Introduction - Impact of Theories, Culture, and Motivation on Organizations
Organizational behavior is the study of human behavior in a business environment, including factors such as group dynamics, motivation, decision-making, communication, leadership, power, and teamwork (Buchanan and Huczynski, 2019). (Proper organizational behavior can assist managers in understanding how their respective business organizations must function and can be improved over time. It also helps managers to understand the impact of employee behavior on the achievement of organizational goals and objectives. The purpose of this essay is to define and analyze organizational behavior. It will focus on examining changing management practices from the early 20th century. The essay will then go on to examine more contemporary models of organization and management and explore how their implementation has impacted organizational behavior. Furthermore, the essay will provide an overview of the current state of organizational behavior. Throughout the discussion, the essay will draw on relevant examples and research to provide an analysis of the development of organizational behavior and management practices. This essay will explore the current body of research and theories pertaining to organizational behavior. Specifically, it will examine theories and evidence related to personality, individual differences, and motivation. Additionally, this essay will discuss the application of various motivational theories, and how they can be used to facilitate successful outcomes in organizations.
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The emergence of Management as a Science in the early 20th century marked a shift away from traditional management practices and unsheared in an era of increased productivity, organizational structure, and efficiency (Neal and Alana, 2023). With the implementation of scientific methods, managers began to optimize processes by standardizing and breaking down work into smaller tasks, dividing labor among workers, centralizing decision-making authority, and establishing a distinct hierarchy. These changes were designed to improve performance at the individual, team, and organizational levels. By concentrating decision-making authority among a few individuals, managers could make decisions more quickly, streamline communication between departments, and ensure that employees were held accountable for their actions. Standardization allowed for better quality control and the breaking down of work into smaller tasks enabled faster production and improved accuracy. Lastly, the hierarchical structure helped with the efficient and effective allocation of resources, ensured compliance with rules and regulations, and established a culture of respect. Overall, these changes created a more structured environment that maximizes efficiency and effectiveness, allowing businesses to become more profitable and successful. As the years progressed, the principles of Management as Science continued to evolve and today, they remain an essential part of effective business management.
1950s-1960s: Functional organisations
During the 1950s and 1960s, organizations experienced considerable growth and complexity, prompting the emergence of functional organizations and the Human resource (HR) movement. These new developments saw managers gain an understanding of how integral the human factor was to the production and productivity of their operations (Rollinson, 2008). The shift in thinking regarding the importance of human capital led the way for a new era of personnel management and the organization of labor, which would be essential for organizations to remain competitive. The dawn of the Human Resource (HR) movement brought with it a new focus on employee motivation, development, and satisfaction. HR professionals sought to improve the working environment and conditions for employees, while also striving to optimize the utilization of labor resources. Managers began to understand that their employees needed to be managed differently depending on the context and found that the key to success lay in actively managing the workforce in a way that focused on people rather than processes. The HR movement also saw organizations become more open to allowing workers to provide input on decision-making and allowed more opportunities for career advancements and professional development. The focus on employee motivation, satisfaction, and development has since become a cornerstone of successful business practices and has had a lasting impact on the way organizations are managed.
1970s: Strategic planning
The 1970s saw a marked shift away from the traditional approach to measuring organizational performance – ly, by focusing on functional output – and towards resource allocation, leading to the increased use of strategic planning tools such as the General Electric (GE) Strategic Planning process, the Boston Consulting Group (BCG) Growth Share Matrix, and the popular SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis. These tools were utilized to formalize the strategic planning process, enabling organizations to more accurately identify their strategic objectives and develop plans to achieve them (Naim, 2023). The use of such strategic planning tools allowed for more resource allocation and improved decision-making, as it enabled organizations to better understand the competitive landscape and the strengths and weaknesses of their own position within that landscape. The increased use of strategic planning tools during the 1970s provided organizations with the resources to make informed decisions and allocate resources more accurately. Furthermore, formal strategic planning approaches set out missions, visions, and goals. Strategic management provides a way of systematically evaluating an organization's direction, environment, and strategies. Strategic planning is essential and is necessary for public organizations to establish their own vision and mission.
