Management and Organizational Behavior

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Executive Summary

Organizations are dependent on possessing productive employees to be successful. In this case, the attainment of this success relies on the commitment and determination that the employees possess towards the organization, with the ultimate success being in the possession of an entire workforce that subscribes to their organizational behavior. It is the possession of employees who possess the right attitude and are satisfied in their jobs as well as motivated that an organization will be able to attain their pre-set success. The essay implements an assessment of the two issues of how employee attitudes and job satisfaction along with motivation impact the organizational behavior. Considering that the organizational behavior is attained via the collective commitment of the employees to a unitary philosophy, the assessment of these attributes play a huge role in informing the success that an organization will enjoy. By looking at the issues that inform employee attitudes and job satisfaction, it is possible to assess the success and organization enjoy in the attainment of their goals and objectives. It is additionally evident that the assessment of the issue of motivations and the attributes that an organization can employ in motivation its employees offers excellent insight into how to promote organizational behavior. By looking at the diverse theories informing the organizational behaviors, we have an avenue to explain how an organization can ensure that the workforce observes a common philosophy in attaining their pre-set objectives.

 

Introduction

Organizational behavior encompasses an assessment of how groups, as well as individuals, are impacted by an organization. The effective management of people in an organization is dependent on the ability to institute programs that have been effectively planned as well as developed to ensure that all the individuals in the organization are effective in their operations. Any organization that is successful has constant access to good management as well as managers. The manager has a huge impact on the effect on the activities of an organization along with the success of their operations. The organizational behavior is one of the core attributes that support the management in the operations of business. It can aid the management of an organization to comprehend the behavior along with what groups and structures are implementing and additionally predict the actions of these individuals. The assessment of the organization behavior additionally aids the management to comprehend the causes as well as the effects of the diverse relationships among the organizations.

The similarity that exists with the functions of the managers makes it possible for an organization to utilize their diverse resources for the attainment as well as the sustenance of organizational objectives. Thus, it is possible for the managers to employ and consequently compose the resources with the four core functions of planning, leading, organizing as well as controlling with the desire to attain the effective goals from the organization. The essay is going to conduct an assessment of how the attitudes and jobs satisfaction impacts the overall behavior in an organization in addition to how motivation at work also impacts the organizational behavior. The easy is additionally going to implement an assessment of the various theories of organizational behavior and how they inform the productivity of an organization in light of the management of the individuals who work at the same organization.

Motivation at Work and Organizational Behavior

Motivation encompasses the psychological attribute that stimulates an individual to act towards a preferred goal furthermore induces, controls, moreover sustains assured goal-directed behaviors. It can additionally be taken to be a driving force; an emotional one that induces an action in the direction of the desired goal (Slocum &Hellriegel, 2007). The best examples of the assertion include the assertion that hunger is a motivation that draws the desire to eat.

Importance of Motivation in an Organization

There are diverse sources of motivation that exist and can exhibit either constructive or unenthusiastic results on an employee. Diverse researchers show that interior motivations are ideal for making an individual to work towards the attainment of goals. It is additionally evident that exterior motivations still contribute to compelling an individual towards the attainment of organizational goals (Carol, 2013). Motivation is among the most integral attributes that are core to the determination of an organizational efficiency. All organizational resources, as well as facilities, will become wasteful in the absence of motivated employees to exploit the resources effectively. Every manager in the organization ought to motivate their subordinates for the approved of behavior models. The performance of employees in the organization relies on the ability that is entrenched in motivation. Motivation as is imputed as the cost of the management, which makes motivation an effective instrument when applied well in the hands of management to inspire the workforce (Adeloka, 2012).  Motivation has the tendency to increase the desire of the employees in an organization to work and as a result escalating efficiency along with the effectiveness of the organization.

 

The Association That Exists Between Motivation and the Behavior of the Organization

The desire to improve the performance of employees in an organization makes it imperative that the organization puts measures in place to motivate them and show interest in their jobs. Some of the strategies that the organization can employ in ensuring that they employees are motivated to observe the overall organizational behavior include such strategies are ensuring the employees’ salaries, and wages are regularly paid. The organization can motivate their employees to carry out the assigned jobs more effectively when they pay the salaries and wages on a constant basis. The scenario where an employee is not aware of when they will be receiving the next income is extremely discouraging to them, which results in discontentment (MSG, 2013). The state of discontentment aroused by the failure to meet the salary demands on time makes it impossible for the employees to observe the organizational behavior.

