Importance of Studying Organizational Behavior
One of the tasks of human resource managers is to ensure that employee relations are healthy. This is the only way that such employees will be satisfied, and as a result, make use of their potential. A working environment where employees do not relate well is a catalyst for failure. This is where organizational behavior comes in. The study of organizational behavior entails learning the relations between an organization and individuals in the organization. In most cases, this study is undertaken in various levels, including the individual level, interpersonal levels, groups and organizations. Organizational behavior helps analyze the impact and influence that groups, individuals and the structure of the organization have on the general behavior within the organization in question. Such knowledge is then applied towards improving the effectiveness of the organization. Regardless, there are several reasons why studying organizational behavior is important.
Studying organizational behavior equips an individual to have knowledge on various aspects of management that are most likely to be successful. This might be the case when a manager wants to model the organization’s operations based on the success of other companies. As a matter of fact, a person studying organizational behavior will have to analyze several real-life examples in order to have a deep understanding on how various concepts dictate the success or failure of an organization (Robbins, 2008). By learning this, an individual becomes well-equipped with necessary skills to address issues and challenges that may arise in managing a business. Without such knowledge, a manager of an organization may end up committing numerous mistakes that may lead to the collapse of the organization. Such chances are minimized when the manager has a good background in organizational behavior.
Robbins argues that various organizational structures bring about different challenges, strengths and weaknesses (Robbins, 2008). Four elements are necessary for an organization to succeed: change, culture, motivation and system. Individuals tend to behave differently when they are in a group, as opposed to when they are alone. Because of this, there is a need for any human resource manager to understand what it takes to motivate a group of workers. Most managers make mistakes by trying to motivate individual employees, facilitating selfishness. A person with organizational behavior background is more likely to have this knowledge. They will also be in a position to understand the various approaches that they can use to effectively communicate their wishes without annoying the employees. On a similar note, organizational behavior plays a role in shaping the culture of an organization or a business. There is no doubt whatsoever that the organization’s behavior has a direct impact on its success or failure. Having a positive culture in an organization is an essential instrument to success.
Studying organizational behavior contributes to one’s personal growth. Understanding fellow humans and the way they operate, in itself, brings about personal fulfilment. There is no doubt that a person who understands others and how they work will have greater self-insight and self-knowledge. This brings about the debate about the real value of education. There have been arguments as to whether the role of education is to shape learners to be prepared to meet their work requirements, or whether it is to enhance their personal growth. Amid this debate, there is no doubt that studying organizational behavior achieves both (Robbins, 2008). First, the learner gets to understand the skills to use in managing businesses, thereby meeting the work-related skills. In addition to this, one gets personal fulfillment. With this being the case, there is no doubt that studying organizational behavior is a positive thing. In the recent past, there has been a significant increase in people who undertake this study. Mainly, this is because they want to achieve the two roles of education.
How Organizational Change can be managed to prevent its failure
The dynamics in the modern business environment dictate that organizational change is a constant issue. Simply put, organizational change cannot be wished away. For an organization to remain competitive in the market, there is a need for it to undergo numerous changes in order to adopt the best practices that can boost its productivity. Globalization and technological advancement are some of the factors that necessitate organizational change.
It would be wrong to think of organizational change as only comprising of major challenges in an organization. Change includes minor alterations on the operations of the organization, provided such changes are geared towards improving the operations of the company (Steers, 2004). Important to note is that such a move is often intended to address the numerous challenges that an organization may be facing. Despite this clear reason for organizational change, there is often resistance. A wrong approach to effecting organizational change may lead to the business failing. As such, it is important to understand how organizational change can be managed in order to prevent its failure.
Effecting organizational change entails changing the operations of the organization, from the current practices to the desired ones. In order to do this successfully, there are several techniques that can be employed. Some of these techniques are as discussed below.
First, one must have a clear understanding of the organization’s current status. As already stipulated, organizational change is as a result of the desire to replace the existing way of doing things with a new way. One needs to identify the challenges and problems that the organization faces. This will involve assigning such challenges and problems various degrees of importance. This will help an organization understand which challenge should be addressed first. It also entails assessing the changes that are relevant and necessary in order to solve the existing problems. This is the first step.
After gaining the above insight, one ought to envision the desired future or state of the organization. This should be done competently. After understanding the challenges and assessing the desired changes, one simply takes time off to create an illusionary picture of how the organization will look like after the change has been implemented (Steers, 2004). This stage must be communicated to all stakeholders involved. It would be wrong to implement the desired changes in a one-off. For stability purposes, there is a need to effect these changes in a planned manner, addressing challenges one after the other. It is important to note that organizational change does not entail a complete overhaul of the existing systems. It is important to retain some aspects existing so as to promote stability and reduce anxiety among workers. This is because some of the workers and employees could be against such a change. There is a need, therefore, to ensure that they are included in the process.
The last step would entail implementing the desired change in a manner that is orderly in order to avoid failure. The transition process is often the most difficult process of implementing organizational change. It is always advisable that the organization changing should draw a plan and allocate necessary resources to facilitate the change in a timely manner. It is also important that the organization’s management shares responsibility with the various stakeholders. Preparing them psychologically is essential in that it will enable them appreciate the need for change, thereby reducing resistance (Steers, 2004). It is easy to effect organizational change when all stakeholders approve the move. Resistances will be reduced. In addition, all people will participate in implementing the change. If the above steps are followed keenly, then it is easy to manage organizational change without failure.
How an organization can be effective despite its leader not being good
There is vast evidence to the effect that there is a direct relationship between an organization’s success and the leadership of such organizations. Leadership plays a significant role in determining the success of an organization. There is no doubt that proper and effective leadership translates to success. This is what most companies insist on. The shareholders of a company tend to look for the most suitable candidate who has the required set of skills to run the company (Schermerhorn, 2000). Despite this, there are circumstances when an organization’s leader is not too good. For instance, the way he relates with the employees is not appealing. He may also end up have a character that is hated by all the employees. There are several ways through which such an organization can be successful, despite the apparent failures from the owner. They may include as follows:
The first way through which success can be achieved in an organization is through delegating authority. Employees tend to react to the contact of the person to whom they relate directly. When and if the leader is not good to them, then the working environment will be moody. This will have a direct impact on their productivity. To remedy this, the leader may decide to spread his powers and roles among various employees who relate well with others. He may decide to take a passive role in the administration of duties in the organization. Although he will still be considered to be the leader, it would be prudent for such leaders to play a passive role if the organization is to succeed. This way, employees will be motivated to improve their performance.
The second way is through increasing the compensation of the workers and employees. Empirical research tends to show that employees are motivated by better compensation, more than anything. A leader who is not good may decide to use this approach in order to woo employees to work hard (Schermerhorn, 2000). One way he can implement this is through setting targets, and ensuring employees who meet such targets are adequately motivated by financial gifts. There is no doubt that the employees will do their best in order to achieve such targets. In addition, he may promise to promote hardworking employees to higher positions in the organization.
The last option is through making the employees feel that they are the owners of the organization. This can be achieved in various ways. Setting and defining different duties to the employees can definitely work. This approach will ensure every week has an employee who will take charge of the others. If this is the case, there is no doubt that performance of the organization will be boosted.
References
Robbins, S. P., & Judge, T. (2008). Essentials of organizational behavior. Upper Saddle River, NJ: Pearson/Prentice Hall.
Schermerhorn, J. R., Osborn, R., & Hunt, J. G. (2000). Organizational behavior. New York: Wiley.
Steers, R. M., Black, J. S., & Steers, R. M. (2004). Organizational behavior. New York: HarperCollins College Pub.
