How organizational structure affects organizational behaviour
The structure of an organization greatly impacts its organizational behavior ( Tolbert & Hall, 2015) . An organizational structure may be such that all employees follow orders for above or the managerial heads. In this kind of an organization, all decisions are made from the top. It may not be easy to recognize the individual efforts or contribution of an employee at the lower levels of the organization. It may result in low morale among employees. Employees with low morale are not able or willing to put in extra work, and as a result, productivity may go down. An organization with rigid policies may also lose its productivity as the employees may soon become displeased and tired. In general, the organizational structure that puts employees in the dark and disregards their contribution and effort only works to create a sense of distrust and dissatisfaction among employees. The employees may become lax, less loyal, and develop low morale within the workplace.
Effective organization structure, on the other hand, works to improve the aspects of organizational behavior such as coordination and operations. An organizational structure in which authority is decentralized gives room for a freer workplace ( Tolbert & Hall, 2015) . Employees love to work in a freer workplace. In such a structure, employees may be grouped into teams with each team working towards achieving its goals and objectives. The level of moral is high, and each team member works to contribute to the success of the team. It is easy to recognize the hard-working and the exceptional employees in these small units. Employees feel appreciated, trusted, and recognized in a freer workplace. They feel like they matter to the organization, and they, in turn, give back through loyalty, hard work, and determination. The behavior in such an organization is often exquisite. An effective organization structure is what works best for a particular organization.
Delegate your assignment to our experts and they will do the rest.
How organizational communications can be used to support organizational behavior
Effective communication is required for the proper functioning of an organization ( Mumby& Kuhn, 2018) . Organizational behavior is greatly dependent on the mode of communication within the organization. How managers address employees determines how they respond and conduct themselves within the organization. Proper communication from the top teaches those in the lower levels on how to communicate within the organization. Effective communication by everyone within the organization support organization behavior in terms of operations, performance, and conduct. An organization may be as big as an international firm with offices in major cities around the world. There will be managerial heads at the international, regional, and local levels of the organization. It is important to know who to answer to and how to address everyone within the organization. In such an organization, proper communication methods will help run operations across all the offices. Employees working at different levels will know who to answer to and what portion of work to take. Effective communication will also determine the growth and success of the organization, as its good communication methods attract clients.
Ineffective communication can be termed either as miscommunication or poor communication. Miscommunication may result in accidents or even death, depending on the nature of the organization. Poor communication may results in the loss of money, a waste of time, and lawsuits, among other things. Ineffective communication is associated with poor organizational behavior. Ineffective communication only works to worsen organizational behavior. Poor communication and miscommunication results in mistrust, decreased loyalty, low morale, and poor or lax performance. It will, in turn, deprive the organization of other aspects such as customers and money. Ineffective communication only puts the organization in a bad situation as far as organizational behavior is concerned.
References
Mumby, D. K., & Kuhn, T. R. (2018). Organizational Communication: A Critical Introduction . Sage Publications.
Tolbert, P. S., & Hall, R. H. (2015). Organizations: Structures, processes, and outcomes . Routledge.
