Organizational Behaviors
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Organizational Behaviors
Organizational Behavior as a Way of Thinking and Acting involves three major components, which are the organization, the group, and the individual. The emphasis on organizational behavior is on the human behavior and values of an individual that leads to the realization of public objectives and community needs. It is the study of how individuals behave in public and nonprofit organizations. Organizational Behavior also narrows down to how people act, how they interact among themselves and their motivations (Aristigueta, Denhardt and Denhardt, 2013).
From January 2018, I have been part of a medium-sized church-based organization in our community, which is a non-profit. In March 2019, I received a promotion and became the manager of the organization. The organization has the responsibility of helping the needy and the less privileged members of the community within and outside the locality. These included orphans, widows, and physically challenged individuals. Before I took over the new position as the manager, I had observed that the organization had a recurrent problem of high turnover every year due to bad management and this had plagued its operations. Every time the turnover struck, my predecessor unfortunately misdiagnosed the problem. The manager could either falsely claim the employee was not competent or attribute the turnover to the quality of the job offer. However, the truth showed a quite different thing. Most employees left their job because of a direct issue with either their manager or several secondary issues that also the manager caused. This had cost the organization as much as 200% of the salary for the highly trained employees.
It is now more than a year since I took over my managerial position and I have not lost any employee. I would, therefore, conclude that the problem of high turnover has since been resolved. The success in resolving the problem started with identifying the problem and collecting the right information. The next step was to make the right decision and finally take action.
Some of the factors that were most influential in working through the issue included demotivation and ineffective communication by the manager with the employees.
In resolving the issues, meeting and talking with individual employees came in handy. It helped in understanding their needs, desires, and motivations. The management worked with the employees in setting individual and group goals. This involved seeking employees' input on policy and operational changes to improve the outcome. The approach helped in supporting the employees’ development and performance. The employees finally understood the underlying values of our mission and felt empowered to serve the community in a manner that was consistent with our values. According to Aristigueta, Denhardt, and Denhardt, (2013), the purpose of this effort was to help the employees redirect their behavior towards meeting the community goals as well as the goals of the organization.
My focus was much on the individual employees where I asked myself if various units in the organization were functioning effectively. The employees started feeling being part of the team.
At the group level, I formed a taskforce, addressed particular problems, and reconfigured work teams to address specific issues. The objective in doing this was to strengthen work teams, enhance employee commitment and involvement, and offer the skills and support the employees required to achieve their goals.
In resolving the organizational problem, it was paramount to apply psychological theories such as behavioral psychology, which emphasizes on learning and behavior change (Aristigueta, Denhardt and Denhardt, 2013).
My role was to study individual and group behavior in our organizational setting. These brought strengths such as motivating employees, employees became effective team members, effective communication within the organization, and the making of effective decisions. Other strengths that I brought to the group were leading and inspiring others, productive management of conflicts, and the use of power and politics ethically and constructively. I created and secured commitments to shared values and helped the employees to become more innovative and creative.