Professional Documents
Culture Documents
● People.
● Structure.
● Technology.
● Environment.
Structure
The employee that works individually or in groups creates the whole structure. It is
the layout of the organization. The roles and responsibilities of people in a
structure should be clearly described. If you do so, there will not be any confusion
regarding their duties which results in greater efficiency.
Technology
People and structures are not enough for an organization. When you provide the
needed technology, people can perform the task effectively. If you failed to provide
technology, it would be difficult for people to complete their responsibilities.
It also helps to reduce production costs. Depending on the work needed to
complete, you can use technology.
Environment
The last one is “Business Environment.” For an organization to run successfully,
external factors also matter the most. Business leaders must study both the
internal environment (organizational culture) and the external environment
(economic, social, political, and cultural) factors. A manager should not hesitate to
make any changes as and when required.
Goals of OB
Organizational behaviour is an applied science that deals with individual behaviour as
well as group behaviour in an organization. The four primary goals of organizational
behavior are −
● To describe
● To understand
● To predict
● To control
To describe − The first objective is to narrate how people behave under various
conditions.
For example, as a manager, one information regarding the junior employee who
comes to the office late and leaves the office early.
To understand − The second goal of organizational behavior is to understand why
people behave as they do. Managers have to understand the reasons behind their
actions.
For example, as a manager, one has to find out the reasons why the junior
employee is coming late and leaving early before taking any actions against him/her
as per company rules.
To predict − Predicting future behavior of employees is another goal of
organizational behavior. When we understand the behaviour, we can predict the
behavoural trends.
For example, as a manager one should be able to predict employee turnover,
employee grievances, absenteeism, etc
To control − The final goal of organizational behavior is to control and develop a
friendly ambiance for the organization. Unpredicted behaviour cant be controlled. So
when certain behavour such as absenteeism, late comings, etc are predicted,
different measures can be used to control e.g. changing rules and regulations,
changing policies, etc
OB System
2. A whole person
❖ People should be treated with respect, dignity and equity not should
be treated like an animal or a machine.
Nature of the Organization
1. Social System
❖ All organizations are social systems which are greatly affected by
social norms and values.
2. Mutual Interest
❖ The individual and organizational goal are never the same.
▪ Challenges
• Understanding varied norms and values, symbols
• Motivating highly diversified workforce
• Coping with anti capitalism backlash
• Dealing with cross-cultural differences
▪ Opportunities
• Expanded Market and revenue
• Learn new things
• Higher standard of living
• Avail qualitative products and services at lower costs
2.Managing workforce diversity
▪ Challenges
• Workforce diversity:
▪ Gender, race, national origin, age, disability, refugee, migrants, etc
• Embracing diversity
• Changing demographics
• Accepting and managing value differences
• If not managed- may result into higher turnover, increased interpersonal
conflict and ineffective communication
▪ Opportunities:
• Workforce diversity can increase creativity and innovation in organizations
as well as improve decision making by providing different perspective on
problem.
3.Improving quality & productivity
▪ Challenges:
• To improve quality and productivity simultaneously is very challenging
• People are changing from price conscious to quality conscious however price
comparison is always there
• Now quality should be improved not through mass production but customized
production
• The definition of quality is changing day by day
▪ Opportunities:
• Qualitative products have higher demand and higher price
• Important factor for gaining competitive advantage
• Producing qualitative products also minimizes waste and lesser errors in output
4.Improving people skills
▪ Challenges:
• Employees are getting outdated quickly so time and again training & learning
is required
• Trained employees are difficult to retain as the competitors lure them with
better financial and non financial facilities and prospects
• To work in team is very much required but getting diverse group members
work in team is a difficult task
• A type of training may not be equally effective for everyone
▪ Opportunities:
• Skilled employees are comparatively more productive
• Skilled & productive employees are more rewarded, hence more motivated
• Competitive advantage can be gained only through skilled employees
5.Empowering people
▪ Challenges:
• Decision making is being pushed down to the operating level, where
workers are being given the freedom to make choices about schedules
and procedures and to solve work-related problems. – To what extent
the employees should be empowered ?
• Giving up control by managers and taking in charge of ones work is
difficult task
▪ Opportunities:
▪ Realization of potential from employees to the greatest extent
▪ Assuming responsibilities for own decisions
▪ Learning and easy adaption in the changing environment
▪ Top management can concentrate on important aspects and strategic
planning of the organization
6.Stimulating innovation & change
▪ Challenges:
• Employees can work and think only as employees i.e. they won’t involve themselves in
organization like the employer
• Making them think for organization innovatively is a challenge for management
• An organization’s employees can be the impetus for innovation and change or they can
be major stumbling block.
• Employees also resist change and managers must master the art of change or they’ll
become candidate for extinction.
▪ Opportunities:
• Everyone whether educated or uneducated may be highly creative. If employees start
thinking creatively for organization, they can gain competitive advantage over
competitors
• Innovative employees always devise new way of doing work effectively and efficiently
• Employees accepting changes easily adapt easily in dynamic environment and learn new
things easily
7.Coping with “temporariness”
▪ Challenges:
• Everything is changing rapidly e.g.- taste & preference, likes & dislikes, skills,
training, the way employees get motivated, technologies, etc
• Making employees ready for one task and making them flexible to assume
another responsibility requiring new skill is a difficult task
• Training and retraining, educating and reeducating is difficult for any
organzation
▪ Opportunities:
• If a manager develops a learning organization where workers continually
update their knowledge and skills, they can easily perform new job.
• If a manager is able to develop a culture of change, the employees will
adjust to the changing environment and develop competitive advantages
8.Helping employees balance work/life conflicts
▪ Challenges:
• Globalization has lead to sleepless worlds
• communication technology has made employee to do their work at
home, in their car, or during the holidays
• Nuclear family with single breadwinner and no time for their family
is making relationships emotionless
▪ Opportunities:
• If employees are provided opportunities for balancing their family
life with work life, they will develop a sense of belongingness and
the absenteeism and turnover will decrease while job satisfaction
and productivity will increase.
9.Declining employee loyalty
▪ Challenges:
• The attrition rate has increased to a great level
• A basis of unethical business practices
• Only professional relationship between employee and employer i.e. no sense
of belongingness for organization
• Difficult to devise ways to motivate workers who feel less committed to their
employers, while maintaining their organizations’ global competitiveness
▪ Opportunities:
• If employee loyalty is maintained they can be motivated easily, wastage will be
minimized, turnover and absenteeism will decrease
• Active involvement of the employees will lead to positive contribution to the
organization
10.Improving ethical behavior
▪ Challenges:
• Members of organizations are increasingly finding themselves facing
ethical dilemmas, situations in which they are required to define right
and wrong conduct.
• Ethical behaviour is very hard to define.
• Level of ethics is also declining day by day
▪ Opportunities:
• Managers and their organizations are writing and distributing codes of
ethics to guide employees through ethical dilemmas.
• If standardized and accepted by all, discipline will be maintained and
dysfunctional conflict will be eliminated to a great extent