An increase in their salary is one of the most effective ways of motivating the employees’ commitment to the observation of the organizational behavior. The rationale behind this assertion is that an increase in the employees’ salary aids them to mitigate the economic hardships that are encountered by employees in the organization. Through an increment of the employees’ salary, an organization can promote the productivity of the employees, through their commitment to the organizational behaviors (Byrne, 2010). Provision of adequate rewards for any spectacular performances by the employees via bonuses, commendations, and promotion, is additionally another strategy the organization can adopt in promoting the motivation of the employees towards meeting the organizational behavior. When the employees are reinforced for excellent performance via the stipulated processes, they become more motivated and consequently perform more exceptionally (Byrne, 2010). The attribute is in line with skinner’s theory which argues that the behavior of the employees that lead to positive results will be repeated and that the behavior that produces negative results is not repeated.

Providing training facilities is an exceptional strategy that is employed in promoting the knowledge as well as the establishment of employee performance by the organization’s behavior. The organization ensures that they motivate their employees to observe the accepted organizational behavior when they receive free training from their employers (Griffin, Phillips & Gully, 2016). The overall assessment of the impact of motivation on the organizational behavior is that possession of motivated employees is vital to the case of the rapidly changing workplace. Employees who are motivated are integral to the success and survival of an organization as they adhere to the goals and objectives that are stipulated in the organizational success behavior. It is impossible to underestimate the behavior as well as attitudes of the motivated employees in the attainment and observation of the organizational behavior (Griffin, Phillips & Gully, 2016). To ensure the success of the organization via the promotion of their behavior, it is imperative that the managers understand the issues that motivate the employees within the context of the duties they perform in adherence to the predefined behavior.

The theories that support the motivation of the employees in the context of their adherence to the organizational behavior include:

  1. Herzberg’s Two- Factor Theory

In his work Herzberg’s categorized motivation into two chief factors which included the motivators as well as the hygienes. Motivator encompasses the intrinsic factors, as achievement along with recognition with the assertion that elicits the greatest job satisfaction. Hygiene which encompasses the extrinsic factors, on the other hand, encompasses issues as pay along with job security, elicits job dissatisfaction. Each set of the attribute is those which, if they are absent will result in dissatisfaction. These factors have a strong relationship with the job context (MSG, 2013). They are concerned with job environment and are extrinsic to the job itself.

  1. Maslow’s Need-Hierarchy Theory

Maslow asserts that all employees exhibit five echelons of needs, which encompass the physiological, social, safety, ego, furthermore self- actualizing. His argument was that the lower levels of needs had to be satisfied earlier than the next higher level need which would consequently result in motivated employees. Maslow describes human needs in the structure of ladder ascending from the least to the uppermost need (MSG, 2013).  In his assessment, the provision of these needs transforms employees’ behavior or individual’s behavior who are working towards the attainment of a unitary organizational behavior.

  1. Vroom’s Expectancy Theory

Vroom’s theory relies on the assertion that the effort employees’ exhibit in a job will result to performance and performance will consequently lead to rewards. Rewards in his view could either be positive or negative. It thus follows that more encouraging the reward the most probable that the employee is going to be highly motivated (MSG, 2013). On the other hand, it happens that the most unconstructive the reward the less probable that the employee is going to be motivated.

 

 Attitudes and Job Satisfaction

The assessment of the topic follows the chief assertions that happy employees are productive employees. There exist a confusion and debate amid the practitioners on the theme of employee attitudes along with job satisfaction. The debate reins even at this time when employees are overly becoming an integral component in the success of any organizational Furthermore their competitiveness. Attitudes encompass the evaluative statements that are either favorable or unfavorable relating to people, objects as well as events (Adeloka, 2012).  Attitudes offer a reflection of how we sense as regards to something. Employees exhibit diverse attitudes and viewpoints relating to numerous attributes of their jobs, careers, as well as their organizations. Studies on the same issue, however, reveal that most of the attitudes that employees exhibit concern their job satisfaction.

Attitudes are designed out of the past as well as present experiences and thus are not observable as such, but characterized by an individual’s behavior. Dependent on the definition of attitude, it is thus right to conclude that an employee’s behaviors in their job, whether satisfying or not is dependent on the outcome of a synopsis assessment of the condition of their workplace (Furåker, Håkansson&Karlsson, 2011). The dedication that one has to an organization is a feeling of commitment to one’s employing organization, enthusiasm to work hard for their employer, along with the intent to stay with that organization. Employees are considered as being committed to an organization if they willingly maintain their relationship with the organization furthermore devotes significant effort to attaining the organizational goals (Mullins, 2013). The superior levels of effort that the employees exert with high organizational commitment levels of would result in superior levels of effectiveness and performance of both the individual as well as their organizations.

