ORGANISATIONAL CHANGE SAMPLE
February 16, 2022
Professional Academic Writing Service Online?
February 17, 2022
Introduction
The purpose of this assignment is to determine the situation where attitudes should be influencing behaviours at work. This paper is trying to evaluate organizational behaviour with the help of several theories on organizational behaviour. Problems and conflicts are common within every organization; therefore, managers have to take some proactive managerial intervention to solve this issue (Luthansand Luthans, 2015). The study is also determining the factors which should be influencing job satisfaction or organizational commitment.
Organizational behaviour is an evidence-based approach to understanding the perception, personality and attitude of employees. According to Pinder, (2014) dynamic organisational behaviour facilitates communication, decision-making, stress and conflict management. In general, it can be said that the attitude of a person is the way he or she is responding to the environment.
The positive or negative attitude of employees at the workplace depends on the workplace environment. As stated by Brock and Muzio,(2013) the attitude of employees has a direct impact on the profitability at the workplace; therefore, for in-depth and core analysis, theories on organizational behaviour have been used to understand employees’ attitudes towards the workplace. It is believed that employees with a positive attitude can be helpful for other employees to interact.
Analysis
Before going deep into the study and understanding the role of managers in changing the attitude of employees, it is necessary to determine the factors affecting employees’ behaviour. Leadership, work culture, job responsibilities, personal life and relationship at work is affecting or shaping an individual’s behaviour towards the workplace. In the case of work culture, Andersonand Zhou, (2014) depicts that employees need to feel comfortable at the workplace in order to stay satisfied.
Managers or leaders should ensure every employee should be abided by organizational policies and regulations. Employees are solely responsible to report to their bosses and complying with the code of ethics; reporting system should not be complicated otherwise employees will lose interest in reporting. Brown and Robinson, (2014) excavated that if transparency within the workplace is not mentioned then it is quite difficult for employees to communicate with the management of the organization directly. Leaders have to stand by with the employees at difficult times, it facilitates in generating collaborative nature among employees.
At the time of recruitment, the employer should ask employees about their areas and train them to be proficient in those areas. Furnham, (2005) suggested employers ought to encourage them to upgrade their skills and take care of their career development but do not overburden them. It is necessary for managers and leaders to communicate with the employees; the moment they feel that they are left out, employees will lose interest in accomplishing organizational goals. Grievances can affect employees’ behaviour; therefore, that should be addressed immediately.
On the other hand, Borkowski (2015) contradicted that personal life is also playing a major role in shaping employees’ behaviour because an individual has fought with a family member in the morning then he or she may feel restless throughout the day. Employees with strained relationship backgrounds have a tendency of running ambience at the workplace; therefore, leaders should communicate with them so that they do not bring their family problems at the workplace. Luthans and Luthans (2015), added it is quite needful to have friendly work culture, in which one co-worker shares his ideas and experiences with others. All these factors are responsible for shaping employees’ behaviour. If these factors go positively then employees can have a positive ambience to work with.
According to Borkowski (2015), employees’ attitude has a direct link with organizational performance; it depends on what kind of attitude the employee is rearing. A positive attitude spreads love and commitment within the workplace as well as tends to be more productive. Even if an employee with top-notch skills cannot able to put his best if he does not have any positive attitude within him. This is not only applied to the workplace but also applied to every facet of life. There are mainly three types of components hidden in one’s attitude and those are emotional, cognitive and behavioural. Attitude is ultimately necessary for influencing the behaviour of others and course of action resulting in increased job satisfaction and performance (Furnham, 2005).
This research work is also concentrating on theories of organizational behaviour in shaping personality traits of an individual like Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. While understanding the behaviour of employees, it is necessary to understand change is an inevitable part of the organization and employers or leaders should motivate employees towards the change management process. Changing organizational culture can affect organizational behaviour; therefore organizational change theory is needed to be determined.
