Management and Organizational Behavior and Factors †Free Samples

Question: Discuss about the Management and Organizational Behavior and Factors. Answer: The purpose of this essay is to highlight the factors that how various theories of organizational behavior can be applied in an organizational environment and to evaluate some organizational issues with managerial interventions with high concern about sensitive social, cultural and ethical issues. The essay further elaborates more findings on the recent developments in the organizational behavior. It can be said that success of each business organization highly depends on the effectiveness of the management body and the managerial skills are also dependent on the human skills of the general workforce. Organizational behavior can be referred to as the specific field of study that allows investigating the impact of the workforce have on behaviors within the business organization. It is a matter of fact that, attitude can positively or negatively affect an individuals behavior and that individual may or may not be aware of his or her attitude that can affect his or her behavior (Ycel 2012). An individual who has a positive attitude towards work and towards the colleagues can positively influence the organization and the individuals around them. A man with good attitude is generally active and productive and they usually help to improve the general mood in the workplace. The attitude and behavior of the individuals in the workplace can be categorized into four sections and those are mentioned below. Utilitarian attitude can be referred to as a persons attitude that can be derived from community or self interest (Weng and McElroy 2012). As an example it can be said that getting a raise means more disposable income and the individuals would have a positive attitude at the workplace after getting a raise and that would definitely affect the behavior of the general workforce. Rationalizing is another means by which individuals form attitudes. Whenever organizations appeal to the individuals logic and describe why they are pursuing a specific strategy, it can gather positive attitude towards the strategy or task. On the other hand, if the task or strategy looks illogical the attitude towards the task gets negative. Some individuals have a tendency of protecting their ego and that results in a general negative attitude in the organization (Van Dierendonck and Jacobs 2012). If the management criticizes a specific employees work without providing any suggestions for further improvement, workers can form a negative attitude and eventually may think that the management is not good for defending their work. Thus, the managers must carefully try to manage the criticism and provide solution, without pointing out only the issues. Within the organizations individuals tend to develop central values and those values are not every time simple or explicit. The managerial body must be aware of the fact that what might be more important to the workers of the organization from a values perspective. It can be said, that, having such awareness in the managerial body can enhance passion among the workers of the organization. At times, attitudes can become infectious and may influence the behavior of the surrounding individuals (Nagar 2012). Thus, the organizations must recognize that it is quite possible to influence a persons attitude and behavior. Job satisfaction, positive work environment and reward system these all help to reinforce specified behavior. Consistency is the key to alter ones behavior and fostering initiatives to influence specific behaviors is not enough, and everyone in the workplace needs to have commitment towards the success of the initiatives.it is also equally important that some activities would be more effective some specific individuals than the general workforce. Thus, the managerial body would like to structure various behavior change strategies for getting the best result in the workplace. The term job satisfaction is one of the most researched job attitudes. Various motivation theories regarding work have explained the implied role of satisfaction of job. This kind of expansive research has been linked with productivity, motivation, accidents, mental health and general satisfaction of life (Sageer, Rafat and Agarwal 2012). A common theory states that emotional state of a person gets affected by the interactions within their workplace. Individuals can identify themselves by their profession like doctor, teacher or a lawyer. This it can be said that individuals well being at workplace is a potentially significant aspect of research. Job satisfaction can be defined as a pleasurable or emotional state that results from the appraisal of an individuals job or experiences of job. The term job satisfaction consists of emotional, behavioral and cognitive components. Emotional component can be referred to as the feelings which are related to jobs, such as anxiety, boredom, excitement and acknowledgement. Another component of job satisfaction is cognitive component and that is applicable to the beliefs related an individuals job whether it is respectable and mentally challenging and also rewarding. The final component of job satisfaction is behavioral component and this section includes individuals actions with respect to their work, like working late, tardiness or faking (Wang and Hsieh 2012) illness just to avoid work. Job satisfaction can be referred to as the positive attitude or emotional disposition individuals acquire in the workplace (Fu and Deshpande 2014). The workers job satisfaction emerges as the central attraction in various researches as it is strongly linked with job performance. It is a matter of fact that job satisfaction can be categorized into two parts, the first one is global job satisfaction, which deals with the workers general feelings about their jobs and the latter one is facet satisfaction and it is referred to as feelings related to specified job aspects, like remuneration, benefits, growth opportunities and many more (Eslami and Gharakhani 2012). There are various myths about the topic of job satisfaction and regarding this issue. One of them is that an employee, who is happy, must be a productive worker, but researches do not support this myth and on the other hand many researches show that sometimes casualness can affect productivity (Collie, Shapka and Perry 2012). On the contrary it is also a fact that a happy employee promotes positive ambience in the workplace and they do not spread negativity and in a way boosts the general productivity. Another popular myth is the more you pay the workers the more productivity can be achieved, but this is another baseless comment. As in many cases, it is seen that employees with huge salary structure does not ensure productivity as they may get bored by the type of their job (Aydin, Sarier and Uysal 2013). It is a matter of fact that organizational commitment is something highly valuable in the workplace. Various researches have shown that commitment deeply impacts the productivity of an organization (Chun et al. 2013). It is a fact that a highly committed workforce would easily identify the targets and values of the organization and in most cases has a desire to work in the organization and portray a great organizational citizenship behavior. For an example it can be said that, these individuals have a will power to surpass their allocated job duties. In this case, it can be said that if human source can be said as the asset of an organization, then a motivated and committed workforce can be referred to as having a competitive advantage of the organization over its rivals (Braun et al. 2013). Various studies have proven that there is a positive relationship between organizational commitment and the behavior of the employees, like higher effort given by the employees, better employee r etention and better work attendance and many more. In short, it can be said that in todays changing work environment organizations cannot guarantee that an employee would get stuck into one organization for the rest of his or her life. Thus to conclude, it can be said that attitude of the employees and organizational commitment is very important factors for an organization to grow with higher productivity and profitability. In todays changing market it is a matter of fact that if the organization cannot provide job satisfaction, the employees would lose their motivation to work and that would directly affect the productivity and profitability of the organization. Thus, the managerial body of the organizations should look into this matter and ensure that the employees are satisfied with the ambience and environment of the organization, so that they can work peacefully to maintain the productivity and the profitability of the organization. In short, thus, it can be said that organizational commitment is highly dependent on the job satisfaction and the managerial body of the organizations should stress on the factors that would keep the satisfaction level of the employees on the higher side. Thus ii can be said that o rganizational commitment and job satisfaction both are important for an rganization to grow while maintaining both its productivity and profitability. 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