Managing organizational behavior.
In all organizations right from the small organizations to gigantic organizations management of their resources is very paramount. There are many resources, human resources being the most vital resource. Human resources are distinguished and controlled by behavior. Behavior is exhibited through many ways, for instance, general or overall communication of people within and outside their departments, the top management behavior and generally, time management of the entire organization community.
Properly understanding people provides a humble foundation or background in managing them and their behavior, moreover well managed people are easier to understand. This should be the aim and the belief of persons or an organization expressed as a rule of behavior or conduct for the achievement of both understanding and managing people. The better the way behavior is managed, the easier it is to run and control an organization. Behavior is a combination of attitude, personality and perception. (Ronald, 2002, P 29) notes that, “understanding the three aspects of attitude, perception and personality and their differences help the managers to better understand behavior in organizations.”
Organizations are failing to deliver because of organizational and human behavior. Human behavior is part and parcel of an organization. Therefore the question to answer is how will organizational behavior management determine the success of an organization? Will the behavioral management improve service delivery and productivity of any organization? How does the top management communicate with the junior staff members in an organization? Good communication depends on an organizational theory that is in place or in use.
Communication breakdown is caused by the use of a theoretical model that is inapplicable. The current situation needs theory Y. the theory prepares people in an organization to control themselves without supervision. Having an organization in their hearts. They strive to achieve the best simply on their own and they achieve it. A simple research is conducted to prove the theory right for application in this set up. Is there a way to measure the change or the progress? The main challenge is the implementation of the changes.
There are many theories or concepts that can be utilized to run an organization by managing the behavior or the entire staff. With so many motivational theories on the offing some are practicable and some are not. For better understanding and managing people theory X and theory Y of (Macgregor) 2008 are intensely considered. Theory X states that “ the average person is lazy and has an inherent dislike of work or most people must be coerced, controlled, directed and threatened with punishment if the organization is to achieve its objectives or the average person avoids responsibility, prefers to be directed, lacks ambition and values security most of all. And theory Y states that for most people work is as natural as rest or play or people will exercise self direction and self control in the service of objectives to which they are committed or commitment to objectives is a function of rewards associated with their achievement.”(Macgregor 2008). As I have early mentioned, theory Y is applicable to any organization if adopted in real time and the research conducted is based on this theory. This theory fosters conducive atmosphere of communication for every staff member regardless of rank.
Research questions for workers.
Are you closely monitored by the Manager/ supervisor?
Are you marshaled around by departmental heads?
Are you independent in whatever you do?
Do you commit your time fully in the work place?
Do you believe in personal commitment without supervision?
Are there rewards given on merit?
The above sample proves theory Y model correct. All workers and the sub-ordinate staff members have the independent of performing their duties without supervision. They are not monitored and this is clear evidence from the data collected from the workers as shown in the table above. They are ever at the right place at the right time. Rewards are given on merit? In fact all concurred that there is freedom and nobody is monitoring anyone and nobody is barking orders. 95 percent know what is to be done and at what time. The 95 percent applies to the entire school community (workers and sub-ordinate staff members). In the entire organization community there is an aura of freedom. Rewards and incentives are given to the people whose departments perform distinctively excellent.
The top management and the lower ranked staff members have managed their behavior and incase of a problem, it is solved before the managers and the departmental heads know anything. It is difficult for any organization using or applying theory X to change to theory Y.
Many other variables like motivational incentives contribute toward behavior change and management in an organization hence workers should be awarded on performance. Behavioral change does not only concern the lower ranked or the junior staff members but right from the top management. Mawhinney, (2001 p, 73) says, “operant behavior of one or more other persons and thereby changes or maintains the other person’s operant behavior”. There is a general belief that the top management will determine the behavior of junior staff members. The process of identifying and assessing organizational behavior management is very demanding especially in an organization that applies theory X and the procedure to adduce change of behavior is through research on performance. In an organization that uses theory Y, there are new features that may be introduced to further improve the performance, they will easily be introduced and implemented because of the self directional culture that is inculcated in members.
Regular research for instance weekly research should be conducted to monitor progress and measure the rate of change and progress. The research should be effective so that it reflects on the subject matter that is under implementation and all these depend on the integrity of data. To achieve this objective, then the behavior of every employee or staff member should be under the control of their own set consequences. This is more applicable in theory Y run or managed organizations. Other two important factors are self evaluation and self goal setting. These two factors are crucial in checking behavioral change whereby organizations under theory Y behavior change is evoked to all members at once and in unison.
The need to organizational behavior is to:-
i). Solve simple and complex conflicts and misunderstanding.
ii). Improve profitability of the organization and or company.
iii). Improve the performance of the workers or the staff members.
iv). Focus on the vision of the organization.
v). Keep communication as a competitive tool to measure the openness in running the organization.
In any organization, each department needs the skills of definition and behaviors which are essential to exceptional performance on the departments and the work definition to be performed. All round communication is important to ensure smooth implementation of the behavior associated changes. (Ronald 2002) notes, “Effective communication is a vital prerequisite for the realization of organizational strategies and managing behavior, but it has remained one of the biggest problems facing modern management, poor communication leads to poor performance, strained interpersonal relations and high levels of stress”.
Teamwork is another factor that will enable any management to monitor and motivate the workers. This will ensure no idle time during the usual working ours. There should be an active and enthusiastic team leader who cheers up fellow workers and listens to them during good times and bad times. Team leaders in many organizations have proved to boost efficiency to higher levels notwithstanding sometimes hard times. This is the point where networking of skills is demonstrated fully. Solving arising discrepancies, complaints and problems will done right here in the team. Workers to be involved in everyday changes and participate in the changes they demand Gratton, Hailey and Truss (1999).
Finally with the type of the theory that has been used i.e. (Theory Y) to interpret the whole organizational behavior, the implementation of any changes is very easy only the CEO and the departmental heads will be to justifying and discussing the progress. It will take the shortest time for the organizational behaviors to be implemented because it is a tradition of the organization through the staff members that everybody is response there is no need to be watched or monitored around.
Gratton, L, Hailey, H, V and Truss, C 1999, Strategic Human Resource management, Oxford University Press, Oxford.
Macgregor, D 2008 Human Relations Employee motivation, Organizational Environment and Productivity, viewed 30 July 2008, <http://www.accelteam.com/human_relations/hrels_03_mcgregor.html>
Mawhinney, T, C 2001. Leading by example to guide in behavioral change, The Haworth Press, Inc, New York.
Ronald, R. S 2002. Managing organizational behavior, quorum books.