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Table of Contents
Contingencies of power for organization cohesiveness.
Factors influencing the organizational behavior
Opportunities and challenges.
Conflict handling styles.
Behavior theories and conflicts.
Types of conflict-management styles.
This assignment mainly focuses on organizational contingencies of power and management of conflicts, understanding the employee behaviors and so on. Organizational behavior refers to the human behavior with the organization and this is the primary notice of one individual’s organization. The main motive of the organizational behavior is to review the theory of the organization and to develop a concept of better organizational life. There are practically three theories of organizational behavior. They are classical theory, non-classical theory and modern management theory. The organizational behavior has some features such as:
It is a separate form of study and not only a discipline.
An approach to interdisciplinary
An applied science
It is a normative science
It is an optimistic and humanistic approach.
Factors influencing the organizational behavior
There are certain objectives and factors that the organizational behavior follows (James, 2017):
Job satisfaction – the organizational behavior helps an individual to get a job of his interest and is satisfied with the job, because of the proper maintained organizational behavior.
Finding the right people – The group or the team that the individual is working with matter the organizational behavior of the individual the most. Finding the right team or the group influences the behavior of the individual a lot (Chumg et al, 2016).
Organizational culture - the culture of the organization the individual is working is very important for the individual to behave around him/her. A good organizational culture will affect the behavior of the individual accordingly.
Development of a good team – a well organizational behaved organization has the ability to develop a good team for the organization. Therefore, it is important for the individual to develop a positive organizational behavior.
High productivity – a well behaved individual can provide a higher productive work with the key features of cooperation and teamwork. This is a main factor of organizational behavior.
Understanding employees better – a well behaved organizational individual can work cooperatively with others as he/she has the quality of understanding the other employees working with the individual (James, 2017).
The eight objectives show the people at the organization show the behavior. This shows the level of objectives, level of interaction, level of motivation and the level of satisfaction and the way to improve the yields in the most productive way.
Opportunities and Challenges
The organizational behavior faces a big challenge in rapidly meeting the business achievements and also for improving the productivity (Wood et al, 2016). Those opportunities are as follows:
Improvement of skills – improvement of skills is very important for the achievements of the goals. The organizational behavior helps in improving the working skills of an individual.
Improvement of productivity and quality – the improvement in the quality and production is very important in the achievement of the goals and aims of the organization, and proper behavior helps in the improvement of the quality and productivity of the organization (McShane et al, 2018).
Empowers people – the proper organizational attitude of all the employees makes a bold statement and also encourages the other employees in doing the work efficiently and productively.
Improving the customer service – the proper organizational behavior can be very much helpful in the service for the customers in an organization. So therefore the proper behavior helps the employees to easily be helpful to the customers and interact very well with them as well.
Improving ethical behavior – the ethical behavior is great and comprehensive for an organization, but the thing is this behavior would only be adopted if the environmental culture is important. And also this organizational behavior aims to improve the ethical culture of the organization and also the behavior of the employees of the organization (Wood et al, 2016).
Fig. 1 Contingencies of Power
(Source: "The Meaning of Power Power is the capacity of a person, team, or organization to influence others. The potential to influence others People have power. - ppt download", 2020)
Organizational behavior affecting the motivation of an individual
The organizational behavior has the effect on the motivational factor of the individual and the participation motive in the organization. The study of organizational behavior puts focus especially on the motivation of the power and the behavior of the leader, which includes the group processes and structures, attitude, learning, work stress and design. There are several reasons why the organizational behavior is studied for the purpose of motivation:
The study of organizational behavior reflects the behaviorof an individual and then it is applied in the organization in some useful way for the better productivity and better results of the company. It helps in the better utilization of the people working in the company who guarantees for the success of the company (Alblas, Wijsman & van Noort, 2019).
Organizational behavior helps the manager to understand the basics of motivation and also to implement them on the employees of the company. The manager of the organization should also motivate the employees so that they can work efficiently and productively without being forced and stressed in doing the work for the company.
Organizational behavior helps to maintain a cordial relationship for the better productivity of the organization.
It helps in the improvement of the interrelationship among the employees of the organization.
The organizational behavior helps the managers to motivate the employees in the correct progress and to exhibit better learning capability in the employees in different aspects related with the organization (Alblas, Wijsman & van Noort, 2019).
The organizational behavior is the application and the study of the knowledge about the nature of the people as a group and individual (Kitchin, 2017). It can be approved with a proper system approach. It interprets the organizational - people relationship in terms of the group, people, the whole system and the whole organization. Its aim is to build a better relationship of the human objectives achievement, social objectives and the organizational objectives. Organizational objectives can encompass a major wide range of ideas such as leadership, change, teams and human behavior. Organizational behavior implicates the great impact on an organization ad on an individual that should not be ignored. To progress the business efficiently and effectively, it is very essential for the study of organizational behavior and this helps in the behavior of motivation (Kitchin, 2017).
Behavior theories and conflicts
Organization is formed by the orientation of a group of people. Several people came from different spheres to work in an organization. They vary from different behavior. The behavior of an organization depends on these people of different spheres. Organization behavior theory is nothing but the study of human behavior in an organization. This theory was propagated by Frederick W. Taylor in the early 20th century. He has been called the father of scientific management. During the 1940s and 1950s, several researchers had worked over various humanistic values, which add to the organizational behavior but the theory of Taylor came in front and became a significant one.
