Organizational behavior is based on the organization culture. The culture refers to values and shared attitudes embedded in the organization, which affect the behavior of both employers and employees. Organizational behavior, therefore, represents the human dynamics that influence the relationship between employers and employees. Issues in organizational behavior are affected by the increasing development and use of technology, through various systems that leave lasting impacts on the organizations and aid on meeting challenges on organizational behavior issues.
Organizational behavior is guided by five principles namely psychology, sociology, social psychology, anthropology and political science. Psychology is the study of the mind and behavior. Thus, managers use this principle to determine the response of their employees, which is guided by their actions (Ayiekoh, 2013). Their environment influences Employees' activities. Hence, employees depend on psychology to determine how the work environment changes employee behavior. Sociology refers to how people relate to each other (Ayiekoh, 2013) thus promoting cohesion and teamwork in the workplace. Sociology guides organizational behavior due to a large workforce.
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Social psychology, on the other hand, studies the influence of group behavior on individual behavior, which analyses how individuals’ behavior is affected by other people (Ayiekoh, 2013). Anthropology highlights the different values and attitudes in the society that influence individual behavior (Ayiekoh, 2013). Such views tend to vary according to different cultures representing different countries. Political science studies how people relate to a political environment, which is key to understanding workplace dynamics that affect organizational behavior (Ayiekoh, 2013). This study facilitates knowledge of laws and policies that govern business operations, hence influencing organizational behavior. As such, organizational behavior is vital for any organization, and managers should incorporate methods and systems for dealing with the challenges affecting the action.
There exists various organizational behavior issues, chief among them being managerial issues. Managers are faced with workplace diversity and changing workplace demographics (Ayiekoh, 2013). Workplace diversity is influenced by the presence of employees from different cultural backgrounds, varying ethnic origins and different physical and psychological capacities among others. Managers incorporate both abled and disabled employees, seeing as both groups present various skills that enhance organizational productivity. Furthermore, the demographics have given employees of different ages and gender, hence the development of a mixed-blended workforce (Ayiekoh, 2013). Such a workforce presents different ideas and strategies that could be implemented in achieving the organization’s goals. The family issue is also another organizational behavior issue, which mostly results in dual-career couples (Ayiekoh, 2013). Such couples pursue different career paths hence influencing each other’s corporate behavior.
The managerial issues presented are not without challenges. Workplace diversity results in dealing with different people that form the workforce, hence the need to consider different values and beliefs. Furthermore, the need to recognize the differences in the values and beliefs of employees presents a managerial challenge. Managers are required to respond in a manner to ensure retention of all employees by eliminating discrimination, as well as enhancing productivity by promoting inclusivity.
The changing demographics present a challenge in establishing values that accommodate the different demographics. Ignoring the demographics often leads to interpersonal conflicts, harassment, discrimination in the workplace, and eventually employee turnover. As such, managers are tasked with promoting organizational behavior that incorporates a diverse workforce.
Another issue affecting organizational behavior is globalization. Recent times have seen broken international boundaries in business, hence facilitating a global market and a global business environment. Globalization promotes business activities beyond national borders, thus the interaction with different cultures and languages. As such, organizations tend to expand their operations, therefore, incorporating different employees in a bid to keep up with globalization. Furthermore, the development of the world into a global village further improves business operations thereby improving productivity. Organizations also bank on globalization to positively compete in international markets (Ayiekoh, 2013), which further enhances the scope and market reach of the businesses.
However, globalization presents various challenges. Working with individuals from different cultures requires managers to learn and adopt new management styles that incorporate the diverse workforce (Ann, 2015). The management styles may be harder to achieve seeing as the managers need to include the employees, who represent different cultures. Assimilation of new employees to an already existing organization also affects the organizational behavior, hence presenting managers with the challenge of ensuring appropriate integration of the two crops of employees.
Moreover, conducting business in foreign lands subjects organizations and managers to unfamiliar laws, attitudes and management practices, which pose a challenge to organizational behavior (Ann, 2015). Managers often find themselves restricted by specific rules, which hinders operations in the organizations, and in other instances, the expansion of organizations. As such, managers are pressured to integrate the regulations and practices to maintain a competitive advantage in international markets.
Organizational issues also influence corporate behavior. These issues include technology and innovations, and ethical behavior in the organization (Ann, 2015). Technology and innovations are ever changing due to increased breakthroughs in technological advancements. Technology ensures that an organization maintains its competitive advantage, as it improves the quality of products and services produced, as well as the quality in operations.
Ethical behavior, on the other hand, forms the backbone of organizational operations, culture, and practice. Ethics govern interpersonal employee behavior, as well as their attitudes and behavior towards customers. Managers are also tasked with enhancing ethics in their operations, include performance reviews. Ethical behavior has a significant impact on organizational behavior.
