Workplace behaviour is a common topic of modern psychological studies behaviour within an organisation is an important aspect of human psychological functioning. Work psychology is mainly concerned with several relationships, but the main issues are the relationship between the individual and the individual’s work and the relationships among the members of an organisation (J. Arnold et al., 2005). Other areas of interest for work psychology are personnel selection, education, performance appraisals, organisational development, personal development, workplace safety, and motivation (J. Arnold et al., 2005). Despite the amount of different factors that define workplace behaviour, knowing leadership skills, employee motivation practices, and how to translate the company’s mission statement to the individual level allows business leaders to cover all relevant factors that improve workplace behaviour, productivity, and competitiveness on the market.
Approaches to Improving Workplace Behaviour
Workplace behaviour is defined as a pattern of employee behaviour that affects the organisation directly or indirectly. Although performance behaviour is the only type of behaviour strictly linked to work-related behaviour, managing that behaviour alone is not enough to gain a competitive edge on the market because other aspects of workplace behaviour are interconnected (Griffin and Moorhead, 2012). For example, the company’s ethical policies can interfere with the employees’ motivation and commitment at work (Collier and Esteban, 2007). Essentially, Collier and Esteban (2007) distinguish between motivation as a willingness to perform corporate duties and commitment as the reinforcement that supports long-term motivation. Motivation and commitment are the main determinants for workplace productivity, so the company will perform better than the competition if leaders invest in their employees’ motivation and commitment.
Business practices. Inspiration and charisma are not the only traits required to improve motivation and commitment, so business leaders must know which constructive business practices support their employees (Moyles, 2006). For example, studies show that employees with access to wellness programs have an ability to cope with more stress, and the companies that implement those programs for employees report less interpersonal aggression, sexual harassment, violence, and other undesirable workplace behavioural patterns (Hellriegel and Slocum, 2009). Such practices improve employees’ well-being and directly reflect on their productivity and performance, so they are often used by companies who want to perform better than their competitors.
Company and individual goal orientation. One of the most important aspects of organization growth and development are coherency and integrity. If the management does not translate the company’s mission statement adequately to each department, the employees will not be able to effectively correlate their individual goals with the company’s goals (Kaplan and Norton, 1996). When a company excessively focuses on managing financial goals and neglects other aspects, such as employee relationships, personal goals, or learning, the company does not grow harmoniously and cannot compete with other companies on the market. In those cases, productivity can suffer because people will feel confused, lose motivation, and lack a sense of contribution. Only when all employees are working together towards a common goal, the company can expect a coherent growth that will allow it to remain competitive on the market.
Team leadership models. Besides focusing on integrity towards reaching a common goal, team leadership defines productivity and efficiency. Several contemporary theories deal with various aspects of leadership, such as authentic leadership, transformational leadership, ethical leadership, or positive behaviour leadership (Avolio, Walumbwa, and Weber, 2009). However, studies by K. Arnold et al. (2007) indicated that transformational leadership can increase psychological well-being at work, but meaningful work was an important mediator to achieve a significant impact on positive workplace behaviour. A more sophisticated model of leadership does not constrict itself to one premise, but it has to focus on more aspects to significantly increase employee productivity.
While Goleman (1998) emphasizes and elaborates on emotional intelligence as the fundamental requirement for successful leadership, Goleman does not decline the ability to influence followers through technical skills that rely on scientific research models. Some traits help business leaders gain an advantage over their competitors by improving workplace behaviour, but traits alone are not sufficient without learning and experience (Kirkpatrick and Locke, 1991). Nohria, Groysberg, and Lee (2008) state that all people have four drives in common, and those are the drive to acquire, bond, comprehend, and defend. Business managers who can satisfy all four drives will notice six times more increase in employee motivation, commitment, and productivity than managers who improve only one drive (Nohria, Groysberg, and Lee, 2008). The only way to stay ahead of the competition is to improve workplace behaviour on many aspects at the same time.
Conclusion
In business, improving workplace behaviour can have a better impact on the company’s ranking than focusing on direct competition. Knowing personal abilities and resources has been emphasized by Sun Tzu, and the same principle that was used to defeat an opponent in war can be used to increase performance against the competitors (McNeilly, 2011). Business leaders who are familiar with workplace behaviour management know that effective leadership skills and methods cover several employee needs and improve all aspects of employee behaviour to maximize motivation and productivity. The company can prosper only when all employees work towards the same goal and when managers improve all aspects of workplace behaviour.
Research and Conceptual Clarity
Students to complete details below:
1. Can you identify the process that you undertook to answer the topic:
I engaged in research to understand various aspects and determinants of workplace behaviour. After identifying the most influential determinants through critical thinking, I analyzed them and presented them. The consistent statement found in all relevant literature is that workplace behaviour improvements influence all performance results. Furthermore, the key point in all relevant research is that engaging several workplace behaviour improvements is the only method to perform significantly better than the competition. The answer relied mainly on those two scientifically supported statements.
2. Briefly, comment on its effectiveness.
The process was effective because it was organized and included developing my own correlations, conclusions, and critical thinking skills about influencing workplace behaviour.
3. What (if anything) would you do differently?
I am satisfied with my insight into the importance of acting from various directions simultaneously to achieve significant results. I would not change anything.
4. What is the key issue in the topic you selected?
The key issue in workplace behaviour is that it cannot be influenced through specific or predetermined measures because it is a complex topic. To adequately influence workplace behaviour for the purpose of performing better than the competition, a broad intervention from many directions is required.
5. What (if anything) else did you need to know to answer the question more fully?
I cannot think of anything else that could answer the question better.
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