Management has to ensure that the employees do everything to satisfy the customers of the organization. Organizational behavior helps the managers to improve customer service and organizational performance. Improving skills: Organizational behavior helps in better management of easiness as it help in improving it provides skills that the employees can use on the job such as designing jobs and creating effective team. Innovation and changing: Organizational behavior helps in stimulating innovation and changes it is organizational behavior which fosters ideas and techniques to promote innovation and changes by improving employee’s creativity. Work life balance: Organizational behavior helps in designing flexible jobs which can help employees deal with work life balance issues.
Organizational culture refers to a set of distinct value system which enables an organization to effectively coordinate it activities and the internal relations of its members. Organizational culture provides workers with the blueprint with which to understand the functioning of the organizations by sharing in its norms, values and rules and regulations (Chang and Lee, 2007). According to Lok and Crawford (2004) organizational culture has remarkable effect on the workers perception and regard for organizational membership as well as continuity with the organization. If the employees of the organization have more understanding with the organizational culture they will have more job Satisfaction (Chang and Lee, 2007). O’Reilly and Chatman’s (1996) described the culture of the organization as a setup of behavior, attitude and values.
This affects job design as once each level of need is satisfied the employee is motivated to move onto the next level and therefore is more content and will co-operate in the workplace better. Once the employee feels internally satisfied it will automatically motivate them to work better, enhancing their productivity and efficiency and this will reflect in their
The objective of this article is to demonstrate the relationship of culture within organizational environment. Culture has an impact on employee’s performance, if they have the same values and norms they will be more committed with their work. This increase performance and helpful for organization in order to achieve their goals. Culture is the set of values, beliefs, and norms that influence the way employees think, feel, and behave in the workplace. Having same culture give employee’s the sense of identity, commitment with organization, reinforces values, and shape behavior.
Training of employees is not only about individual benefits but also the business, which helps the organization to continue operating adequately. Training can improve the performance of the business as well as the confidence of an employee. It helps employees gain a new set of skills and increase their business contribution. Employees are trained to work on various activities that reinforce them. The training allows the organization to achieve greater stability in operations where it is easier to outline the results that meet their goals and objectives.
It also helps in performance improvement and helps to analyze and evaluate opportunity factors. A good appraisal system can identify which employee needs more training depending on potentialities and strength of the employee. Most importantly appraisal is a key structure to identify and decide the management to promote , transfer or reward the employee. Perspective and
Quality of Work Life is the presence of a set of organizational conditions. This definition often argues that a good quality of work life exists when democratic management practices are used, employee’s jobs are improved, employees are treated with respect and safe working conditions exist. Quality of Work Life refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their lives at work. Quality of Work Life is the degree to which individuals are able to lead a good personal life while employed by the firm. Companies focussed in enhancing employees Quality of Work Life generally try to provide employees the feelings of security, equity, pride, internal democracy, ownership, autonomy, responsibility and flexibility.
It is company’s organisation culture that makes it a good place to work. If we want to influence employee’s behaviours and attitudes, we can do it by proper flow of communication from the top to the bottom. This totally, depends upon the leader’s vision and their communication to with subordinates. Leaders who are successful in motivating their subordinates to accomplish the vision and objectives set by the organisation are the trend setters. Organisation’s values, beliefs and behavioural norms are reflected in its culture.
It helps them to improve their efficiency and make them more productive. A good knowledge of the principles will be able to serve as guidelines for a manager and give them some insight as to which decisions to make in a given circumstance. In practical terms it defines what a manager is supposed to do and how to achieve it. It is not designed to be comprehensive and give an indication of what to do in every foreseeable situation but it gives them the tools to become better managers. It also allows for a better overview of problems they may face in the workplace with employees.
Coordinating is classified on the behaviour of the employees towards the work they do, and on how the activities are organized between each other. This function requires communication and good leadership, as well as stimulating motivation and discipline within the company. Commanding is when workers know what exactly they should do (there should be clearly defined tasks). When the directions are fair, people are more likely to get the work done correctly. Here, the main capabilities of the managers are to motivate their team, to encourage to take the initiative, communicate clearly, and base their decisions on the regular