Understand Role Of Organisational Behaviour-Myassignmenthelp.Com

Question: Explain Understand Role Of Organisational Behaviour? Answer: Introduction The purpose of this paper is to understand the role of organisational behaviour in the workplace. Organisational behaviour is a wide aspect that ahs a vital and significant role in the organisation building. The organisations are not only the pieces of machinery or building but are indeed, individuals who have a continuous interaction for accomplishing the mutual goals and shared aims. Organisational behaviour and its related theories help the organisational managers to have a comprehend understanding of what individuals feel, think and perform in the organisational setting (Colquitt, et al., 2011). To study the aspect, theories and importance of organisational behaviour is essentially required by the management as well as the organisational managers to have an effective control over eth organization and its future sustainability. Organisational behaviour is an in-depth study which helps in analysing the impact that the organisational structure, groups and the individuals in the orga nisations have on the behaviour existing within the organisations for the aim of implementing such knowledge for having improvements in the effectiveness and efficiency of the organisations (Jones and Jones, 2010). The paper will present the various key aspects of organisational behaviour such as attitude organisational commitment and job satisfaction and their association with organisational behaviour in the workplace. Organisational behaviour in the workplace Organisational behaviour has several theories that offer extensive knowledge regarding the aspect and its role in the organisational setting. The first theory is the Scientific Management Theory developed by FW Taylor. As per this theory, it was evaluated that the organisational employees work less than their capacity which results in a big loss in the organisational productivity and efficiency. To resolve such issues in an organisation, the theory suggest that every work must be matched with the worker in respect with its ability and competence (Waring, 2016). As well as the organisations must take use of the punishment and rewards as the motivators for so that the complete capacity of the employees can be utilized. The next key theory of organisational behaviour is Bureaucratic Theory developed by Weber and its key aim is to decrease the ambiguity and diversity in the organisations. The theory helps in developing clear lines of command, control and authority in the organisations as it emphasizes on having a hierarchical and formal structure of power (Hirst, 2011). Weber also develops a view point that the organisational behaviour is a strong network of human interactions where there can be effective understanding of all kind of behaviours with the aspect of cause and effect. As per the theory, there is developed a notion that the organisations and the employees work better when there are set rules and regulations with effective control. Another vital theory of organisational behaviour that has huge importance in the organisational setting is the contingency theory. According to the theorists worked upon the the role of contingency theory has explained atht as per this theory the conflicts are amalgamable in nature rather than avoidable (Battilana and Casciaro, 2012). The organisational behaviour has a wide impact of the contingencies and the unforeseen events and thus it is essential for the organisational mangers to have a change in the organisational behavi our to manage and sustain those contingencies. Accounting, the contingency theory suggests that the organisational behaviour must be flexible so that there can be effective and fast implementation of changes in it (Robbins, 2009). (Source: edu, n.d.) There are various models of organisational behaviour too that play a recognized role in the behaviour prevailing the organisations. There are basically four models i.e. autocratic, custodial, supportive and collegial. The first is autocratic which explains that the complete focus is upon power and the managers used to behave in a strict way to make the employees work. In present time, such style or such kind of organisational behaviour does not work (edu, n.d.) The second model is custodial which explains that the managers make the employees work by influencing them with monetary benefits. The managers only decide what is good or bad for the employees and the employees are not in an authoritative position to take their individuals steps in order to improve their efficiency of work (Bakker and Schaufeli, 2008). The third model is supportive that impact the organisational setting as in such organisational behaviours the managers are highly supportive and work upon the aim of achieving increased level of employee involvement and engagement. This is one of the most preferred and adaptive way of managing organisations from the employees perspective. The last model is collegial that explains that there is a team work in the organisation. The employees are managed wt a little control and they primarily work in groups and thus there is a shared organisational behaviour aspect (Solinger, Van Olffen and Roe, 2008). Attitudes also play a major role in the organisational behaviour as attitudes are the evaluative