Organisational Behaviour

There are several approaches to organizational management, the first includes formulating a plan, blueprint, or roadmap to make the intended function or process work, selecting a team needed to analyze the business or organization’s primary functions, and devise a matrix needed to manage the different roles, responsibilities, and positions within the business or organization. These approaches to organizational management are based on management theories, the assumptions that companies can control their future, and predict the outcome.

Scientific Management is often condemned for engaging a rigid and generalised approach, as it applied the same

In order to understand Organisational Behaviour you must understand what organisation is. I researched definitions for organisation in order to understand them here are the example. An organisation is a tool used by people to coordinate their actions to gain something they desire or value. Organisations provide goods and services. Organisations employ people. Organisations bring together people and resources to produce products and services. Organisations basically exist to create value.

“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

There is also the systems theory approach to contemporary management. This approach focuses on the relationship that exists between the organization and the general public. It defines an organization as a system that is either closed or open, but in most cases open. In that regard, an open system is defined as an organizational interaction with its own environment by way of inputs and its outputs. Therefore, it can be said that the environment impacts on the organization while the organization also has an impact on the environment.

Organizational Behavior is the study and application of understanding about how people, individuals, and groups act in organizations. Its function is to assemble better relationships by achieving human objectives, organizational objectives, and social objectives. Organizational behavior involves management paying attention to the employees’ issues, both work related and personal to make the work environment a better place. Organizational Behavior explains why an organization is only as popular and proficient as it’s employees that execute daily activities. According to Hunt, Osborn, and Schermerhorn (2005), “Individual, interpersonal, and organizational factors determine the behavior and ultimate value of an organization’s employees” (p.

The most known of these studies was the Hawthorne Studies which displayed how job groups provide mutual backing and efficient resistance to management samples to increase production. This study considered that workers did not correspond to classical motivational methods as it was thought in the scientific management and Taylor approaches, but rather employees were also interested in the bonuses and penalties of their own job group. These studies, led in the 1920 's began as a simple attempt to define the relationship between work environment and effeciency. The outcomes of the research led investigators to feel that they had a

As the course suggests, there are various theories to lead by. The Scientific Management theory suggests that standard work flow and work conditions give the best outputs and that proper planning, effective training and careful recruitment are parts of scientific management. I agree whole-heartedly with F. W. Taylor in this theory and I plan on looking for ‘one best way’ to do any task so that quality can be assured in the coming future. Along with that, a clear but concise bureaucracy needs to exist so that elements such as chain of command, order, unity of direction, unity of command and lines of authority can be well defined.

The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and

The worker always like work and wants to achieve their targets and goals on time

In ten years, Greenscape had grown from a one-person venture into the largest nursery and landscaping business in its area. Its founder, Lita Ong, combined a lifelong interest in plants with a botany degree to provide a unique customer service. Ong had managed the company’s growth so that even with twenty full-time employees working in six to eight crews, the

This requires extensive product, policy and procedure knowledge and skill to communicate effectively with the clients. They also require the knowledge and skill to identify specialised client needs and to operate tools that enables performance efficiency and effectiveness.

A Strong culture is very important in improving performances at organizations by emphasizing concepts like ‘being the best’, innovation, superior quality & of being open participative companies in which employees are seen as the most valuable asset. (Peters & Waterman 1982: p 285, cited in Organizational behaviour & work by Fiona M Wilson).

Q1.Using the Assessment tools we have discussed in unit 6, (McKinsey 7-S framework, Balanced Scorecard, SWOT Analysis etc) provide a complete assessment of the company you are currently working for. If you were CEO what would you change and why - provide your recommendation with a Before and After Organizational chart. - If you are not working at this time - use a past employer.

From the definition of motivation we can see that money cannot be the vehicle that drives an employee to focus on a company’s objectives. Abraham Maslow’s Hierarchy of needs theory, assumes that there are five needs that every human being has. These needs being psychological, safety, social, esteem and self-actualization (Robbins and Judge 2011). A company that adopts this theory can come to conclusion that money will motivate as money would meet more of these needs with every salary increase. But what happens when self-actualization has been realized? How will the employee remain motivated then? The problem with this theory is that it assumes that if you are hungry you will not go to church even though generally people who are poorer are usually more religious.