Organizational behavior is basically the behavior of employees within an organization. According to Wood et al. (2012) the success of any organization depends on the effectiveness and efficiency of management, and that the effectiveness of management depends on the human skills and how well managers understand the desires and needs of the employees. Also, for an organization to develop, the employees also have to be developed. Organizational behavior, therefore, investigates the effect that structures, groups, and individuals have on behavior. This essay will therefore through the use of real-life examples, describe the various concepts of organizational behavior.
The scope and importance of organizational behavior are growing at a fast rate due to several studies that have been conducted to cover the gaps in the changing business, ethical and cultural environments of firms. Managers are thus required to focus on employee’s reaction, response, and nature to the array of situations of the company that are becoming significant in the global market. These changing conditions include technology, skill deficiencies, organizational change and work diversity among others. In this regard, a number of theories have been developed to evaluate organizational behavior. Common factors that mostly affect employee behavior are satisfaction and motivation. These factors are important for any organization because they lead to high levels of human productivity, leads to profitable operations within the organization and they are also a better remedy for resistance organizational change.
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For example, a case of organizational behavior is seen in Sprint Corporation. Sprint is a company within the telecommunication industry, and it deals mainly with the provision of internet and wireless services. For some time the management of Sprint has implemented various cost-cutting measures so as to improve profitability for the company as well as to reduce the expenses. This involved cutting down on perks that had implications for motivation and job satisfaction. As the first of numerous cuts, the CEO Marcelo Claure was able to reduce the organization’s operating expenses by $2.5 billion over a period of six months (“ Sprint embarks on $2.5 billion…,”2010) . The perks reduced included free yogurt and water that was given to the employees. Though this move had a positive impact qon the company’s financials, it also led to dissatisfied employees and this affected their overall productivity.
Max Weber, Herzberg and Alderfer among other scholars came up with theories that looked into the needs that motivate employees and the dynamics that surround employee motivation ( Wood et al., 2012) . In their description, they concluded that managers have the opportunity to motivate the employees through job designs, compensation packages, management styles and organizational events. For example, Maslow’s classified the needs in a hierarchy. Psychological needs included rest breaks, lunch breaks, and sufficient wages, safety needs included retirement benefits and security within the work environment, social needs included social events, Esteem needs to be included recognition for work well done, and self-actualization was about the provision of a challenging opportunity for career growth.
Managers, therefore, ought to consider all the needs that are likely to motivate employees and act on them as these also affect organizational behavior. However, when the managers try to motivate workers, they ought to make sure that they do not reward all at the same time, but simultaneously. This is because it is important managers ought to tell the workers where they are going wrong in terms of carrying their duties, as well as on how they can achieve better results.
References
Davis, M. (2010, October 01). Sprint embarks on $2.5 billion cost cutting effort likely to cost jobs. The Kankas City Star.
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Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R., & Seet, P. S. (2012). Organisational behaviour: Core concepts and applications . John Wiley & Sons Australia, Ltd..