Taylor's Scientific Management Theory is a seminal theory in the field of organizational behavior, which explores the relationship between management and employees. Developed by Frederick Winslow Taylor at the end of the 19th century, it proposed that through optimizing and rationalizing the work process, production efficiency and output can be greatly increased (Voss, 2021). Breaking down tasks into component parts, and then carefully studying each part to determine the most efficient way of doing it achieve this. By doing this, Taylor argued that labor productivity can be improved by eliminating wasted effort and increasing worker motivation. Taylor's Scientific Management Theory has been widely accepted and adopted by business owners and managers since its inception due to its logical approach to maximizing efficiency and productivity. The theory's fundamental belief is that employees are motivated by monetary rewards, and as such managers should establish detailed workplace procedures to ensure that tasks are completed as quickly and efficiently as possible. This results in workers being able to produce more goods with less effort. In addition to creating detailed instructions for employees, Taylor also recommended that managers observe and monitor their workers to ensure that they adhere to the established protocols.
Furthermore, he advocated for implementing a salary-based system where employees are rewarded based on their performance, which further incentivizes them to produce more goods. Overall, Taylor's Scientific Management Theory seeks to create an environment where both workers and employers benefit, by ensuring that employees are adequately compensated and rewarded for the work they do while simultaneously enabling managers to increase productivity and profits (Ward, 2021). Since its conception, the theory has become a permanent feature in the field of organizational behavior, spurring further research and analysis into how organizations can best optimize their processes and practices.
Human Relations Management Theory
Human Relations Management Theory (HRM) is an important concept in organizational behavior, focusing on the dynamics between employers and employees. This theory emphasizes the importance of communication, motivation, and group dynamics to the successful functioning of organizations (Ward, 2021). It further suggests that the most effective ways to manage people are those that take into account both the individual needs of employees as well as the larger interests of the organization. HRM involves creating an environment that encourages employees to become engaged in their work, fosters collaboration, and promotes trust between management and employees. This can be achieved through the development of policies and procedures that clearly outline expectations, provide a means of meaningful performance evaluation and feedback, and allow for opportunities for professional growth and development. Additionally, HRM emphasizes the need for leadership roles to be filled with individuals who have the right skills, experience, and knowledge to effectively manage the organization.
HRM suggests that a strong commitment to ethical practices and values is necessary to ensure a positive work culture where employees feel respected and valued (Peek, 2023). By creating a workplace where employees are appreciated, respected, and given meaningful input into decisions, Human Relations Management Theory encourages collaboration, engagement, trust, and loyalty among employees. This in turn creates a positive work environment, which can lead to increased efficiency, increased productivity, and improved job satisfaction (Rigby, 2023). Therefore, by fostering an open and trusting relationship between management and employees, the Human Relation Management Theory helps to promote a sense of ownership over a company’s goals and objectives, resulting in greater motivation and commitment. This organizational behavior theory is essential for organizations to create an environment where employees can thrive and reach their full potential.
Personality
Personality is a person's unique and distinctive pattern of thoughts, feelings, and behaviors that they demonstrate in different life situations. It is an individual's psychological makeup, composed of many facets such as attitudes, values, interests, habits, and behavior. It is shaped by both nature, and nurture influences, and is the way a person reacts, feels, and thinks about life and the environment around them (Cherry, 2022). Personality is multifaceted, displaying a range of traits and characteristics such as extraversion or introversion, sociability, empathy, optimism, conscientiousness, and neuroticism. Different personalities are formed through a combination of these traits, which can be influenced by genetic predispositions, family background, environment, and experiences. Personality manifests itself in many ways, including in the way a person interacts with others, their reactions to particular situations, and their overall outlook on life. Ultimately, it is the person's identity, which gives them a sense of purpose and defines them as an individual.