This complete theory has four elements as What (Constructs), How (Linkages), Why (Conceptual Assumptions) and Combination of the above three. This theory helps in determining how changes occurred within the organization and how it affects individual behaviour. With the help of this theory, Furnham (2005) stated that it can be determined that explicit attitude can guide in making decision and behaviour of employees. An employee with a negative attitude can able to sabotage employers by producing bad quality products. With the help of Employee Management Surveys, it has been understood that there are drivers for accomplishing organizational goals. An employee with a positive attitude can identify cost-saving opportunities, improve productivity, reduce absenteeism, strengthen customer service and identify training needs.
Borkowski (2015) suggested that organizational commitment is considered one of the most important components that determine the success of the organization. Thus, it is a valuable asset to the organization. Factors determining organizational commitment include Job Satisfaction, according to research there is a strong positive correlation between job satisfaction and organizational commitment. If the employee is being rewarded for good work, he will remain more committed towards the organization whereas if he is being not rewarded or punished for his poor performance, he will lose his commitment.
Brown and Robinson, (2014) investigated that Gender also determines the job satisfaction or organizational commitment within the organization. Research shows that women are more committed than men in their work are. Although the difference is minor still women are hardworking and laborious thus showing more commitment. Pinder (2014) determines that Working environment and organizational commitment are also positively related to each other. If the work environment is not satisfactory, the employees will show less commitment. As if the tools and machinery provided to them for work are poor or outdated, employees will find it difficult to work, thus they will not perform
well and will lack organizational commitment. Facilities to the employees must be also according to the norms and standards. The organization must keep in mind the health and safety concerns of the employees. If the employees are not provided with proper safety during the handling of hazardous tools and machinery, they will lack satisfaction.
Motivation is also an important factor while determining organizational commitment. The highly motivated employee will perform better than the less motivated or negatively motivated employee will. The organization must adopt means of positive motivation to the employees in order to satisfy the employees in the work. At last, training and development also determine the organizational commitment. Research shows that well trained and developed employees and the worker will show increased and better performance thus will be more committed towards their work as an individual and organization as a whole.
Brown and Robinson, (2014) suggested that managers should take proper care about how committed the staffs are towards their work. They should motivate and monitor them regularly so that they can perform well and can improve their performance, which will ultimately improve the performance of the organization.
They should reward them by giving them words of praise or bonus when they perform well. Managers should not ignore the employees because they are considered to be the most important asset of the organization, thus they must be preserved for a long time. Pinder, (2014) depicted that managers should try to train them when they find difficulty in handling any tool or machinery, they should look towards employee safety measures. Managing employee effectively depends on the manager and they must perform it in an effective way, as a committed employee will benefit the organization by providing them with better performance, improved product quality, extra-role behaviour and employee flexibility. An organization can secure employee commitment by engaging themselves in just HR practices.
Conclusion
From the overall discussion of the paper, it is clear that employees with a positive attitude can accomplish organizational goals clearly. Employees should be aware of organizational behaviour at the workplace and understanding this Change Theory of Organization Behavior can be helpful (Borkowski, 2015). Organizational Behavior is a vast topic and it consists of several aspects, but this research work concentrates only on Organizational Change Theory. The Paper has clearly explained that there are several factors determining the attitudes of employees and job satisfaction. Along with that, the manager should ensure that employees are committed to fulfilling organizational goals.
ASB/ABJ 4440 Consumer Behaviour in a Global & Digital World Sample
Reference
Anderson, N., Potočnik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), pp.1297-1333.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Brock, D.M., Leblebici, H. and Muzio, D., 2013.Understanding professionals and their workplaces: The mission of the Journal of Professions and Organization.
Brown, G., Crossley, C., and Robinson, S. L. 2014. Psychological ownership, territorial behavior, and being perceived as a team contributor: The critical role of trust in the work environment. Personnel Psychology, 67(2), 463-485.
Furnham, A. (2005). The psychology of behaviour at work: The individual in the organization.Psychology Press.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based approach.IAP.
Pinder, C. C. 2014. Work motivation in organizational behavior. Psychology Press.
