Organizational behavior explores the actions of persons in the context of the organization in a place of work (Schermerhorn, Hunt, Osborn & Uhl-Bien, 2010). Organizations are analogous to living organisms; for instance, the human body comprises several cells, tissues and organs performing together to bring life. When one organ malfunctions, the entire body experiences problems. Likewise, an organization consists of many people running and controlling various departments for its sustainability. For an organization to succeed there should be the integration of all parts and departments, the way the body performs. Models are action systems of an organization, which include the outlined values, vision, goals, quality of leadership and cluster dynamics. The models include autocratic which views supremacy and official authority as the requirements to control employee behavior. Another model is collegial, which upholds that teamwork is responsible for constructing workforce liability. The custodial model postulates that security requirements are overriding among workforces. The focus of models is leadership and people management. This is factual since models revolve around people management. These models also focus on the philosophies of the organization (Schermerhorn, et al., 2010).
Understanding OB is crucial to every employee in an organization. Comprehending OB aids in learning oneself and dealing with others. It helps one to be a good manager or entrepreneur, as well as working in teams. Organizations would run effectively when people have knowledge of OB, thus improving the output. Knowing various facets of OB like motivation, leadership, communication, and others aid in the effective management of people. In addition, OB is a mode of thinking since it is multidisciplinary. A thorough understanding of OB aids in comprehending the outer environment that influences the organization.
Organizational behavior is an important tool for managers to ensure the effective running of organizations. It improves managers’ capability of constructing superior jobs related to understanding themselves, as well as their juniors. OB becomes a precious tool in building managers’ careers since they usually accomplish their tasks through other people. OB helps the management in understanding the present complexities in the work settings and workforce. OB instills skills in managing the attitudes and behaviors of people and groups. Individuals working in the organization have an immense influence on it. Workforces are the driving energy of organizations since they do everything to ensure deliverability. Individuals have varied behaviors and perceptions, and they have to exist in an organization. This; therefore, leads to complications in management since the supervisors have to suit everyone to achieve objectives. Some individuals may not be complying with the organization’s philosophies thus complicating issues (Schermerhorn, et al., 2010). Organizational uniqueness is paramount to survive in the present amplified competition. A number of factors make an organization unique. These include organizational culture, which is a business-like fashion. Other uniqueness includes the life cycle and the size of the organization that offers easy and adequate management. The source of the topmost level of headship is board-driven since the board of directors heads it. The high rate of alteration in the external environment aids in meeting the clients’ needs. The structure and stratagems of the organization as well as its leadership style further make it unique.
In this perspective, globalization refers to an international amalgamation of financial, cultural, societal, and technological unification. Different organizations have varied cultures. Some have business-like fashion while others are run informally or formally. With the prevalence of globalization, organizations undergo myriads of changes (Schermerhorn, et al., 2010). There have been alterations in planning, as well as leadership strategies. In addition, there have been changes in the organization structure. This is due to the multicultural society where people from various backgrounds come up with varied ideas in organizational management. It is an immense issue if employees possess values and attitudes that are inconsistent with the organization’s principles. This would have negative impacts on the organization since it would be tough to meet the objectives. Furthermore, diverging attitudes and values from what the organization expects normally result in intricacy in relation to management. People would be working towards accomplishing their tasks but not adhering to the organization’s values; however, this may taint the name of the company. Diversity has both negative and constructive impacts on the organization. Effectual management of diversity and human development results in a pool of novel ideas thus leading to robust competition. It leads to the brainstorming of judgments. These two parameters are crucial in the fast-shifting business situation. They also lead to teamwork, improved output, and understanding.
It is certain that working environments continue to change, and organizations should learn to adapt. Strategies for adopting the OB models include mixing leadership styles to suit a diversified workforce. In addition, there is a need to motivate the employees, as well as clear job specifications. Managers should also have thorough people skills to manage personnel from varied backgrounds. Organizations normally employ different strategies to get ready employees for a looming change. This involves clear communication of valid information to the employees. There is also a need to involve them in decision-making in areas that affect their work and wellbeing. This normally prepares them psychologically for the imminent changes. Even though employees get early information, they may become resistant to changes. This can be overcome by unfreezing the current situation and then facilitating the move to a novel culture and setting. Finally, there is a need to refreeze the novel practices in an everlasting state (Schermerhorn, et al., 2010). I anticipate changes in the organization and planning since one way does not meet all the goals of the organization. For planned changes, the organization would respond by empowering people to act on the mission of change. There is also a need to plan to conquer resistance, as well as merge improvements. Unplanned change requires the managers to explain the pressure early to the workforce, as well as appreciate their dedication to the business.
Schermerhorn, J. Hunt, J. Osborn, R. & Uhl-Bien, M. (2010). Organizational Behavior. California: John Wiley & Sons.