Importance of Organizational Behaviour on Teamwork

Importance of organisational Behaviour on Team temptAccording to Keith Davis institutional manner is the hit the books and activity of k presentlyledge around how state act within ecesiss. It is human jibe for the human benefit. It applies broadly to way of people in completely theatrical role of physical com go under such as business, government, schools, etc. it helps people, structure, technology, and the foreign environment live on to pop offher in to an inwardnessive operative system. Fred Luthans defines organisational behavior as understanding, predicting and controlling human behavior at work.http//www.mbatown.comStephen Robins defines organizational behavior as a field of study that investigates the impact that individuals, conferences, and structure conduct an organization for the purpose of applying such knowledge improving an organizations enduringness.According to Stephen Robbins, four elements shew up the Organizational bearing vivification cycle. They ar exceeders, Employees of the Comp both, Organization Behavior Guidelines and judgment of conviction frame, Organizational Framework. Organizational Behavior is an of the essence(p) aspect to discover inter action at law trains amongst employees in the company and to a fault to enhance healthy relationships in the midst of them. Other attributes like lead qualities of the employees, openness to discuss problems between the travel by take aim and ground level employees, challenge-initiative be all embedded in to this basic concept of Organizational Behavior to help the business in achieving its strategic and some quantify its business objectives.What Case Study SaysThe General Electric(GE), the conglomeratecorporation integrated in the State of raw(a) York, USA, is famous for its organizational culture. In GE, the commission philosophy followed by the attention is to Encourage employees to sh ar their views in a collaborative culture, Vest hugeer responsibility, power, and accountability with front-line employees, Eliminate wasteful, irrational, and repetitive go in the work bear upon (which would love to light by means of employee feedback), break the boundaries that prevent thecross-pollination of ideasand efforts and they consider customers and community as the emperor. They gave former immensity to aggroup job and gave respect to each other. alone these optimistic aspects helped the company to get strong faithfulness of millions of employees during the long 120 years since the Company was beed by Thomas Edison. Jeffrey Immelt managed the whole company in a well-know way of life that has been rattling legendary till now. In 2000 to till now, when GE passed forth correspondingly, along with the obituary wordings it was noned by writers, that the founders legacy was not the intellect for the huge growth of GE-but it was the one and only GE manner. simply afterwards the merger of GE with ITT Corporation,Ling-Temco-Vought,T enneco, the things misrepresented upside fling off. Former GE people like former dissection heads, managers, engineers, and all the employees says more or less the GE Way as something special. General Electric usually visited the corporation halls, interrelate with community and lag ab out their projects, their troubles etc. They keep in mind that at time everybody valued everybody else.The actual issues started when John Francis Welch Jr, was hired from outside as GEs president and CEO. He stuck hard to the productivity of the company. A background of fearfulness started among the staffs which neer be real before. The master(prenominal) complaints against him were valuing money more than people, maltreatment lay-offs and creating a culture which is inequitable to the staffs. His intentions didnt match with GEs visions. They saw revenue only as a bludgeon to achieve other objectives which are condition bear on value. The other objectives acknowledge welfare of the employees , customers etc.The above theme was all near GE Way. It is a across the world held opinion that GE Way played a critical role in Companys achievement. Critics whitethorn say that to support an excellent corporate civilization, the company should be at its superior times. But people of GE who turn out experienced GE Way go forth never agree this because GEs most struggling times were in addition the times when GE Way was established at its best.http//www.paloaltoonline.com1) The contribution, pauperization, rewards and roles of individuals within these groups and team upsAccording to Stephen P. Robbins, motivation is the leaveingness to exert high levels of effort toward organizational goals, instruct by the efforts ability to satisfy some individual aim.Fred Luthans views motivation as a process that starts with a physiological or psychological want or need that activates behavior or a fix that is aimed at a goal or incentive.Each and every function of life is accompanie d with one or other type of motivation. thither are 2 main kinds of motivation intrinsic and extrinsic. Internal motivation is known as intrinsic motivation. When external factors compel the person to do something, on that pointfore it is extrinsic motivation.http//www.elmotivator.com/http//www.mbatown.comElton Mayo has the opinion that a employee having societal links at the place of work entrust be motivated more. Mayo believed that employees wad alike be motivated by acknowledging their social needfully and fashioning them feel beta among others. This is what is done by General Electric in the slickness of GE Way. The employees who have adept the actual GE Way says that everyone is valued by everybody else which means all the employees are given entailment and also the opportunity to articulate their thoughts and views. Employees were given liberty to fabricate decisions on the work and superior concentration was paid to relaxed work groups. This model is named as Ha wthorne effect by Elton Mayo.http//www.self-importancegrowth.com/articleshttp//ezinearticles.com/In the baptismal font study, General Electric were very victorious in inspiring their employees by simply universe down to earth. They never forget to visit their employees, to interact with them and to know their troubles and also to feel answers. From all these illustration we piece of ass say motivation is what propels life. In everything we do motivation plays a major role. To care about output, victimizeing, means, employment, achievement, victory, breakdown, etc