The study of organizational behavior gives an idea of how employees behave and perform in the workplace. It helps us develop an understanding of the aspects that can motivate employees, increase their performance and help organizations establish a solid and trusting relationship with their employees.
Each individual is unique based on her experiences and knowledge. Organizational behavior can help leaders understand the motivational tools necessary to make it easier for their employees to reach their potential.
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It is important for leaders to analyze the organizational structure that can act in the interests of their employees. In recent years, large corporations like Google are shifting to a flatter organizational structure. They allow employees to work independently, encouraging them to share knowledge and gain more control in decision-making.
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There are a few factors where behaviors can affect one's performance. According to a study, those who come to work with a positive attitude are more creative and also lower stress levels.
Conversely, gossip and rudeness disrupt performance, reduce productivity, and decrease job satisfaction. Conflicts will arise that will cause miscommunication that will lead to a decline in morale.
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In this article you will find:
Importance
During working life, most people have worked for a company where people did not get along with other employees, where no one knew what the expectations were or where the boss failed to promote the work in team. Most likely, the company lacked a model of organizational behavior.
Organizational behavior can help employees navigate company culture, as well as help Managers better understand how that culture helps or hinders employee productivity and retention. employees.
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One of the main goals of the CO is to understand what motivates employees. How organizations measure job satisfaction varies, but the most common metrics include a fair and equitable reward system, compelling work, pleasant and good working conditions supervisors. By understanding what motivates employees, managers can adjust their policies to increase job satisfaction, thereby increasing productivity.
The CO not only helps employees understand themselves better, but also offers a roadmap for managers to improve all aspects of their organizations:
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- Improve job performance.
- Increase job satisfaction.
- Encourage innovation.
- Encourage leadership.
- Improve customer service.
- Encourage ethical behavior.
- Create a positive work environment.
Organizational behavior models
Autocratic model
This model has its roots in the historical past and it definitely became the most prominent model of the industrial revolution of 1800 and 1900. It gives owners and manager the power to dictate and make decisions while making employees obey their orders.
The model states that employees must be instructed and motivated to perform while managers think about everything.
Custody model
The custodial approach induces employees to now show their dependence and loyalty towards the company and not towards the boss or managers or supervisors. Employees in this environment are happier and psychologically concerned about their rewards, but they don't need to be strongly motivated to perform.
Studies show that although it has been the best way to make them happy employees but not productive employees, the question remains what should be the best way? But overall, this step had been a stepping stone to creating and developing the next step.
Support model
The support model is being widely accepted mainly in developed nations where Employee needs are different, as it meets many of the emerging needs of employees. employees.
This approach is less successful in developing nations where the social and economic needs of the working class are different. In short, in the solidarity model, money is not what retains employee satisfaction, but rather it is a part of the life of the organization that has been put into practice and makes other people feel desired.
Collegiate model
the collegiate model is an extension of the solidarity model. The success of the collegiate model depends on the ability of management to foster a sense of collaboration among employees. This makes employees feel important and needed. They also feel that managers are not mere supervisors, but they also bring their contribution to the team equally.
For the collegiate model to be successful, many organizations have abolished the use of bosses and subordinates during work, as these terms create the distance between managers and subordinates. While some of the organizations have abolished the system of allocation of spaces reserved for executives. Now any employee can park their vehicle in the common parking space, which increases the convenience of it and makes it more comfortable.
System model
In the system model, the expectations of managers are much more than getting employees to do the work. Managers must show their emotional side, be more compassionate and supportive of their team, and must be sensitive to the needs of the diverse workforce.
They must devote their attention to creating the feeling of optimism, hope, trustworthiness, courage, self-determination, and through this, try to develop a positive work culture where employees feel more comfortable and work as if they were working their family. Ultimately, this translates into long-term employee engagement and loyalty and the success of the company.
Managers also try to promote two main concepts; authenticity and transparency and social intelligence. Managers always try to make employees feel part of the project and the organization and give them all the support so that they can increase their efficiency and performance.
In turn, employees feel more emotionally and psychologically part of the organization and become more responsible for their actions. Employees feel more inspired, motivated, important, and feel that what they are doing and what they think would be good for the organization goes beyond their personal achievements.