The challenges facing technology and innovations manifest in managing technology and changes. Such management requires the flexibility of operations to improve and facilitate continuous innovation (Ann, 2015). The other challenge is in encouraging and enhancing employees’ creativity when it comes to technological change and innovations. Most employees are resistant to change, thus affecting the fusion of technology and innovations into the workplace. More so, employees that are not in the Information technology department are less motivated to be creative in matters of technology and changes.
In addition to technology and innovation, ethical behavior is affected by conflicting personal and organizational interests (Ann, 2015). As such, individuals have a hard time in merging personal and corporate beliefs, thereby affecting organizational behavior. Employees tend to uphold own values over company values, thus changing business operations. Managers are tasked with ensuring that organizational values are dominant over personal ones.
Based on the issues presented above, some systems are most appropriate to introduce to curb the challenges highlighted. Communication systems are necessary for dealing with the challenges posed by diversity and ethical behavior. These systems promote better management communication, which ensures that communication goals are achieved appropriately, to all cultures and communities represented in the organization (Moussa, 2015). Communication systems also provide that there is no discrimination in communication, thereby improving consistency and order, both of which will enhance the workflow.
Furthermore, diversity is enhanced through the use of Human Resource Development (HRD) which ensures that all employee personal needs are met (Moussa, 2015). HRD improves employee satisfaction, thereby boosting productivity. Additionally, HRD is also used in performance evaluation systems to ensure both employees and managers uphold ethical behavior. HRD also facilitates ethical decision making in performance management.
In meeting the challenges posed by globalization, an internet system is applied. The internet facilitates information exchange thus promoting the global village and globalization in whole. The information passed on the internet facilitates global learning, which provides knowledge of the dynamics of the international markets (Marković, 2008). The experience shared also enlightens managers on the laws and differing culture present in the global markets that the organization seeks to venture in. The internet also improves flexibility in delivery services (Marković, 2008) thus reducing delivery costs while meeting customer expectations and improving customer experience.
When it comes to technological challenges, a management system for technology and innovations is vital. Management system enhances the use of collaborative technology to facilitate better internal communication (Ahmad, 2014) which is key to boosting skills and productivity in the organization. More so, the management system ensures collaboration between the organization and its members in stimulating creativity and improving innovations. Creativity is boosted through shared knowledge, which is facilitated by technological advancements (Ahmad, 2014). Proper management systems ensure that technology is integrated into the organizational culture, hence influencing organizational behavior.
Of the systems provided above, several can have the most significant impact on the organization. The use of communication systems in informing management programs includes room for constructive feedback, which enhances employee participation in decision making and problem-solving (Ann, 2015). The systems also form informal networks for social support, through HRD, which ensure that employees receive adequate support from their peers in the workplace (Ann, 2015). Such support enhances productivity as it provides employees’ psychological needs are well met. Additionally, training programs for employees offer that ethical behavior is promoted and ethics upheld in performance management systems. Technology is also used to meet the human needs of personal connection (Moussa, 2015), hence improving inclusivity of all, thereby eliminating discrimination in the workplace.
The use of collaborative technology increases productivity due to its use in internal communication. Collaborative technology promotes teamwork as employees tend to work together using new technology to ensure that the organizational goals are met (Ahmad, 2014). Sharing of knowledge also enhances workplace relationships as it also keeps the organization up-to-date with emerging technology (Ahmad, 2014). The bonds formed facilitate problem-solving that have a positive impact on the organization.
The use of the internet to promote globalization ensures that the organization has a competitive advantage globally. The internet presents new ideas that allow the organization to keep up with the dynamic business environment (Marković, 2008). Furthermore, the organization can keep up with business trends which also promotes its competitive advantage (Marković, 2008). The change brought about by globalization is facilitated by the internet, which eases diversity and cultural integration for employees working in different regions away from their own. The organization also uses the internet to achieve managerial systems that incorporate variety.
In conclusion, organizational behavior presents various issues and challenges. These issues include managerial, global and technological issues. Each of the problems presents challenges that hinder the integration of technology into organizational behavior. As such, some systems are developed to ensure the challenges are met. Such methods include managerial systems, communication systems and the use of collaborative technology to promote technology and innovations in the workplace. The integration and application of these systems in the organization elicit a lasting impact on the organization.
References
Ahmad, S. (2014). Technology in Organizations. International Journal of Research in Business Management , 2 (7).
Ann, A. (2015). Analyze current challenges faced by managers in organization. Research Gate .
Ayiekoh, Y. (2013). Organization Behavior, Challenges and Opportunities. Research Gate .
Marković, M. (2008). Managing the organizational change and culture in the age of globalization. Journal of Business Economics and Management , 9 (1), 3-11. doi: 10.3846/1611-1699.2008.9.3-11
Moussa, M. (2015). Monitoring Employee Behavior Through the Use of Technology and Issues of Employee Privacy in America. Sage Journals , 5 (2).
