When conducting research on employee motivation, the sample selected for the study should include employees from different industry sectors, from different levels in the organizational hierarchy for the research to be an effective one. The research is limited to the manufacturing industry where only 17 firms have been chosen and further only employees in the managerial level have been included in the survey. This is inadequate to form a solid conclusion regarding the impact of employee motivation on organizational performance. Managerial staff in the manufacturing sector might be motivated by certain factors whereas managers in other industries such as insurance, banking, healthcare, technology, pharmaceuticals, and telecommunications etc will be affected by various other factors. Furthermore managerial staff have reached a certain level in their career and will therefore be motivated by different factors as compared to factors that affect motivation of operational level staff.
Organizational behaviour is the study of both group and individual performance and activity within an organization. Internal and external perspectives are two theories of how organizational behaviour can be viewed by companies. It is not the study of how organizations behave, but rather the study of individual behaviour in an organizational setting. This includes the study of how individuals behave alone, as well as how individuals behave in groups. Moreover, Organizational theory is a loosely knit family of many approaches to organizational analysis.
INTRODUCTION: What is Organizational Behavior?Organizational behavior studies the impact individuals, groups, and structures have on human behavior within organizations. It is an interdisciplinary field that includes sociology, psychology, communication, and management. Organizational behavior complements organizational theory, which focuses on organizational and intra-organizational topics, and complements human-resource studies, which is more focused on everyday business practices. Organizational studies encompass the study of organizations from multiple perspectives, methods, and levels of analysis. "Micro" organizational behavior refers to individual and group dynamics in organizations.
Research exerts significant influence on the managerial work. There are positive as well as negative aspects of the research on the managerial work. On the one hand, it helps in analysing the employee and managerial values, which in turn helps in increasing the morale and effectiveness of the organisation. Further, it helps in understanding the culture, teamwork and the behaviour of the organisation. The leading edge, the agency theory, and the administrative life cycle theory all points out towards a fact that an organisation that has Research and Development department experiences higher efficiency in the work, compared to those organisations that do not have R&D department, (Milkovich, Gerhart and Hannon, 1990).
Can the moderating role of emotional intelligence in team work management enhances organizational performance. Research purpose statement. Although a lot of work has done on the role of emotional intelligence in job satisfaction , job commitment, organizational behavior, organizational effectiveness, job satisfaction , job performance in the last two decades. This concept of EI was originated by salovay and Mayer in 1990 as the aptitude to observe one`s and other people`s emotions, to distinguish between dissimilar emotions and tag them properly and to use the emotional information to escort behavior and thinking and further extended by the work of Goleman in 1995 who extended the work on emotional intelligence in five dimensions self-consciousness , managing emotions, stimulating emotions , empathy and social skills. But as the world moved to 21st century its working demands are changed.
Introduction: Research Problem Within I/O psychology research today, organisational culture has become a predominant area of concern, as it can either enhance or interfere with an organisation’s effectiveness (Khosla, 2015). Simply put organisational culture refers to an organisation’s shared basic assumptions, beliefs, values and norms as well as the extent to which an individual may fit into a specific organisational environment (Gorondutse & Hilman, 2016; Ojo, 2014; Pinho, Rodrigues & Dibb, 2013). Additionally, organisational culture is highly influential on employees behaviour and daily activities, which ultimately effects the organisation’s outcomes, in terms of employee performance, engagement and turnover (Tseng, 2010; Young & Burgers,
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
Psychological theories like learning, motivation and leadership are also considered to the study of the behaviour of an individual. It has also studies the factor like learning, perception, belief and attitude of each individual. OB studies the impact of psychological factor upon behaviour and job performance at individual level. Organization consists of people with differ in personal characteristics and demo-graphical factors. The difference in individual is analysed by understanding their behaviour and reaction to organizational policies, procedures and practices.
The concept of the learning environment is often used interchangeably with those of climate and culture. However, organizational research has tried harder to conceptualize these notions, thus resulting in the concepts being exposed to a more prevalent and rigorous theoretical and empirical debate than in learning research(Palmgren 2016). Organizational climate and organizational culture are two alternative constructs for conceptualizing the way people experience and describe their work settings (including not only businesses but also schools and governments). Within organizational research, climate and culture are regarded as concepts describing a subset of the organization’s internal environment. The difference between organizational culture
Concept.2.0 Organizational effectiveness and organizational climate: Organizational effectiveness can be define as the ability of a company to enhance employee’s satisfaction ,reduce turnovers , and optimizing productivity by giving quality services to customers. Engaging in this type of activities can enable the organization to stand the test of time even when the economic situation is tough (http://hubpages.com/business/A-brief-overview-of-organizational- effectiveness). Organizational climate simply refers to the way employees view their various places of employment. Researcher Kurt Lewin was the first to study the concept of organizational climate before presenting an argument that the way people behave can be traced to the environment