Critically Examine the Following Statement “the Behaviour of the Organisation Determines the Success or Failure of the Organisation”.
Critically examine the following statement “the behaviour of the organisation determines the success or failure of the organisation”.
An organization consists of individuals with different tasks attempting to accomplish a common purpose. For a business, this purpose is the creation and delivery of goods or services for its customers. According to Blanchard and Johnson (1998), organizational behaviour is a field of study that investigates the impact that individuals, groups and organizational structure have on behaviour within the organization, for the purpose of applying such knowledge towards improving an organizational effectiveness. Moreover Flamholtz (1996) adds that organisational behaviour is the systematic study and careful application of knowledge about how people as individuals and as members of groups act within organizations. It strives to identify ways in which people can act more effectively.
The behaviour of an organisation marks the success or failure of an organisation. A behaviour that usually goes hand in hand with the predetermined goals and missions of an organization determines the success of an organization. Luthans and Youssef (2007) add that it requires good management to be in a position to shape up the individual and group behaviours that affect organization for it not to affect an organisation so that success is achieved. On the other hand if the behaviour does not go in tandem with the objectives of the firm then failure is bound to happen as the creation and delivery of goods or services for customers is affected.
The behaviour of the organisation determines the success of the organisation when people as individuals in the firm and as members of groups act within organizations practice open communication. In order for an organization to function and perform successfully, there is need to communicate freely among employees and employers, that is the need for vertical and horizontal communication must be feasible, (Luthans, 2002). This
An organization consists of individuals with different tasks attempting to accomplish a common purpose. For a business, this purpose is the creation and delivery of goods or services for its customers. According to Blanchard and Johnson (1998), organizational behaviour is a field of study that investigates the impact that individuals, groups and organizational structure have on behaviour within the organization, for the purpose of applying such knowledge towards improving an organizational effectiveness. Moreover Flamholtz (1996) adds that organisational behaviour is the systematic study and careful application of knowledge about how people as individuals and as members of groups act within organizations. It strives to identify ways in which people can act more effectively.
The behaviour of an organisation marks the success or failure of an organisation. A behaviour that usually goes hand in hand with the predetermined goals and missions of an organization determines the success of an organization. Luthans and Youssef (2007) add that it requires good management to be in a position to shape up the individual and group behaviours that affect organization for it not to affect an organisation so that success is achieved. On the other hand if the behaviour does not go in tandem with the objectives of the firm then failure is bound to happen as the creation and delivery of goods or services for customers is affected.
The behaviour of the organisation determines the success of the organisation when people as individuals in the firm and as members of groups act within organizations practice open communication. In order for an organization to function and perform successfully, there is need to communicate freely among employees and employers, that is the need for vertical and horizontal communication must be feasible, (Luthans, 2002). This
References: 1. Flamholtz E. G. (1996) Effective Management Control: Theory and Practice. Published by Kluwer Academic Publishers 2. Harrison, D. A., Newman, D. A., &Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305–325. 3. Hersey P. Blanchard K. H., Johnson D. E. (1998) Management of Organizational Behaviour Utilizing Human Resources. 7th Edition, Published by Ghosh, Prentice Hall of India Private Limited. 4. Lilius, J. M., Worline, M. C., Maitlis, S., Kanov, J., Dutton, J. E., & Frost, P. (2008). The contours and consequences of compassion at work. Journal of Organizational Behavior, 29, 193–218. 5. Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 26, 695–706. 6. Luthans, F., & Youssef, C. M. (2007). Emerging Positive Organizational Behavior. Journal of Management, 33, 321–349. 7. Muse, L., Harris, S. G., Giles,W. F., & Feild, H. S. (2008).Work-life benefits and positive organizational behavior: Is there a connection? Journal of Organizational Behavior, 29, 171–192. 8. Myers, D. G. (2000). The funds, friends and faith of happy people. American Psychologist, 55, 56–67. 9. Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293–315. 10. Tetrick, L. E. (2002). Individual and organizational health. In D. Ganster, & P. L. Perrewe (Eds.), Research in organizational stress and well-being (Vol. 3, pp. 107–141). Greenwich, CN: JAI Press.