Individual Differences
Individual differences can be defined as the unique attributes, characteristics, and traits, which make each person distinct from all other individuals (Sih et al., 2019). These include physical, cognitive, and behavioral factors such as age, gender, physical appearance, IQ, personality, learning styles, achievement motivation, and emotional intelligence. Such individual differences also encompass lifestyle choices, religious beliefs, cultural background, and political values. Additionally, these differences often result in an individual having different levels of ability across multiple areas such as language, mathematics, or motor skills. Furthermore, individual differences may lead to differences in attitudes, opinions, preferences, interests, and motivation. As a result, this wide variety of individual differences can have a profound impact on how people interact with one another, approach tasks, and interpret their environment.
Relevance of different theories and their motivation
Motivation is a complex phenomenon, which can be defined as a set of psychological forces that determine the direction, intensity, and persistence of voluntary behavior. Different theories have been proposed to explain its underlying mechanisms, including the drive reduction theory, the arousal theory, the incentives theory, the cognitive evaluation theory, the expectancy theory, and the reinforcement theory. The drive reduction theory suggests that behavior is motivated by biological and psychological needs and that people are driven to satisfy these needs (Cherry, 2020). It states that when a need arises in an organism, it is accompanied by a corresponding drive, which motivates it to take action to reduce the drive and achieve a state of homeostasis. This theory is applicable in situations where an individual is motivated to reduce their physical or psychological discomfort, such as hunger or boredom. The arousal theory proposes that behavior is motivated by a need for stimulation (Cherry, 2022). Specifically, people are motivated to seek out and maintain an optimal level of arousal in order to achieve satisfaction. This theory explains why people seek out activities with varying levels of difficulty and intensity in order to feel engaged and challenged.
The incentives theory suggests that behavior is motivated by rewards or punishments. This theory is based on the belief that people are motivated to perform certain behaviors in order to obtain rewards or avoid punishments (Cherry, 2023). The cognitive evaluation theory focuses on how people are motivated by the intrinsic rewards of an activity, such as feelings of competence and self-determination. According to this theory, people can derive enjoyment from engaging in tasks that are challenging and offer growth opportunities, even when there are no external rewards associated with them. In conclusion, different motivation theories offer insight into the underlying mechanisms driving human behavior. They provide frameworks for understanding why people behave in certain ways and suggest strategies for influencing their behavior. By understanding the relevance of these theories and their application, it is possible to create effective strategies for motivating individuals.
Fourth section: Influence of Organizational Culture and Structure
Organizational culture indicates understanding the entire company's values, attitudes, and beliefs which are reflected in the behavior of the employees. Creating and maintaining a positive culture in the workforce leads to developing the productivity and performance of an organization (Bdc.ca, 2023). The organizational culture is essential because it affects the entire aspect of organizational business related to employee benefits, contractual terms, and punctuality. In a survey, it is stated that aligning the culture of the workplace with the employees helps to improve productivity and innovation; also employees are encouraged with more value and support. A strong organizational culture in an organization is considered to emphasize effective and open communication, which shares the values and beliefs that influence the behavior of the employees in an organization. There are different types of organizational culture such as “clan culture” indicates aims at interpersonal connections or monitoring the programs that aim at promoting the family environment by sharing input and gaining similar goals. “Market culture” is a type of corporate culture that aims to advertise the competition in the market reward the winners and also boost the competitiveness in the market between the organization and competitors. “Hierarchical culture” aims to make decisions between top to bottom-level management in an organization. In other words, this type of culture aims to define the corporate structure and level where the item is being ranked as per the levels of importance in an organization. “Adhocracy culture” tends toward innovation and eliminating the traditional structure in an organization (Trinet, 2023). The organizational culture indicates the company's objectives, expectations, values, and mission as well as assisting its employees. It is important because firstly, it increases the engagement of employees who possess the expectations and purpose of an organization. It helps in encouraging and motivating the employees to be more engaged regarding duties and responsibilities, which boosts the level of the workforce and drives productivity.