motivation should be thereAn example for motivation, in management and organizational behavior suit Under-performing of employees which contributeed in performance outcomeA unexpected collapse in the profits was experienced by Company A. The companys management executive found out that this returns fall is as a go forth of under-performing of their employees. The performance of the employees was passing much under t he expectations of the management. This resulted in a rapid action from the companys offset by firing about 6 employees and a radical clutch bag of people was hired. The company un triumphful to understand in an earlier give that the managers incapability was the basis cause of under-performance of the employees. The manager unsuccessful to provide them safer on the job(p) conditions and this de-motivated the employees which resulted in decrease of productivity. This incident really opened their eyes which do them to execute strategies which help the company as well as employees to come from Under performance era.http//www.org-behavior.comThe motivation process is demonstrated through some(prenominal) theories. They are as followsNeed-based theories Need based theories include Maslows need hierarchy, McGregors possibleness X and possible action, Herzbergs two-factor opening, Alderfers ERG theory and McClellands need theoryProcess based theories include Expectancy theory, Goal- background knowledge theory, Reinforcement theory, Attribution theoryIndividual-organizational goal-congruence theories consists of Exchange, Accommodation, Socialization, IdentificationMaslows Need pecking order is all about a hierarchy of five basic ask which includes Physiological ask hunger, thirst, shelter etc. Safety needs security mea indisputables and protection from physical and emotional harm, Social needs affection, belongingness, love, acceptance, and friendship, Esteem needs internal delight in and external esteem, Needs for self-actualization the drive to best top ones potential.Alderfers ERG theory talks about leash types of needs-Existence needs consisting of physiological and safety device needs, Relatedness needs including the desire for maintaining of import interpersonal relationships social needs, and the external components of the esteem needs and Growth needs an intrinsic desire for personal emergence the intrinsic component of esteem, and self -actualization.McGregors theory X and theory Y Theory X has the assumption that employees dont like work, and they are lazy, not willing to lay down responsibility, and not motivated. Theory Y has the assumptions that employees like work, are creative, responsibilities seekers, and are self motivated. Herbergs two-factor theory talks about two contrasting views of satisfaction and dissatisfaction and it also talks about two factors-motivational factors and hygiene factors. McClellands Need Theory deals with the need for achievement. In other words it talks about a drive to excel, to set a higher goal, to seek higher responsibility, and to strive to succeed.All these theories more or less deals with what all factors create motivation in people and also the influence of motivation in an business. In the case of public ELECTRIC (GE), earlier the company was very estimable in mounting employee morale and thereby improving the efficiency of the operations of the company. But after th e merger, the things totally savage upside down. The new top level authorities intense only on the profitability and not on the employee morale. This paved the way for dissatisfaction in employees which negatively affected the productivity of the company. advantage system consists of financial rewards and employee benefits, which is collectively known as total remuneration. They also include non-monetary rewards such as appreciation, promotion, praise, achievement, responsibility and personal growth. Recent studies and researches on reward system shows that reward criteria of the organizations, both monetary and non-monetary rewards have great influence on the employees and performance and the performance of the employees. As an answer to the question, why reward system is required, we toilette find out a outcome of reasons like it can improve organizational effectiveness, it is capable of achieving integration, motivate the employees, fence in the labor market, increased commitm ent towards work, it can attract employees having somewhat and improved skills, improved quality, develop team working.Singh et.al. (1977) in a study of organizational culture and its impact onmanagerial remuneration concluded that the demands for money was importantly influenced by the quality of organizational culture and that it can substantially be reduced by improving the quality of organizational culture. Findings such as those suggest that satisfaction, task strikement, demand for money and commitment are more ofttimes than not de experimental conditionined by organizational culture.Steve Williams and Fred Luthans (1992) stated that, the choice of reward interacting with feedback had a positive impact on task performance. According to Theodore R. Buyniski (1995),Despite the tendency in recent years to down grade the importance of money as an organizational reward, there is ample evidence that money can be positively reinforcing for most people. Teams are also important in an organizational context because it bring together people with different skills and experiences that enable the organization to quickly respond to innovation, changes in the business environment, and changes in the customers need meteoric and more effectively. Teams also solve problems quicker because of increased communication (Katzenbach Smith, 1999). The positions that are be by a set of expectations about behavior of any job incumbent are termed as Roles. A set of tasks and responsibilities that whitethorn or may not be spelled out is accompanied with each and every role. Since money is being paid for the performance of the roles, there is prestige attached to a role, and a sense of accomplishment or challenge, roles have a powerful effect on behavior.In the context of the case of ordinary ELECTRIC(GE), even though reward plays a vital role, the morale of the employees was more affected by changes in the psychological environment of the organization and also sudden change in the culture of the organization. As they were practicing a different culture of informality, they find it difficult to a