Organizational Behavior for Conceptual Heuristic -myassignmenthelp

Question: Discuss about theOrganizational Behavior for Conceptual Heuristic Device. Answer: Introduction In todays life, it is very critical to understand human behavior that constantly changes in relation to time and region. Behavior is definable as an individual response that is observable either directly or indirectly (Charney 2016). Personal behaviors tend to be unpredictable, always follow a prescribed pattern, and may influence other persons in an organization. Organization is definable as a collection of individuals that work together for a common goal. Therefore, organizational behavior is the process of analyzing all the collection of human dynamics in every organization, to help the management in understanding the relationships between the employers, employees and the interaction among the employees (Anteby Anderson 2014, p.16).The process of learning the organization behaviors requires an in-depth understanding of individual deferences and then as group at large. This article, therefore, looks at the theories and approaches that can be used to address some potential human be haviors that might rise in an organization. Organization behavior entails methods and ways on how to train, develop and motivate all staffs to prosper the business to higher level. The manager achieves this through ensuring that there is job satisfaction, promotion of innovativeness and leadership development (Lopez Medina 2015, p. 590). Misguided organization behavior is an obstacle to the competitiveness of an organization in the market since the success of an organization results from the morale and attitude of an individual undertaking the task. The varied characters among people in an organization cause different types of organizational behaviors in every business entity even though there should be concerted actions for specific organizations. Different organizational theories explain the causes and ways on how to go about the behaviors in an organization (Lopez Medina 2015, p. 592) .These are; Scientific Leadership, a theory that focuses on how jobs should be efficiently done by determining the organization goals and outlining the performance standards from both the departmental managers and the staffs. The theory realizes that assigning expertise to specific jobs with a time frame in a set excellent standards results in quality product and services. Human Relationship Approach theory studies the effects of different plant illumination against the staff productivity (Lopez Medina 2015, p. 594). The argument concluded into a unified approach Hawthorne effect on both the formal and informal organizations that any positive human relation affects productivity in a positive way. Decision-Making Approach mainly focuses on the decisions that are in line with the objectives of the organization. Therefore, the theory dictates that all the decisions made are environmentally restricted and always meets the minimum criteria for success. Neo Human Relations School focuses on the structures of the modern organization. The theory gave birth to other theories such as the Maslows Hierarchy of Needs that explains the necessity of staffs motivation to meet their basic needs such as safety, psychological state, love, esteem and self-actualization (Lopez Medina 2015, p. 596). The school of thought also includes; Theory X and Theory Y. The Theory X ensures that managers control the staff's behaviors and reward them appropriately when the organization needs are achievable; on the other hand, Theory Y takes an assumption that workers are capable of undertaking their tasks and the management is only to facilitate the achievement of the organizational goal through achieving an individual work. Systems Approach takes into account the input, process within the systems and output (Colwell Callaghan 2013, p. 352). It views an organization as a single union whereby one department depends on the other from the production to the sales of the products and services. Therefore, it takes into a concern of every employee in the organization. Organizational behavior is determinable by three factors, namely, individual, groups and organizational structure. All these three determiners focus on the behavioral disciplines such as psychology, sociology, social psychology, anthropology and political science (Kavanagh 2014). Psychology is a science that seeks in measuring, explaining and changing the behaviors of human beings. Sociology is a science that studies the relationship between persons and other people, to improve the relations among different groups of an organization. Social psychology in the other hand is a science the blends together with sociology to see how a group of people influence an individual in an organization. Anthropology is the study of a particular society about the religion, customs, education, values, and culture while Political science is the study of the power influence an individual in an environment. Because of different types of employees there are varied types of problems and challenges that if not well addressed by the management in time will lead to decreased under- performance (DeNisi 2011). The individual problems can be as a result of environmental factors, personal, psychological factors, social factors