Behavior in Organizations

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Interaction in an organization have different levels of challenges. The term organizational behavior is also a study of personality and group characteristics in an organization (Nelson & Campbell, 2012). The factors that influence organizational behavior are therefore numerous. With the global village and cultural interactions that have made the world a multicultural stage, organizational behavior is a helping tool for harmonious relations.

The study of organizational behavior allows a foresight on the possible behavior of different people with different backgrounds. In an organization therefore, this assists to develop competence as a likelihood of aforementioned behavior approaches. Acknowledging the fact that personality affects one’s response, the most efficient methods to understand personal behavior includes interviews, questionnaires, simulation, and survey (Nelson & Campbell, 2012).

To understand the terms properly, it is important to look at the relationship between the two. Personality is a reflection of a person’s moral character and qualities that make him or her compete in the job market. It means the specific patterns of behavior and responses to specific situations. The organization is responsible for harmonizing the different personalities in an effort to achieve productive progress and competence. In an organization, motivation of employees is a vital incentive for better productivity.

A motivated employee offers better services compared to one who is not well motivated to perform their tasks. Motivational processes begin by addressing psychological and physiological needs (Nelson & Campbell, 2012). These are the very essence of human motivation. Motivation activates the human will to work towards a given incentive or a goal. This theory relies on the nature of humans that we all have basic needs that are an advantage to activate the potential energy to perform a task.

Different situations trigger different reactions while needs are varied. Employees motivation is critical in an organization and requires improvement from time to time. Some ways of improving employees’ motivation include job enrichment, flexible time schedules, empowerment, quality circles, and employees stock ownership plan among others. Jobs must be satisfying and progressive providing opportunities for; achievement, recognition for a job well done, responsibility, and growth (Nelson & Campbell, 2012).

The flexible time schedule is a concept that provides the employee with the authority and ability to be in control of his or her own schedules. Splitting working time is paramount for workers as it allows them to chose their schedules hence enhancing productiveness (Nelson & Campbell, 2012).

Having employees work with flexible timing is not only convenient but also advantageous to both the employee and the employer. It is a mutual benefit to both parties. Giving some authority to employees is the best way to motivate them and to influence greater achievement in the end.

In his or her area of operations, each employee must have some level of authority to inculcate a sense of ownership and activate motivation to work. For instance, employees can work better if they have the power to resolve departmental issues without having to involve the management. This gives them a sense of independence, which is a positive ingredient in self-motivation. Quality circles are independent groups in the organization who keep employees’ farewell in check.

This helps in dealing with specific areas where there are discrepancies hence improving the employees’ working conditions, which ultimately improves their level of motivation. Retaining good and competent employees is not easy. Finding an equal match for lost employees also is a heavy task for the Human resource department.

To motivate employees to stay, many organizations are using the Employee stock ownership plan as a benefit package for their services. The sense of ownership and the understanding that an increase in value in terms of performance benefits the employees promotes hard work.

As the company increase in value due to their hard work, the value of their stock also goes up (Nelson & Campbell, 2012). Communication is a vital tool for development in business. Employees feel more comfortable with leadership structures that enhance communication. However, recognition is rarely the subject of communication between the management and the employees. Recognition reinforces the efforts of the employees and has an overall influence on the performance of the organization.

Workers with good working habits work even harder through recognition and therefore motivating even the rest of the employees to put more effort. For a recognition reward to be effective, some important factors are vital.

These are fairness in recognition eligibility, clarity of the actions or behaviors rewarded an open rewarding process that focuses on the actions the organization wants to promote and not individuals. For an organization to thrive and be a success, organizational behavior, which is the foundation of social interaction within the organization, is important.

All the mentioned motivation incentives contribute greatly to the progress of an organization. With motivated employees, the need to work hard is not a problem to achieve. Employees function better with a sense of ownership and belonging. Effective motivation promotes behaviors that the organization would like to encourage and influence in the work force.

References

Nelson, D., L, & Campbell, J., Q. (2012). ORGB 3. Belmont, CA: Cengage learning.

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Behavior in Organizations

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