statements that could be unfavourable or favourable depending upon the events, individuals and objects. It reflects the manner in which the individuals sense about something. Audit of an individuals towards his or her job is extremely significant as it defines that whether that individuals is contended or not with the work. There is another theory which explains the strong association between behaviour and attitudes named self-perception theory. As per the theory, individuals decide upon their respective feelings and attitudes by analysing themselves the way they behave in several situations (Miner, 2015). Attitudes are of huge importance and the managers are required to have a good understanding of the same. It is essential that which employee gets motivated with which benefit or factor. This shows their attitude towards work. Therefore, if managers will have activities that reduces the dissonance of eth employees and helps them in having a positive attitude towards work then it results in better productivity and engagement. The attitude of the managers towards their employees also plays a major role in decreasing the turnover rate of the employees as positive attitude of the managers helps in achieving a better communication with the employees and understanding their issues which results in improved organisational behaviour (Robbins and Judge, 2012). There is a direct relation of organisational behaviour with job satisfaction as well as the organisational commitment of the employees. The job satisfaction of the employees also impacts the organisational behaviour, mainly by the individuals perceptions of fairness and equity in eth organisations. If the employees have a perception that the supervisors or the organisational managers do not have fairness in the pay or their behaviour then it leads to decline of the job satisfaction of the employees (Ashkanasy and Humphrey, 2011). On the other hand, if the behaviour of the managers is found to be fair enough then it results in increased level of job satisfaction and trust and as a result they are more willing to work and accomplish the organisational goals. The employees who have a positive attitude towards their work also have upsurge level of job satisfaction which enhances their engagement with the organisation for a longer period of time. The improved level of job satisfaction has a direct relation with the employees organisational commitment as the more the satisfied workforce is there in an organisation, the better are the chances of organisational commitment as they do not ahve a sense of leaving the organisation. The successful job performance of the employees results in sense of accomplishment, enhanced pays, getting promotions and other rewards and recognitions, all such desirable outcomes leads to increased job satisfaction and upsurge organisational commitment (Naylor, Pritchard and Ilgen, 2013). (Source: Swe, n.d.) In the present scenario, there are number of issues that exist in the organisations because of the organisational behaviour aspects such as social concerns, ethical issues and cultural issues. To manage such issues and problems as well as to take care that the organisational staff is committed it is necessary that the managers must take effective and efficient steps. From the relevant research and findings, there has been analysed some of the new developments in the organisational behaviour such as in the present time the organisations develop building blocks for understanding and managing the organisational behaviour. There is a behaviour management process as per which the managers identify the various challenges and try to improve, manage and redirect the existing behaviour. Secondly they identify the various caused of the present behaviour. Next step taken by them is to suggest a strategy or solution for attaining the behavioural gaols and finally they implement the strategy or t he solution and adjust and monitor it as required by the organisation for managing the organisation in the most effective manner (Miner, 2015). Conclusion The paper concludes that there is a vital role of organisational behaviour and its related theories in the organisational setting. In the earlier times, there were effective use of bureaucratic and scientific management theories in the organizations for the supporting organisational behaviour but it leads to some critical issues which results in dissatisfaction for the employees. But in present time, there is a vital importance given to the attitudes, job satisfaction and the organisational commitment of the employees and the organisational behaviour is directed in such a way only. The managers take much use of supportive model or the supportive behaviour in managing the workforce so that the employees can feel satisfied and have a strong organisational commitment and positive attitude towards work. References Edu, n.d. Chapter 1 Organization and Organizational Behaviour. Pp.174. Accessed on: 5th September, 2017. Accessed from: https://tmv.edu.in/pdf/Distance_education/BCA%20Books/BCA%20VI%20SEM/BCA-629%20OB.pdf Naylor, J.C., Pritchard, R.D. and Ilgen, D.R., 2013.A theory of behavior in organizations. Academic Press. Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011.Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change. 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