Human Behavior in Business Organization

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GS204 Human Behaviour in Business Organization Midterm Examination 1. The basic approaches in the study of organizational behaviour and its limitations. Organizational behaviour study has developed over the years to address the growing, complex needs of the diverse workforce in a globalized economy nowadays. Its goals are to make Managers more effective in describing, predicting and controlling human behaviour. It has become a useful tool to analyze and investigate the impact that people, structures, technology and external environment have on individual behaviour within an organization. It has likewise become an interdisciplinary field which integrates behavioural science with other social sciences specifically to enhance the working relationships between people and organizations. As managers to become more effective, a careful and extensive study of these useful ideas and conceptual models is imperative. Hence, effective management can be best attained through understanding and use of the HUMAN RESOURCES, CONTINGENCY, RESULTS-ORIENTED and SYSTEMS approaches. One of these approaches is the human resource approach otherwise known as supportive approach. Traditionally, Managers perceive their workers as pessimistic and negative beings. Under this assumption, Management is directive and controlling. The modern view of today’s employee at work in relation to organization has evolved to a developmental approach. This is the positive way of perceiving that employees are responsible, self-energized, committed and creative beings. After all, better people achieve better results. Developing these humanistic values create positive beliefs about the potential of employees. People tend to interact in organizations in different ways because of varying variables and many factors come into play. Different situations call for different approaches to best resolve any issue on hand. The contingency approach would best adapt under these changing circumstances to effectively manage organizational behaviour. Managers need to clearly assess what conditions they should prefer one behavioural approach over another. Apparently, no approach ever implemented is permanently the best model. As people needs and behaviour continues to evolve and grow, manager should be flexible. The contingent use of any of these models should not be discontinued but rather should be use appropriately. Primarily, the most dominant organizational goal is to be productive. The results-oriented approach focuses on the productivity which is measured in terms not only of economic value but of human and social input and output as well. Using this approach, organizational behaviour with high job satisfaction rate will probably lead to improved human output and high productivity results as well. On the other hand, systems approach employs holistic organizational behaviour which means people-organization relationship should work and blend perfectly well to achieve individual, organizational and ultimately societal goals. Managers’ point of view should start from every employee as integral part of the whole systems. Employee’s individual role influences the behavioural quality of life in the organization. Therefore, managers’ primary role is to foster an organizational culture in which talents are utilized, people are motivated, teams become productive, organizations achieve their goals and society is finally rewarded. Organizational behaviour has its own limitations. There is no such thing as perfect tools or approaches. Several human factors as stress, performance, turnover among others will always come into play. These approaches are not the absolute resolve but only as tools for improved organizational behaviour. Effectiveness of Organizational Behaviour can be adversely affected by a behavioural bias, the law of diminishing returns and unethical use of behavioural tools. Therefore, managers should be able to recognize and address these limiting factors. In every...
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