The Effect of Attitudes and Job Satisfaction on the Organizational Behavior

The desire by any organization is in ensuring that they can align the behaviors of the employees in the organization with their set organizational goals. The best assessment of this relation is via the assessment of the manner in which the employee’s attitudes and job satisfaction impact their commitment to the organization, which predicts an alignment with the organizational behavior. The commitment by the employees to the organizational behavior is depicted by the congruence that exists between the individual as well as the organizational behavior, goals furthermore values (Furåker, Håkansson&Karlsson, 2011). It will further be evident via the employees’ belief as well as acceptance of the goals and values of the organization, their willingness to exert effort towards the accomplishment of the organizational goals and the strong desire to maintain their membership to the organization.

Supporters of the impact of attitudes on the job satisfaction assert that the satisfaction and commitment to the organization have a strong correlation. The two positions supporting this assertion argue that job satisfaction is a major predictor of the commitment to the organization and that the commitment to the organization is a major predictor of job satisfaction (Kozlowski, 2013). In line with these assertions, it follows that job satisfaction can impact an individual’s adherence to the popular organizational behavior about the issues as absenteeism as well as the rate of job turnover. Performance levels as the additional facet of organizational behavior can also be affected by the satisfaction of the employees, regarding affecting their desire to take part in problem-solving activities. It would additionally impact the amount of effort that the employees put in the execution of the activities that are outside their job description (Mullins, 2016). In the case, it follows that when people are satisfied with the work they undertake, the job feels like work and become a more enjoyable experience, which is in compliance with the organizational behavior.

Through the assessment of the attitudes and job satisfaction and organizational behavior, it is evident that the success of any organization is dependent on the ability to possess employees who are willing to abide the overall organizational behavior. The assertion, in this case, is that it is of paramount importance that an organization ensures that they engage in activities that promote positive attitudes of the employees towards the organization which consequently lead to greater satisfaction in their jobs (Mullins, 2016). The outcome of the organization promoting practices that enhance job satisfaction of the employees will be an increase in the congruence of the personal and organizational behavior, resulting in greater productivity of both the organization and the individual employees.

Theories that support attitudes and job satisfaction and the relationship with the organizational behavior

  1. Douglas Mcgregor’s Humanistic Theory

The theory asserts that Organizations are created to with the objective of serving human ends, and thus it is imperative that the management designs ways to instill positive attitudes among the employees that will promote job satisfaction (Griffin, Phillips & Gully, 2016). The existence of an organization should be the promotion of a coexistence relationship between the organization and the employees through the establishment of a good fit that is imperative in promoting positive attitudes and motivation.

 

  1. The Group Dynamics Theory

The theory asserts that organizations entail the development of the formal as well as informal workgroups that are built around specialization. The assertion is that organizations should develop norms encompassing shared beliefs, assumptions and values and that the management expects conformity through adherence to the preset behavior (Griffin, Phillips & Gully, 2016).

Conclusion

The above assessment of attitudes and job satisfaction as well as the motivation has a huge impact on the organizational theory. Organizational theory, in this case, was about the commitment of the employees to the organization and the consequent productivity where it been clear that the management of the organization has a huge role in ensuring that the employee observes the set behavior. The attitudes that the employees have are informed of the programs as well as policies in the organization and consequently, impact the job satisfaction of the employees immensely. In the case of the motivation, the management of the organization has the duty to ensure that they institute programs and policies that motivate the employees to work effectively towards the attainment of the organizational behaviors. It is thus evident that the attainment of the observation of the organizational behavior is dependent on the organization management ensuring that it can promote positive attitudes and motivation among the employees.

 

References

Adeloka, B., (2012). The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities, InternationalJournal of Human Resource Studies, 2(2), 2012, pp. 1-17.

Byrne, B. M., (2010). Structural Equation Modeling with AMOS: Basic Concepts, Applications, and Programming, Routledge, New York, 2010.

Carol Brainbridge (2013) InstrinsicMotivation

Furåker, B., Håkansson, K., &Karlsson, J. (2011). Commitment to Work and Job Satisfaction: Studies of Work Orientations. Routledge

Griffin, R., Phillips J., & Gully, S. (2016). Organizational Behavior: Managing People and Organizations. Cengage Learning.

Kozlowski, S., (2013). The Oxford Handbook of Organizational Psychology, Volume 1. OUP USA

MSG (2013) Management Study Guide and motivation theories.

Mullins, L., (2013). Management and OrganisationalBehaviour 11th edn. Pearson Education Limited

Mullins, L., (2016). Management and OrganisationalBehaviour 11th edn. Pearson Education Limited

Slocum J.W and Hellriegel D (2007) Fundamentals of organizational behavior; Thomson southWestern publishers; Printed in China.



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