survive the new environment which is so formal and which gave no importance to their opinions. When an organization gives importance to the views and opinions of employees, they feel it better to work in such conditions because it is human spirit to wish to be recognized. Better performance will be the result if the individuals are given some roles to perform.http//www.indianmba.comSteve Williams Fred Luthans (1992), The Impact of Choice of Rewards and Feed confirm on Task Performance, Journal Of organizational Behavior. Vol. 13, P 653-666Katzenbach, J.R. Smith, D.K. (1999). The Wisdom Of Teams. New York HarperBusineeshttp//www.nwlink.com(b) focal point and leading relating to both groups and teamsAlan Keith stated that, Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen. tom turkey DeMarco say s that leadership needs to be distinguished from posturing. Northouse says that leadership is a process whereby an individual influences a group of individuals to achieve a common goal. bloody shame Parker Follett defined management as the art of getting things done through people. Setting a new direction or vision for a group to accomplish the objectives of that group is known as leadership. But management is the controlling body or directing body of people and resources operable in a group according to already established values. all the said(prenominal) the terms management and leadership are often confused, they are truly different, but interrelated. The GENERAL ELECTRIC(GE) Way dealt with the legendary management style of two leaders Bill Hewlett and Dave Packard who through their leadership skills and qualities, developed the organization as a single family giving respect to each other. It is evident from the growth of GENERAL ELECTRIC(GE) that they were very successful in managing the people.Warren Bennis and Burt Nanus (1997) say leadership is like the Abominable Snowman, whose footprints are everywhere but who is nowhere to be seen. Leadership is everywhere but no one seems to be able to determine or figure out what makes up good leadership. It has been discussed by Bass in his book a study by H.L. Smith and Krueger (1933) in which they researched various primitive cultures around the world and last reached a conclusion that leadership exists among all people, regardless of their culture, race or beliefs. Even though if societies do not have established or elected leaders, chiefs, or rulers, someone always exists who initiates a process and plays a critical role in the decision making process of a group (Bass, 1990). Hewlett and Packard found out that leadership qualities are lying private in each and every individual and thus they developed a culture of respecting each other developing a sense of justice in the organization.According to Holla nder, leadership is a process that involves three main components. One is the leader, the second is the employees, and the third is the culture of the organization. If the relationship between these three components is not compatible then in a long term perspective leadership will fail and so will the team. The start component of leadership is the leader. A leader moldiness possess veritable beliefs, perceptions, characteristics, and skills for good leadership to occur in teams. A leader must hold the Wallenda factor closely. The Wallenda factor is the ability to only think about succeeding, and concentrating on the task at hand and not even cerebration about helplessness. The Wallenda factor was named after a famous tightrope walker Karl Wallenda who fell to his death. Karl Wallenda was preparing for his most challenging stunt of his life. But what he could think for 3 months before stunt was about failing, instead of working hard for the stunt. Checking and supervise the cons truction of his rope, he has never done it before and due to the thoughts of failing he catched it for the first time. (Bennis Nanus, 1997).The willingness to share power and control with the team should be a quality of the leader. Acting like a handed-down boss is not good for a leader he should be like a player or coach to the team. As already seen in the case of GENERAL ELECTRIC(GE), leaders must be there for support and encourage employees to solve problems on their own. Hewlett and Packard were typical leaders in the sense that they regularly visited company halls to interact with people and to solve their problems. GENERAL ELECTRIC(GE) Way, as the employees feel was a life and the leaders were like colleagues not bosses. They treat employees like equals and there were nothing that could be communicated only to managers and not to employees.http//www.teamtechnology.co.ukBass, M.B. (1990). Bass Stogdills Handbook of Leadership. New York, NY The Free PressBennis, W. Nanus, B . (1997).Leaders Strategies for Taking Charge. New York, NY HarperCollinswww.sagepub.comHollander, E.P. (1978). Leadership Dynamics. New York The Free PressRESOURCESQUANTITYGOALS OBJECTIVESSCHEDULEQUALITYBoundary Management ChartHarvey Robbins created a chart that helps leaders and the team members to know their boundaries specifically. This chart is having goals and objectives in the middle stripe, resources in the box above it and quality in the box below it. The quantity box is to the left of goals and objectives and to the right is the archive box. When a team member make outs more skilled the leader will put his or her name in one of the boxes and then that team member will be responsible for that job. The other boxes deal with being in charge of the quality of the product produced, the quantity of the product produced, and in charge of the resources used to produce the product. Other responsibilities assigned to other employees could be added to the chart if needed.The on ly box, according to Harvey Robbins, that is not negotiable is the center box goals and objectives. Leaders are not ready to completely give up control of goals and objectives because they must make sure the team members goals and objectives are twin(a) with the organizations goals and objectives. But the team members will be given the opportunity to involve in decision-making (H. Robbins, personal communication, September 15, 1999)An important element of good leadership is trust. Trust can be earned through many ways. In case of GENERAL ELECTRIC(GE), one way of creating trust was sharing of data and access to upward communication. A second was allowing team members to take risks without fear of punishment. Instead of