and physical factors. These problems may cause failure in an entire organization. The common problems with organizational behavior are like stubbornness or resistance to change of technological change or change of internal process. The manager can avoid such an incident through proper communication and training of the staffs. Another likely issue might be lack of motivation on the organizational growth, which will eventually affect the behavior of the teams by either not seeking out for the opportunities presented by the organization. Therefore in totality, it is upon the management to learn the cause of the problems and apply the appropriate method to solve it (Kavanagh 2014). For example, an organizational manager can understand the behavior of an employee through closely associating and observing him or her. The learned information will tell the either if the employee will be productive or will be a problem creator to the organization. Therefore it is very vital for a manager to have even a bit of psychological knowledge the manager can use different types of psychologist approaches to study the mind and behavior of an employee (Coldwell Callaghan 2013, p. 356). For example, the Big Five dimensions of personality that are emotional stability, extraversion, openness, agreeableness, conscientiousness. The other tool is DISC an acronym of Dominance, to mean the way one will respond to challenges. Influencing means the capability of changing the personal view of another person. Steadiness means how one can react t o the pace of an environment and Compliance to say how one is responding to the set rules and regulations. Group issues might result from the differences created by the individual conflict that may lead to two or more groups of workers that do not go along (Coldwell Callaghan 2013, p. 360). Such discords are always unhealthy for an organization and therefore to be successful, the groups in an organization must dedicate their efforts towards the goal by trying to eliminate any individual difference among them. The problems always arise from poor communication styles and failures by the management to diagnose problems in time to foster cohesiveness. Organizational issues always arise when the individual problems propagate to the group problems then advance to the organization level as a result of failure by the management to take the corrective actions in time. Other organizational issues may be like high staff turnover a situation whereby the workers are not satisfied with the work and internationalization leading to employment of international employees with little knowledge of national culture. Managers are responsible for formulating and addressing all the issues that form the behaviors in an organization by taking proper action on the negatives ones and promoting the positive things (Anteby Anderson 2014, p. 20). The management should always be able to do a preliminary assessment of any complaint raised by any staff or when the manager learns of inappropriate behavior in a work place. The initial evaluation determines what the complaint is about, and to determine how to proceed with the matter (Kavanagh 2014, p. 3). The manager then proceeds to determine whether it is necessary to investigate the complaint. At some point the manager may call for counseling of an employee who has a personal conflict for example family issues or even those that struggle with alcoholism. In the investigation stage, the manager uncovers all the information required in solving the problem. At this stage, the employee is always informed of the allegations and given an opportunity to respond. I n most cases of group conflicts, the manager may opt to create good understanding between the parties by calling for both of them to dialogue and apologize to one another if the incident is minor. At while when the incident is serious, disciplinary action to be taken by the Work Laws and Agreements. Conclusion For the success of an organization, it does not depend on the organizational development, or economic understanding but rather a better understanding of each employees behavior in relation to other employees, employer, and customer. The management should understand the entire subordinate so as have a harmonious working place that will see to the fulfillment of the objectives since the success of an enterprise is ultimately depending on the employees attitude, morale and commitment. List of References Anteby, M. and Anderson, C. (2014). The shifting landscape of LGBT organizational research. Research in Organizational Behavior, 34, pp.3-25. Charney, E. (2016). Genes, behavior, and behavior genetics. Wiley Interdisciplinary Reviews: Cognitive Science, 8(1-2), p.e1405. Coldwell, D. and Callaghan, C. (2013). Specific Organizational Citizenship Behaviours and Organizational Effectiveness: The Development of a Conceptual Heuristic Device. Journal for the Theory of Social Behaviour, 44(3), pp.347-367. DeNisi, A. (2011). Managing Performance to Change Behavior. Journal of Organizational Behavior Management, 31(4), pp.262-276. Kavanagh, D. (2014). Talking Organization. Organization Management Journal, 11(1), pp.3-3. Lopez, E. and Medina, A. (2015). Influence of ethical behaviors in corporate governance. International Journal of Managing Projects in Business, 8(3), pp.586-611.