the employees for their organizational right, however after a certain extent, they may pose challenge for the employees (Gumbrell-McCornick & Hyman, 2013). Employees with having more union power will show negative attitude in the organization and it will be difficult for the managers to control these employees.
- In the current business scenario, a major part of the employees are in their beginning of the professional career. Thus, they are more motivated in changing their job more frequently compared to enhancing their organizational citizenship (Borman, 2014). Thus, it becomes challenge for the managers to manage these types of employees. This is due to the reason that, these employees works in the organization on a temporary basis and thus managers find it difficult to train the employees according to the organizational culture more frequently.
- Diversity in the requirement of the employees also poses challenge for the managers. Various employees in the organization will have diversified requirement and expectation from the organization and it becomes difficult for the managers to fulfill all the requirements of the employees (Ji et al., 2012). Moreover, the requirements which should be fulfilled in order to motivate the employees are also variable based on the individual employees. Thus, it is also difficult for the managers to meet the diversified employee requirements.
- Managers also face challenges in train the employees in having suitable employee behavior according to the current market trend and requirement. In the contemporary business scenario, taste and preference pattern of the customers change rapidly and thus it is difficult for managers to train their employees accordingly.
Recommendations to overcome the challenges
- Rewarding employees is one of the most effective strategies to overcome the challenges being faced by the managers in managing the employee behavior. Rewarding and recognizing the activities of the employees will help to motivate them. This will in turn help the managers to have positive impression among the employees and enhancing the positive behavior among them. rewarding and motivating the employees will also help to reduce the issues with the employees due to the fact they will be satisfied with their workplace if their job are being recognized and properly rewarded.
- Garnering feedback from the employees and initiation of employee management system will also help the managers to overcome the challenges being faced by them. Garnering of the feedback from the employees will enable the managers to determine the requirement, mentality and expectation of the employees. Thus, accordingly, they can manage their employees. Moreover, initiation of the employee management systems also helps the manager in effectively managing the employee behavior.
- Providence of effective and proper training to the employees will also the managers in train the employees in accordance to the organizational procedures. If the training can be given to the employees according to the current trend and preference pattern in the market, then the employees will more equipped to cater to the market and business requirement. Thus, the origination of the issues with the employees will also be less.
- Initiation of various schemes related to the employee welfare will help the manager to have motivated employees in the organization. This is due to the fact that, initiation of the employee welfare policies will have positive impression among the employees, which will enhance the level of motivation on the employees. Thus, the more motivated will be the employees, the more will be their effectiveness and productivity. Moreover, with having the motivated employees, manager will less likely face the issues with the employees.
Thus, it can be concluded that in managing the employee behavior, there are several challenges to be faced by the managers in the organizations. However, there are various measures are also available with them to overcome the challenges. These measures are being discussed in this essay and effective implementation of these recommended steps will help the manager to overcome the challenges and enhance the effectiveness of the employees. Various positive and negative implications are also being discussed in this essay. Thus, the prime motive of the managers should be to increase the positive impact of the employee behavior.
Alvesson, M. (2012). Understanding organizational culture. Sage.
Borman, W. C. (2014). Organizational citizenship behavior and contextual performance: A special issue of human performance. Psychology Press.
Cheng, J. H., & Fu, Y. C. (2013). Inter-organizational relationships and knowledge sharing through the relationship and institutional orientations in supply chains. International Journal of Information Management, 33(3), 473-484.
Gallie, D., Zhou, Y., Felstead, A., & Green, F. (2012). Teamwork, skill development and employee welfare. British Journal of Industrial Relations, 50(1), 23-46.
Gumbrell-McCormick, R., & Hyman, R. (2013). Trade unions in Western Europe: hard times, hard choices. Oxford University Press.
Jahanshani, A. A., Hajizadeh, G. M. A., Mirdhamadi, S. A., Nawaser, K., & Khaksar, S. M. S. (2014). Study the effects of customer service and product quality on customer satisfaction and loyalty.
Ji, L., Huang, J., Liu, Z., Zhu, H., & Cai, Z. (2012). The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development. The International Journal of Human Resource Management, 23(14), 2995-3008.
Kerzner, H. (2013). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Laroche, L. (2012). Managing cultural diversity in technical professions.
Osarenkhoe, A., & Komunda, M. B. (2013). Redress for customer dissatisfaction and its impact on customer satisfaction and customer loyalty. Journal of Marketing Development and Competitiveness, 7(2), 102.
Sliter, M., Sliter, K., & Jex, S. (2012). The employee as a punching bag: The effect of multiple sources of incivility on employee withdrawal behavior and sales performance. Journal of Organizational Behavior, 33(1), 121-139.
Yao, Y. H., Fan, Y. Y., Guo, Y. X., & Li, Y. (2014). Leadership, work stress and employee behavior. Chinese Management Studies, 8(1), 109-126.