It is then easy to conclude by saying that Organizational behavior plays a very important role in the management of any organization by impacting the performance, operation, work environment, and most importantly, the individuals involved. Organizational behavior applies the knowledge of human psychology to predict the actions and mindset of individuals when they work alone, work in groups, or work in teams. It enables leaders and managers to most effectively structure the individuals in an organization and ensure that the categorization they have chosen will benefit the organization to its fullest
Each individual has certain identity personality traits that help them stand separated from the group. No two people behave in similar manner. Similarly associations have certain qualities, approaches, principles and rules which help them make their very own image. The culture adopted by an organization has a great impact on the employees and their relationship amongst themselves. An organization therefore acts as typical stage where individuals from different foundations come together and act as an aggregate unit to accomplish certain destinations and targets.
It is so important because to most people experiences in an organization influences how they evaluate their own individual achievements and self-worth. However, the question is how people relate to developing competencies in communication of excellence in an organization (Watson, 2013). Organizational experiences of an individual results from the preferences, beliefs, abilities, and attitudes the employee brings t the organization, what types of relationships in organizations the individual develops, and how the organization plans to influence a person. Each individual brings to the organization their personal needs, communication competencies, predispositions for behaviour, skills and expectations (Ott, 2005). Individuals also create relationships with theirs, supervisors, customers, vendors and employees that become primary sources of information about all organizational aspects (Milkman,
The effect of power on culture and leadership is real and this effect can be long lasting. The term power conjures up images of both evil and good and is a subject that is rarely discussed in management planning sessions or leadership training. But, because strength is the basis for influence attempts understanding its uses and limitations help a leader to learn to use it effectively. Becoming a efficacious leader is critical because companies do not form accidentally. Leaders help companies for culture by being goal oriented, having a specific purpose, and are created because one or more individuals perceive that the concerted and coordinated action of a number of people can accomplish something that individual action cannot.
Leaders are responsible for the ultimate outcome even if they are not performing the everyday tasks. Leaders determine how to use resources including people. These decisions and process create the organizational structure to meet goals. In most large organization like Best Buy, it is necessary for employee roles to be clear and include their responsibilities and who their managers are. It is also important to remember responsibilities belong to a role and not to a person.
The staff are given freedom and has the full power of making decisions, which could result in poor quality of work done and chaotic organisational workflow. According to Leadership Styles (2016) laissez faire leadership should be avoided if the staff has a lot of insecurities and if the manager or leader does not understand the specific roles he or she has to play. Iqbal, Anwar and Haiden (2015:4) highlighted that laissez-faire and participative leadership style share common
Introduction According to Schein (1992), organization culture is becoming very significant nowadays compared with the past because it will affect the overall performance of an organization. By understanding the organization culture, it enables managers to analyze the organization behavior in order to lead and monitor (Ojo, 2010). Organizational culture is the system of sharing the common actions, values and beliefs that develops within an organization despite the characteristic of the members are different and it will guides the behavior of its members (Schermerhorn et al., 2011, p 366). It acts as glue that holds the overall organization together with the common practices (Tichy, 1982). Pettigrew (1979) argued that style of an organization in conducting a business is mostly depends on the different level of culture based on the multifaceted set of beliefs, values and assumptions.
The CQI approach is positive as most problems are related to the way things are done(process) and not faulty individual effort. CQI encourages trust, respect, communication, collaboration, responsibility, empowerment, and recognition between employees and management (leaders). CQI vigorously discourages fear and blame. Successful implementation of CQI is an arduous, long-term change in the culture of an organization that requires the financial and emotional commitment of leaders. Leaders may have to learn to share power, educate, be able to admit ignorance, know when to intervene, and learn on the job.
Normally, organizational culture is by owners, high-level executives or person in charge of the organization. If the organization treasures success and productivity more than moral and ethical concepts, staff would likely follow this principle in making decision. Hence, understanding the organizational culture allows us to be aware of such blindly obeying organization action. If something fishy was spotted, there are few ways to disobey the organization. In order to disobey, or in other words, protest, it is good to remember two points about disobeying organizational decision.
Organizational Culture Abstract: Organizational culture is a system of philosophies, ideologies, values, assumptions, beliefs, attitude and expectation that knit the organization together and shared by its employees. It reflects characteristics of an organization which differentiates one from another, ranging from internal policies, public relation and customer service. Organizational culture influences day to day activities of an employee. It is closely related to its brand image, while reinforcing and informing others. Culture is created by founder’s values and beliefs or due to critical incidents which took place in the organization.