Secondly, the organizational culture helps in decreasing turnover because the brand regarding fostering a successful organizational culture encourages its values and mission. The organizational culture is essential because it affects the entire aspect of organizational business related to employee benefits, contractual terms, and punctuality. Maintaining a strong and positive working culture helps to hold employee engagement, which results in less turnover for the organization. Thirdly, forms a strong brand identity that reflects the reputation and public image. An organization business that holds a strong brand image helps to attract more employees and more businesses with the same values for achieving the organizational goals. Fourthly, maintaining a positive and healthy team environment is very essential because it develops the workflow among the employees and helps in the process of decision-making. Moreover, it helps the team to address the barriers regarding ambiguity because maintaining a proper culture helps the organization to unify the employees and promote the working structure that assists the employees to work together based on achieving organizational goals. Lastly, upraised productivity indicates that when employees need the tools and resources, which is required for success, it assists in developing the entire levels of performance and productivity. It has created a huge impact on the workplace and has resulted in the overall development of the organization (blog.jostle.me, 2023). Hence, the organizational culture is considered the responsibility of creating the environment in which the business is managed and creates an essential impact on the organization's success and failure. The organizational culture creates and maintains the environment of an organization that influences the nature of the long-term plan for moving ahead toward its mission.
Fifth section: Analyse the concept of managing groups and teams; workforce diversity and globalization
Managing groups and teams is considered the key component of leadership. Groups and teams are everywhere throughout some organizational landscapes and managers finding the team-management skills that are required to function are d “P-O-L-C”. This function is d “planning-organising-leading-controlling” is refers to the planning that might occur between the teams. The “P-O-L-C” framework contains some functions such: under the segment of planning there are goals and objectives, vision and mission and strategizing, this segment of organizing is a social network, organization design, and culture, whereas, under the leading segment, there are various objects such as motivation, decision making, communication, leadership groups/teams and lastly under the segment of controlling there are strategic human resources and system or processes (Open.lib.umn.edu, 2023). Planning occurs in a team that is impaired and less organized among the higher level towards the forms or organization. In making the decision based on the structure of the organization managers are required to conduct an organizing function, which explains the teams that need to be used among the organization. The same as, teams or groups required and implications for controlling the function it is because the teams are required among various performance assessments, which include the system of rewards to engage their motivation. Lastly, the team and group are required to face the leading functions where both the team members and good team leaders manage the team which is considered the key component of leadership management. There is a huge difference between a group and a team because it is an organization formed by a group of people. A group is considered as the collection of individuals where an organization consists of projects-related groups which is a product group or the division that enlarges the entire branch of the organization. However, a collection of people is not considered a team because the team is considered the type of group that is a coalition of people working together to achieve the same goal.
Workforce diversity is considered as the overall mixture of employees that includes the differences and similarities of values, beliefs, preferences, behavior, and backgrounds. It is considered the key to improving productivity. In the present scenario, the employees are being diversified from the workforce, which is considered a huge issue for the management. People stick to their views regarding caste or religion in an organization. This is because diversity is a problem that is being managed properly and can increase the productivity of an organization (Greatplacetowork, 2023). Workforce diversity develops employee satisfaction and leads to positive attitudes and behavior as well as making proper decisions for the organization that combines a diverse group of thinkers. It is also beneficial because the organization's aspects regarding diversity make the foundation of performing better in a financial way. Workforce diversity must be essential because most of the regulators of the organization in European countries have implemented the targets of boards such as the UK Equality Act 2010. Whereas, globalization is considered to increase the flow of goods and services or ideas across international boundaries. It enables the forms or organization to increase the intensity, innovation, and capital of the overall business of the organization (Ecipe.org, 2023). Globalization is much easier for fresh companies to compete against competitors. It also helps in the trading sector by increasing the number of people who are employees in both the import and export systems. It is considered that globalization is followed by some train such as Outsourcing or International supply chains, which increase the size of the global market, and enable various goods to be produced at cheaper prices. Yet, it allows the companies to search for low-cost ways to produce their product, which also boosts the competition globally. Additionally, the concept of managing groups and teams is essential for an organization including workforce diversity and globalization, which indicates the development of their productivity and performance to compete in the global market.