Conflicts are considered as the natural and normal phenomenon in any institution or workplace. It reads under the organizational behavior. But the heavy excessive conflicts and results in deterioration of organization. It produces absent-mindedness, low productivity and mental health issues. The conflicts among the people in an organization also have some positive aspects. The conflict and comparison can generate innovative ideas among the participants of an organization, which can lead to the positive and growth of a company (Okoro et al., 2018).
Types of conflict-management styles
There are different kinds of management styles, which manage the conflict among the organization. They are read under five major subdivisions. They are as follows:
Fig. 2 Conflict handling styles
(Source: "5 Conflict Management Styles at a Glance", 2020)
Accommodating: It is a style which deals with the consent of a personality in an organization. This takes place when the people of an organization are not in the process to procure their own will. They are ordered by the management and have to be concerned about the organization. This type of process is applied and used in a small concern. Accommodation possesses the will of its people and it is based on the decision of the management of the organization. This style is better than the other styles as no arguments are attained and heard by the management. Suppose in an organization the workers are having problems while working (Aruna, 2016). The Accommodation style is appropriate here as the management decides to take over the situation and gives decisions regarding the solution of the problem.
Avoiding: It is a process which completely deals with the conception of avoiding conflict within an organization ("5 Conflict Management Styles at a Glance", 2020). A person can diplomatically supersite a conflict, which is going on in an organization. Those people who are in practice of this avoiding style never add to be a positive for an organization. This style is appropriate to impress when there is high risk of controversy among the community or groups in an organization. This style is better than others are as it keeps one out of any argument (Cerni et al., 2012). In an organization, it can result in a negative effect, which desperately causes a negative approach for an organization. While giving an example it is seen that an organization working with a huge staff avoids each minute details given by its workers.
Compromising: This process is a style, which leads to a solution to please the partial part of an organization. It is regarded as a more partial style in an organization. This process makes an organization much more attentive and goal seeking (Aruna, 2016). An example can be when an organization or management is working with its staff, they have to compromise a little bit with the condition and demands of their workers.
Collaborating: It is a style, which works in groups. It is a cooperative process in an organization. This can be explained as the fully satisfied process through which the people of the organization gain mental strength. It is a friendly process, which is the opposite of avoiding. It is better than other processes as joint working is obviously good for the prospectus of an organization (Promsri, 2019). An organization gains a lot if the people within an organization work in collaboration. It explains the mentality of togetherness and love for work. An example can be set as when a management uses to collaborate with some other organization, innovative ideas and thinking can add to the prospect of a company.
Competing: The organization which applies the style of Competition sets its goal to reach to the apex. This style is totally different from the others as it leads to overview of its own views until it achieves its own result. It ensures the future prospects of an organization and management becomes much stronger in executing this style. This process is better than the other process as ii gives a company its highest achievement. While setting an example of this style it can be said that all the big companies use this process in their management to achieve the pioneer position in the market (Rao, 2017).
In the base of conclusion, it can be said that the organization behavior is the most important theory to make a company's growth. The different styles are the key ingredients for the management to tackle an organization. Each company has its own style of working and they used to access their style in their own way. While analyzing all the styles it can be said that not all the styles are subjected or designed for all companies. They vary from organization to organization. The work sphere of all the companies is not the same. The small companies have their own style of working whereas the big companies use to work on their own style.
The work environment is also a key ingredient for a company to rise. In the olden days when work environments are not friendly or hazardous it is seen that the management's use to oppress the workers for the company's growth. Now the companies use to work in collaboration with the workers. Being a judgmental and good organization, it is this duty to look after the needs of the workers. The company gains much when they work vice versa with their people.
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Alblas, G., Wijsman, E., & van Noort, M. (2019). Organizational Behaviour. Routledge.
Aruna, A. R. (2016). Influence of Individual Characteristics on Conflict Management style In An Organizational Setting. International Journal of Research in Social Sciences, 6(7), 659-670.
Cerni, T., Curtis, G., & Colmar, S. (2012). Cognitive‐experiential self theory and conflict‐handling styles. International Journal Of Conflict Management, 23(4), 362-381. https://doi.org/10.1108/10444061211267263
Chumg, H. F., Seaton, J., Cooke, L., & Ding, W. Y. (2016). Factors affecting employees' knowledge-sharing behaviorin the virtual organization from the perspectives of well-being and organizational behaviour. Computers in Human Behavior, 64, 432-448.
James, P. S. (2017). Organizational Behaviour, 1e. Pearson Education India.
Kitchin, D. (2017). An introduction to organizational behaviorfor managers and engineers: A group and multicultural approach. Routledge.
McShane, S., Olekalns, M., Newman, A., & Martin, A. (2018). Organizational behaviour.
Okoro, C. M., Okonkwo, E. A., Eze, A. C., Chigbo, C. M., & Nwandu, I. B. (2018). Competitiveness Among Employees In The Workplace: The Influence of Conflict Handling Styles And Organizational Types. IOSR Journal Of Humanities And Social Science (IOSR-JHSS, 23(6), 82-89.
Promsri, C. (2019). Exploring the association between empathy and conflict management styles. Academy of Social Science Journal, 4(2), 1260-1265.
Rao, M. S. (2017). Tools and techniques to resolve organizational conflicts amicably. Industrial and Commercial Training.
The Meaning of Power Power is the capacity of a person, team, or organization to influence others. The potential to influence others People have power. - ppt download. Slideplayer.com. (2020). Retrieved 28 April 2020, from https://slideplayer.com/slide/12331051/.
Wood, J. M., Zeffane, R. M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., ... & Osborn, R. N. (2016). Organizational behaviour: core concepts and applications. John Wiley & Sons Australia, Ltd.
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