Journal of Behavioural Applied Management - MyAssignmenthelp.com

Question: Discuss about the Journal of Behavioural Applied Management. Answer: Introduction: The essay is a discussion on organizational behaviour. Success of an organization depends on the effectiveness and efficiency put forward by the management whose effectiveness in turn depends on managing the human skills and the level of understanding the desires and needs of its people. Organizational behaviour refers to the behaviour of the people within organization. Organizational behaviour represents three determinants of the behaviour within the organizations that includes individuals, structure and group. Through this essay, one will be able to understand how organizational behaviour represents an academic discipline that helps in understanding, describing, predicting and controlling the human behaviour in an organizational ambience. The essay therefore, focuses on the application of theories of organizational behaviour in an organizational setting. There is also discussion on the various problem situations of an organization and the proactive managerial intervention. The essa y also puts forward a critical view on the current developments of the organizational behaviour. Application of the Theories of Organizational Behaviour in an Organizational Setting The organizational behaviour theory that finds an application in organizational setting includes classical organizational theory, neoclassical organizational theory, contingency theory and systems theory. The classical organization theory had its evolution during the beginning of the century (Shafritz, Ott and Jang 2015). It is a combination of scientific management theory, bureaucratic theory and administrative theory. The scientific management theory focused on four principles. These included the ideal way of performing every task, carefully matching the worker to their task, closely supervising workers, ensuring the task of management in control, and planning. The bureaucratic theory however emphasized on the need of hierarchical structure for ensuring power. The administrative theory emphasized on the establishment of the management principles to most of the organizations. Thus, the classical theory was mechanistic and rigid. The neoclassical organizational theory addressed vario us problems helped in displaying genuine concern for the needs of the humans. Contingency theory refers to the effectiveness of management in adapting the changes of the environment (Mikes and Kaplan 2013). The systems theory is based on the foundation that there is an interrelation between all the organizational components and hence changing one of the variables might have an impact on the others (Anderson and Vongpanitlerd 2013). Evaluation of Problem Situations of Organization The expansion and diversification of the organization leads to the intensification of workplace related issues (Egan 2013). Most often, the underlying causes for the problems remain in lack of flowing and open communication and use of wrong organizational structure. Some of these problems include: Issue of the Employees: In an organization, employees might face problems because of personal trauma, structure of the company, issues with the supervisor and personality conflicts. The management of the organization must be aware regarding the cause of the problem and the reason responsible for triggering it (Zhu et al. 2013). Sometimes when there is no clear identification of the trigger then the reason falls back upon confusing and insufficient communications. For instance, an employee of a decentralized organization might feel the need to answer multiple supervisors if there is a lack in communication of the proper chain of command. Problems with the Team: In order to ensure high performance teams must dedicate themselves towards working hard o an agreed particular goal. In such cases if there is a personal disconnect amongst the team members then there is a possibility of the team becoming non functional. The issue often crops up from the lack of proper communication by the organizational management that not only tend to confuse teams but also hamper common goals (Cox and Bobrowski 2016). Lack of Proper Internal Communication: In spite of having an organizational chart and other defined roles and functions, if each of the departments works independently then its results in disorganization of the workplace (Mishra, Boynton and Mishra 2014). When projects do not have specific deadlines, mandated outcomes and written instructions, workers not only get confused but it also results in poor work not completed within time. Proactive Managerial Interventions in Dealing with the Problem Situations The job of a manager is to use the organizational behaviour tools for increasing the effectiveness of the organization towards achieving its goals. Management refers to the process that deals with planning, leading, organizing and controlling the financial, material and human resources of an organization that helps in increasing its effectiveness (Tims, Bakker and Derks 2013). The teachings of organizational behaviour can significantly enhance the personal sensibilities of a person and towards the following attributes: Working with the people from Diverse Culture: The things that might seem to have a motivational factor might not have an influence on the workforce. Sometimes, the communication style of the manager might be so straight that the workforce might find it uncomfortable and threatening (Fullan 2014). Here comes the need of proactive intervention by the manager where it is necessary for him or her in learning to get adapt the managerial style and align it with the cultural, religious and geographic disparities of the workplace. Ensuring Workforce Diversity: Organizations have become a heterogeneous mix of people in terms of race, gender, age, sexual orientation and ethnicity. These disparities and clichs can hardly be ignored since in real world the people are not only educated but also possess a prowess for working (Podsiadlowski et al. 2013). There it is necessary for the managers to intervene proactively so that they are able to accommodate this diverse group through addressing their work styles, family needs and lifestyles. Ensuring enhanced Customer Service: Various organizations have resulted in a failure, as their employees were unable to please the customers. Thus, management must take up a proactive role in creating a culture that is customer responsive (Rawson, Duncan and Jones 2013). In such scenarios, organizational behaviour can provide necessary guidance in helping the mangers in the creation of cultures where employees become more courteous, friendlier, knowledgeable, prompt and accessible in response to the needs of the customers. This attitude will also help in pleasing the patrons. Ensuring Ethically Healthier Climate: It is necessary for the managers in proactively creating an ethically healthy climate for the employees so that they not only work productively but also confronts minimal level of uncertainty regarding the right and wrong behavioural constitutes. The understanding of the organizational behaviour helps the managers in understanding the elements of the work place. Comparison and Critique to the Current Developments of Organizational Behaviour To focus on single finding, arguments were put forward for ignoring studies that would receive accreditation for development of the organizational behaviour as a study field for the human resource professionals (Bolman and Deal 2017). The idea of scientifically looking at the productivity and behaviour of the workplace with the target of enhancing the quality and amount of work done by the employee along with the idea that the workers did not belong to the interchangeable resources were no longer held. Instead, the workers remained unique to the company in terms of their potential and psychology. This put forward a newer perspective of organizational behaviour. Overtime, organizational behaviour had focused on various topics related to the study. During the second war, around the 1940s the field primarily focused on management science and logistics. In the 1970s, however, theories of institutions and contingency along with organizational ecology, bounded rationality and resource dependence came to the forefront as the field had more focus on the quantitative research (Wilson 2013). The set of theories and findings have helped the organization in better understanding on how to make improvement in the business structure and ensure decision-making. Thus, since the year, 1970s, the work done in the organizational behaviour field has primarily focused on the cultural aspects of the organization that included class, race, culture relativism and gender roles and how these roles helped in ensuring productivity. During this time, the focus remained more on the qualitative aspects of the research and the manner in which background and identity helped in informed decision-making. Academic programs that focus on the aspect of organizational behaviour are a part of the curriculum of social work schools, business schools and psychology. Findings of the research results of the organizational behaviour is also used by human relation professionals and executives for better understanding the culture of the business and how the culture hinders or facilitates employee retention and productivity (Barry and Wilkinson 2016). Thus, the application of the knowledge and theory of organizational behaviour is broken into sections that includes, job satisfaction, personality, leadership, reward management, power, politics and authority. Conclusion: The essay ends by comparing and put forward a critique to the findings of the current developments of the organizational behaviour. There is also discussion on the problem situation of an organization and proactive role of a manager in dealing with the situations. The essay helps one to conclude that organizational behaviour helps in ensuring effective business organizations. 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