Sixth section: Discuss the concept of learning organizations
Learning organizations are considered to promote innovations towards the sustainable development of the organization through the learning procedure and organization learning. In other words, the learning organization means the ongoing learning process that enhances the ability to create. It is based on some important disciplines such as systematic thinking, shared visions, and team learning. Learning organization is a skill that acquires knowledge and transfers knowledge and receives some new knowledge to develop the skills and abilities in the organization. In today's competition, organizations are required to do their work in a dynamic and effective place for optimizing the talent of people by aligning them with the business of an organization's goal. The concept of a learning organization is to encourage people to promote or exchange information and make people more adaptable and flexible regarding ideas and changes through a similar vision. This system approach throughout management is being suggested as the environment of ambition in between the individual workers to focus on their knowledge and also focuses on the organization's goals. Rather than this, they are some common problems that occurred throughout the learning organization such as; “lack of skills and knowledge of employees regarding the new jobs”, “the majority of employees preferring to follow the order only”, “lack of communication in teams which results in an argument”, “lack of productivity”. Some essential characteristics are included in learning organization which indicates that learning is a valuable and ongoing process that is effective for the employee's experience and explores the opportunity to learn such as “applying the learning procedure to achieve the goal”, “ providing the opportunity of continuous learning”, “measure individual employees performance in an organization”, “ an awareness of continuous interaction to maintain the positive environment in the organization” (Yourarticlelibrary, 2023).
Some benefits and limitations are included for the employees and Organisation as well throughout the learning organization. The benefits to the workers such as it motivate workers or encouraging workers to work more, and it told the workers to become more creative and innovative, sharing the knowledge between the groups on the teams in hands-on practice to improve productivity and involving social interaction. For the organization, it helps to improve customer relations over some time by acquiring the expertise and providing the knowledge within a learning organization, adapting the changes more efficiently and rapidly regarding technological adoption, market capturing, or facing the competition. Moreover, the worker can gain knowledge through learning organization at a larger than average which can be applied through problem-solving and the rapid rate and more importantly the traditional practice is divided among the better of the organization. The limitations included in learning organizations such as focusing on the cultural aspect, “collective learning processor or individual learning procedure for the entire level of the organization which is not appropriately connected towards the strategic objects of an organization”, “required to develop the true system in management by including the ability to evolve learning capacity” (Preservearticles, 2023). The learning organization is being aligned to cover up the barriers related a continuous business practice such as the approach of organizational development for the economic shift of globalization and formed the business practices that occur problems for adopting the perspective of learning organization.
Conclusion
The above essay is based on organizational behavior that describes the changes in management practice, which varies from the 20th century. It includes the function of the organisation and strategic planning which is essential in an organization. The content explains the present theories and concepts regarding organizational behavior, which include individual differences and personalities based on motivational theories. The organizational culture is essential because it affects the entire aspect of organizational business related to employee benefits, contractual terms, and punctuality. It explains the function of managing the team and groups which is the key component of leadership. Groups and teams are everywhere throughout some organizational landscapes and managers for finding team-management skills which include the concept of globalization and workforce diversity which is essential in today's world. It enables the forms or organization to increase the intensity, innovation, and capital of the overall business of the organization. The essay describes the concept of learning organization including the benefits and limitations for the employees and organization. The learning organization is being aligned to cover up the barriers related a continuous business practice such as the approach to the overall performance of the organization.
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