How Organizational Behavior Will Make Me an Effective Manager.

There have been numerous theories surrounding leadership, which attempt to explain which form is most effective in the workplace. A universalistic approach was once used to rationalize leadership and it was believed that successful leaders possessed certain common abilities and traits. However, today due to external factors such as globalization and advanced technologies, there has been an evolution towards a new paradigm of leadership. Subordinates want to feel empowered and engaged at the workplace and often the behaviors and relationships between leaders and their subordinates become important to understand in order to fully understand effective leadership. Contingency theories have been developed in which people began to look at the behavior of leaders in specific situations. Two such contingency theories are: Path-Goal and Hershey and Blanchard’s Situational Theory.

I strongly believe that a leader must be adaptable to the situation and therefore prefer the Contingency theories. I shall therefore use two contingency theories to illustrate my ability to fulfil key responsibilities of my leadership role.

“Inspired by the International Red Cross movement established to provide assistance to wounded soldiers, the American Red Cross was established in 1881 by Clara Barton and a number of her acquaintances” (Peerbolte, 2011, p. 17). The mission of the American Red Cross remains largely focused on military service members. However, the organization has expanded on its initial purpose. “The American Red Cross was mandated by a modified congressional charter in 1905 to provide assistance to those wounded by war, provide communication between military

Coaching is providing a professional relationship that helps people bridge the gap between where they are now and where they want to be or ought to be (International Coach Federation, 2015). Leaders who coach their employees and followers look for ways to help them improve their leadership skills and potential. Active coaches seek to find solutions and strategies that will help discover or clarify what must be achieved while holding the person accountable. As a leader, one must reflect on ways to coach members with the intent of facilitating change and achieving potential.

Organizations have a commitment to employees to provide an evaluation based on performance that is being performed the position held. Managers include the aspects of responsibilities, strengths, and weaknesses of performance that are presented on a daily basis by an employee. Managers face moral and ethical issues that require critical decisions to be made. Using ethically responsible management practices and facing social issues during performance evaluations can provide adequate and precise appraisals to employees.

I have never been as un-motivated as my first semester at graduate school. This lack of motivation was due to one of my class that I have to take at my first semester. My level of motivation was as low as 40 out of 100. This management class was a face to face class and we had to meet once every week.

Contingency theory is developed to show that the style of leadership that will be used depends on several factors such as the situation, the people, the task, the organization, and other environmental variables. Among the theories contributing towards this thought include:-

This paper will inform readers about the attributes of managing organizational behavior. This paper articulate an effective leadership approach from a biblical perspective. This paper describe core attributes and their roles for managing behavior. This paper presents linkage and support form scripture in the Bible. I have integrate biblical principles about leaders and leadership behavior. Lastly, this paper presents the distinctions from popular models in purpose and perceptive. My paper will discuss my beliefs on managing organizational behavior from experiences and observations from communication, time management, and evaluations. These perspective alone with other critical information will be structured in my paper with proper

Developing a project is not a easy process. There are many steps involved in it before the project gets developed. While developing a project we have to indentify the each and every goal in the project and how the these goals have to be achieved or in which order they have to be placed in order complete the project

One attraction of the contingency approach among theorists and practitioners alike is its situational perspective. Those interested in research issues regarding organization and management can use the contingency perspective to explain why some factors influence situations in one setting but have virtually no influence in another setting. Indeed, one objective of research within the contingency framework is to specify those dimensions and conditions that do affect a situation and those that do not. For the manager, the requirement from the contingency perspective is to identify which technique will, in a particular situation, best contribute to the attainment of organizational goals. For instance, under some circumstances, an authoritarian leadership style may be more appropriate than a leadership style that tries to get workers internally motivated.tuation. While the contingency approach is useful in recognizing that the complexity involved in understanding human and organizational systems makes it difficult to develop universal principles of management, there have been several criticisms of the approach. For one, it has been pointed out that the logical extension of the contingency approach is that all situations are unique. If this is true, then management can be practiced only by intuition and

The contingency approach matches different communication strategies with different situations. It recognizes that one communication method may be effective in one situation and ineffective in another. Thus it is a pragmatic approach. The behavioral approach draws from several psychological theories to explain managerial behavior. Unfortunately, the theoretical explanations are extremely complex, often confusing and difficult to learn, making the contingency method the better choice of the two in the majority of business problem situations.

I believe that the relationship between the study of Organizational Behavior and the effective management of people in organizations is absolutely direct. It is impossible to manage people in organization effectively without knowledge about OB, organizational structure, communicational skills, empoyees’ satisfaction, motivation, change process, etc. It is impossible to solve any problem or conflict in the organization without understanding of the rules of Organizational Behavior. Whenever people interact in organizations, many factors come into play. Modern organizational studies attempt to understand and model these factors. Like all modernist social sciences, organizational studies seek to

Contingency theory functions under the notion that organisation and management should act according to the different situations of an individual. Moreover, in this type of model in management there is no perfect approach in the methods of leadership, because each workplace is unique, the intervention or approaches depends on the current situation the management is facing. To achieve the maximum potential of the working body, leaders or officers must determine and understand the most effective management style for each circumstance. Moreover, contingency is a plan on how to implement actions in dealing with different possible outcomes. Lastly, contingency theory in the work environment determines and prevent undesirable conflicts by handling persons in the altruistic way as possible.

Situation analysis is the vital part of the behavioural practices of organisation. Significant analysis of each situation prior to action helps to use all the current knowledge about people in the organisation in the most appropriate manner.

This type of manager also believes that employees thank that work is terrible one, but it is important for saving life due to most of the employee preferred feeling safety with life-long work more than voluntary. On the other hand, managers who tend toward theory Y prefer taking part in making decisions and working with employees. This group suggests that work is natural, instead of forcing workers to follow exactly the decisions of managers. They build up an open and creative atmosphere in the workplace. All of the other approaches are based on theories X and Y. Therefore, there are relatively autocratic or relatively democratic ways of making decision on contingency approach (Tannenbaum and Schmidt, 1973, pg 42 in Hannagan 2002). The behavioural approach has two principle dimensions: a concern for people (development from Theory Y) and a concern for task (development from Theory X) (Stogdill, 1957, pg39 in Hannagan 2002). Theory X and Y is also an original of three important theories including: the situational theory (Hersey and Blanchard, 1982, pg48 in Hannagan 2002), the path-goal theory (House, 1971,pg51 in Hannagan 2002) and the participatory theory (Vroom and Vetton, 1973,pg 52 in Hannagan 2002). Golmen (2000), pg60 in Hannagan 2002 suggests that there are six leadership styles: coercive, authoritative, affiliative, democratic, pacesetting and coaching.