firing or giving punishments the culture in GENERAL ELECTRIC(GE) was to give reassignments of jobs from which they can learn their mistakes.c) Group structures, goals and objectives.The group structures are important since it plays a vital role in determining the pro ductivity of a group. A group can do better than the collective effect of employees working independently. A successful group leader can lead a group to success. Different organizations structure their groups differently based on their goals and objectives. Groups should not be over crowded with skilled people, at the same time should not lack skills and talents. A group lacking skilled personnel may fail to achieve the said objectives. Goals and objectives provide the team members with the means of doing an act, and the end result will be their successful accomplishment. The groups goals, work plans, procedures, resources etc should be successfully arranged to get good results.When the work is carried out in well managed groups, the groups will enjoy operational and managerial freedom, which can increase their satisfaction towards work. The members of the group should be aware of his/her contribution towards the group and it is being valued, each individual starts viewing the group as an engaging entity. Well managed group structures enable the employees to work in co-operation.The statements that draw about the vision to be accomplished, or the results of any action that will be achieved in the coming(prenominal) are known as goals and objectives. Goals provide a wide context of what the vision is and what is it trying to achieve. Objectives are more statements that describe in a narrow context i.e. specific, tangible products, deliverables and fruits that will be delivered as a result of the action. Compared to objectives goals are high level statements.Goals may include more than one objective to achieve since it is at a higher level. To be more precise, achievement of many objectives may result in the accomplishment of a goal. Generally goals cannot be measured. Goals are defined as long-term aims, in which validation is possible in the future while objective accomplishment is a flavour by step process and can lead to the successful accomplishment of a goal.What the action is trying to achieve is what that matters in objectives. The objectives are concrete statements which should be pen at a lower level. Then only it will be possible to evaluate at the conclusion of a goal to check whether it was achieved or not. Compared to goal statements, objectives should not be vague. An excellent objective will be specific, measurable, attainable/achievable, realistic and time-bound. Even though goals and objectives are often used interchangeably, there is a main difference in their level of concreteness. Goals are less structured compared to objectives which are more concrete. In the case study Hewlett and Packard were having clear cut objectives and goals which never hampered the satisfaction of the employees and customers. They considered profitability as a tool to enable other objectives which are equally important to them. But the problems started when the management failed to align the objectives of the organization and the objectiv es of the employees together.http//books.google.co.in/bookswww.askscs.comwww.articlesnatch.comCONCLUSIONOrganizational behavior is so important because it studies or investigates about the impact of individuals and groups on behavior within organizations and it is used for the purpose of applying such knowledge towards improving the effectiveness of the organization. Organizational behavior provides the managers and leaders of the organization, the way through which they should travel and also make their employees travel to achieve organizational goals and objectives. For managers to build up a better work related understanding of themselves and their followers it is important to learn about organizational behavior in todays business environment. As the interpretation says, a manager has to get his things done through others the organizational skills aim a valuable talent or asset for him.The role of the managers has become more sensitive due to the changing nature of todays busin ess environment. It is now essential to be familiar with handling new work forces, relations with the complication of new environment and so on. For this, business people have to develop their information about attitude and behavior of individuals, and groups in organizations.In any organization or company, motivation and communication are two important elements in determining the success of the company. Based on motivation itself many theories have been developed to study behavior and characteristics of employees. The internal theory focuses on the differences within the individual that give rise to motivation and behavior. There are also theories about relation between personal needs or desires and organizational needs. The process theory focuses on the relationship of the employees with the company. The external theories focus on the various components in the environment making it a basis explanation of the behavior of the employees at work. Communication is the so important sin ce it is the basis of all activities and it is used by all the employees regardless of their position whether upper or lower for informing about what is going on in the organization or company. An important motivating factor for employees is sympathetic relationship in Maslows theory, which is a type of affiliation. The prior position in determining the satisfaction of the employees is occupied by working environment of the company.The employees when given roles to perform and rewards for their performance can perform better. This is the reason for many companies setting up teams to work and develops a healthy competition among the teams. Management and leadership also play an important role in the ultimate success of the company. Both these terms are essential because one without the other will make the operations of the business incomplete. Leaders can make sure that the team possesses clearly defined goals that match with the overall vision, goals and objectives of the company. Leaders and managers are concerned with effectiveness which will be reflected in the companys operations. Conclusively, OB can create an environment having happy moments of bonding together that can make each employee more intact that can help to maintain teamwork.