Challenges and Opportunities of Organizational Behavior

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CHALLENGES AND OPPORTUNITIES OF ORGANIZATIONAL BEHAVIOR
1. The creation of Q global village 2. Workforce diversity 3. Improving quality and productivity 4. Improving People skills 5. Management control to empowerment 6. Stability and flexibility 7. Improving ethical behavior. There are a lot of challenges and opportunities today for managers to use Organizational behavior concepts. The critical issues for which Organization behavior offers solutions are: 1. The creation of a global village The world has truly become global village. As multinational companies develop operations world wide, as workers chase job opportunities across national borders, managers have to become capable of working with people from different cultures. 2. Workforce diversity Workforce diversity addresses differences among people within given countries. It means that Organizations are becoming more heterogeneous in terms of gender, race and ethnicity. When diversity is not managed properly, there is potential for higher turnover, more difficult communication and more interpersonal conflicts. So workforce diversity has important implications for management practice. 3. Improving quality and productivity Toward Improving quality and productivity, managers are implementing programs such as TQM (Total Quality Management) and Reengineering programs that require extensive employee involvement. The Organizational behavior offers important insights into helping managers work through those programs. 4. Improving people skills Organizational behavior represents relevant concepts and theories that can help a manager to predict and explain the behavior of people at work. In addition, it also provides insights into specific people skills that can be used on the job. Organizational Behavior also helps at improving a manager's interpersonal skills. 5. Management control to empowerment

In the 1980s, managers were encouraged to get their employees to participate in work related decisions. But now managers are going considerably further by allowing employees full control of their work. In so doing, managers have to learn how to give up control and employees have to learn how to take responsibility for their work and make appropriate decisions. 6. Stability and flexibility Now days, change is an ongoing activity for most managers. The study of Organizational behavior can provide important insights into helping a manager better understand a work world of continual change and how to overcome resistance to change . So today's managers and employees must learn to cope with temporariness. 7. Improving ethical behavior Today's manager needs to create an ethically healthy climate for his or her employees where they can do their work productively and confront a minimal degree of ambiguity regarding what constitutes right and wrong behavior.

MODELS OF ORGANIZATIONAL BEHAVIOR
There are four models of organizational behavior: i. Autocratic model or theory, ii. Custodial model or theory, iii. Supportive model or theory, and iv. Collegial theory. Usually one model throughout accepted by all the organizations in the country but other models also find place in some of the organizations at the same time. We shall now discuss the various models of organizational behavior strictly in their historical order. 1. The Autocratic Model or Theory The autocratic model has its roots deep in history. The model was very much incurrent during industrial revolution. The model depends on power. ‘might is right’ was the motto. Those who are in command must have a power to demand. Employees are to follow the orders of their boss who has an authority to get the work done through people. If they fail to follow the orders, they are to be penalized. It means ‘you do this—or else will be punished’. It is threatening based on negative motivation and backed by power. The managerial orientation in this theory is formal, official authority. The authority is delegated with a right to command the people...
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