Organization Behavior:-
Global Entrepreneurship
1.0 Overview
1.1 Background
Organization behavior: For our case in this paper will only emphasize managing people and organizations. Alongside the discussion, the paper will describe the leadership’s role in organizational change. The primary goal of this text based on the creation and strengthening of competitive organization gain by improving the leaders’ grasp of human resources that have a pivotal role in every organization.
1.2 Objectives
- Explain managerial perspectives on organizational behavior
- Managing transitions: organization culture and change
- Identify significant regulatory challenges and relate them to organizational behavior
- Discuss how to use knowledge of organizational behavior to manage for effectiveness
- Organization control and reward systems
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1.3 Case Issues
In our case study, case issues may range from corporate culture, methods of change in organization development, decision making in teams, workgroups composition, cohesiveness, and norms, the organization needs to assess employees’ performance and ethical values.
1.4 Case justification
The case study will set foot on one of the largest companies known as BHP Billiton in Australia. The case argument will determine the work relationships between the managers and employees, composition, and structure of the firm and methods fronted to gear on the companies’ goals. In the paper, the key to bringing in theories and principles of organizational behavior is also imperative.
2.0 Literature Review
Many organizations have neglected the critical issues of the employees. The positive achievement of BHP Billiton Company has achieved due to the combination of factors. The leaders have taken every single chance to improve company welfare. Different from many companies, the company has shifted from traditional perspectives on employees. Many organizations have not achieved much due to poor blood with the people working in the organization. The behavior has caused by today’s common human behaviors on productive and counterproductive.
Many employees have sidelined and taken for granted by their managers since all credits warranted to them. However, the diversity of working force is increasing hence rising need to change on approach in the organizations. For managers to coup up with these diversities should well understand that the decisions of the organization should involve all stakeholders. Motivation approach, for example, should gear to enhance worker’s morale.
BHP Billiton Company has a different approach to its leaders by giving them skills. The requirement has emerged as a result of pressure mounting on many firms, hence strengthening the company’s effectiveness and competitive advantage. The company’s effectiveness has also been relating to an operational paradigm shift on deploying technological resources and strategic initiatives. In addition, the leaders also depend on motivation, personality, and attitudes of their workforces. In a supportive model of organization behavior, leadership centered more than goals. The model support that is the managerial approach that provides a conducive environment to grow and furnish workers to meet theirs successfully.
BHP Billiton Company, in this case, has established a mutual relationship between the managers and employees. Organization behavior theories try to explain the behavior of people in the organization. One of the theories includes motivation. The best approach to describe motivation is by using the expectancy theory. The theory explains how employees get motivated to put a high level of effort to achieve the goals of the organization.
The managers motivate and strengthen workers’ perceptions through giving an appraisal on a good performance, and the performance will lead to the organizational effort, which will translate the satisfactions of both organizational and personal goals. The more open and participative approach increases the results of the firm. The approach develops the sense of having a common purpose due to the enhancement of teamwork. The foundations that leaders built to cement the partnership with the employees (collegial model).
Ethical values in managing people and organizations should hugely discuss. Values represent the specific behaviors that exist in individuals. The values lay the foundation for the understanding of attitude, perception, and motivation. Employees establish ethical value systems in work, and the organizations shape them to aid and improve ethical organization practices. BHP Billiton Company has a better reputation than other competing companies. The firm has applied a competitive advantage ethical system though costly but effective in the short run. Although the moral system may be imperative, some flaws may look on check since they may not motivate to improve and utilize their capacities.
3.0 Analyses and Development
3.1 Organization Behavior plan
Basing our case in the BHP Billiton Company, several factors have to play in for the realization of better efficacy. An organization plan may involve strategies that may be laid down to improve the cases raised in the literature review. They include:
3.1.1 Need for social support.
The social support requires the establishment of a strong social support system, and the aspect of giving and receiving affection and attention is needed. The social support system may entirely change the workers’ behavior through:
- a) Establishing work experiences that enhance social inclusiveness in team morale
- b) Creating a channel to dissolve interpersonal conflicts that bring tension on employment relation
- c) Emphasizing the positive part of social rewards such as promotion, recognition, and public acclaim
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3.1.2 Need for authority
The need for authority reflects behavior-oriented on influencing workers and looking for chances to gain control and power. The model explains how an individual has personal concerns at work instead of participating in the job and team specification. The behavior is due to the urge to achieve their personal goals by portraying ambitions, self-confidence, and good will9. The plan may lead to positive results such as
- a) Promote employees with socialized authority skills over others bring about personalized power motives.
- b) The leaders should give socialized authority position high visibility in the organization
3.2 Challenges in the organization behavior strategy
- Dynamism in the workforce
The organization must deal increasingly with the changing of the labor force across the divide of organization requirements. Skills and training and values and beliefs workforces need to change regularly to maintain employees’ sets skills to enhance operational effectiveness.
- Change in customers’ expectation
From the word go, customers will always give an upper hand to the product of high quality and low price. The managers, therefore, need to establish close attachment with the juniors for dedication to increasing the quality of product and customer services.
- The shift of organization to international competition
Withdrawal of trade barriers and the introduction of free-market trade across the countries have resulted in stiff competition, forcing firms to find another alternative approach to advance their profits. Thus downsize jobs, modify the re-design of the product and introduce advanced technologies in their organization costing them a lot of capital.
4.0 Recommendation and Conclusion
The text would like to recommend the following:
It is constantly beneficial to practice what you preach. In case you mistreat any personnel, you cannot realistically anticipate your subordinates to treat staff better. As a leader, your movements speak louder than phrases – setting the standard (instance) for the remedy of employees during your agency.
It is always beneficial to exercise what you pontificate. If you mistreat any employees, you can’t realistically expect your subordinates to deal with employees better. As a leader, your movements speak louder than phrases – putting the standard (example) for the remedy of personnel for the duration of your company.
Actual humans-orientated managers are individuals who spend greater time honing their workers’ competencies than another ability set. They realize that if they manipulate human beings poorly, their managerial careers will unavoidably suffer gravely. Also, they remember that their legacies as leaders may be defined with the aid of the people they leave at the back of within the company.
To maintain motivation, companies need to regularly become aware of, verify and attack the de-motivators – those practices or activities that don’t “activate” the running humans. Motivation requires businesses to set their personnel on heart – inspiring them to be their quality, to take dangers, to think like marketers, and to unharness their many, synergistic ability.
Human beings have strengths and weaknesses. It’s far too easy to de-encourage employees by harping on their weaknesses. Conversely, employees can get sufficiently motivated to do their first-rate each day while the areas of their strengths should be recognized and used for the good of the organization.
The purpose of each manager needs to be to help create a genuinely motivating agency – one which evokes each worker to do his/her excellent every day, in particular, while the supervisor is not searching. On this position, the motivating managers act as a facilitator, instructor, teacher, and incessant cheerleader. Also, managers recognize the vital duty of preparing personnel for constant changes in their organization.
4.1 Review of Organization Behavior strategy plan
Behavioral theories and models assist in outdoing problems in the employer putting where managers use a large angle to remedy complicated issues attached the desires and pastimes of the agency information OB expound the skills of managers and the connection with the personnel
4.2 Conclusion
In the end, growing a motivating organization can pose an outstanding assignment for every leader. It comes with creativity, instinct, experience, stewardship, and steadfast faith in the goodness of people. There’s no different path or detour to developing an excessive-overall performance organization. The organizational transformation from effectiveness to greatness starts with the popularity that the people are certainly your most essential asset and need to be controlled each day as such.
