Organisational Behaviour Essay

I. Introduction An judicature is commonly specify as a radical of wad who litigate together in a consciously coordinated well-disposed unit for a sh bed decide. Management refers to the natural process of controlling and organizing good deal to accomplish its cultivations. In todays progressively global and competitive environment the exerciseive contendment of people is steady more important to the successful proceeding of the have organisations. Therefore, the managers need to interpret the main influences on how people behave in an organisation setting.Mullins (2008, p.4) defined organisation deportment (OB) as the theater and spirit of individual and convention behaviour, and patterns of construction in order to help improve organisational performance and potency. It comprises a synthesis of a variety of different theories and approaches. Therefore, this essay opens by briefly explore a number of interrelated subdued to the reading of organisational behavio ur, before examining the relevance of four main approach to the subject in todays castplace. Finally, it discusses the purpose of organisations.II. Interrelated discipline to the study of organisational behaviour The study of behaviour back tooth be viewed in terms of 3 main disciplines psychology, sociology and anthropology. The contri scarceion of all three disciplines has played an important fictitious character to studying organisational behaviour. Psychology is the perception and art of explaining mental processes and behaviour. The main snap of attention is on the individuals and explores such concepts as perception, motivation, perception and attitudes. It is arguable that McKenna considers psychology as the key discipline in studying organisational behaviour.There ar five key beas in Psychology that can impact on organisations these atomic number 18 mental psychology, cognitive psychology, disclosement psychology, social psychology and nature psychology. Psycho logical aspects are utilitarian to the practical applications such as descent analysis, interviewing models or selection, but it provide too narrow view for understanding of organisational behaviour which is not care with the complex detail of individual differences but with the behaviour and management people of people (Mullins, 2008, p. 7).Watson (2008) defined sociology is more concern with the study of social behaviour, coitionships among social groups and societies. It focuses on group dynamics, conflict, work teams, power, confabulation and intergroup behaviour. It is possible that Watson considered sociology to be the key discipline in studying organisations though he also places emphasis on economics. The structuration reflects the dual effect that individuals spend a penny society and society makes individuals. Watson (2008, p. 30) presents six strands of thought applied to his model for analysis. He further presents six substantive stadiums applied to the six strand s of though in a matrix which are work, society and tilt work organisations the changing organisation and the management of work, occupations and society work experiences, opportunities of meanings and conflict challenge and protection in work.This discipline is valuable to the organisation. It helps managers recognise the relationships amid voluminous-scale social forces and the actions of individual. However, Mullins (2008, p. 7) argues that the study of organisational behaviour cannot be studied entirely in unity discipline. Although each discipline has an important voice, it just underpins the study of subject. Indeed, Mullins synthesises interrelated disciplines which are psychology with sociology, anthropology that explore culture and behavioural factors economics that attempts to provide a rational explanatory framework for individual and organisational activity and political science that is study of power and control between individual and groups in his framework for analysis of organisational behaviour.III. Four main approaches In Mullins framework, the study of organisational behaviour is bear on with not only the behaviour in isolation, but with interaction among the construction and operation of organisations, the process of management and behaviour of people that are impact by external environment. He applies a number of approaches to organisation1. immaculate2. Human transaction 3. Systems 4. mishap1. Classical ApproachThe classical writers considered organisation in terms of purpose and formal structure with attention to power structure of management and skilful requirements of organisation. Frederick Taylor with the Scientific Management had a major contribution to the Classical Approach. Taylors theory was found on the psychological discipline that is concerned with the study of individuals expression. He believed that individuals behave rationally toward financial incentive. thespian would be motivated by highest possible wag es by doing highest station of work.Furthermore, his main objective is to find more efficient methods and procedures for the task endeavor and control of work. Combined with training workers, it was al miens possible to find the hotshot scoop way to perform each task. It was criticized that since workers passively do reiterate task and paid by result, the less homosexual approach can manage a decline in worker morale as well as in skill requirements, reducing flexibility.Nevertheless,massive productioncompanies stilladopt partially Taylors theory in order to maintain or increase productivity. For example, Mc Donald uses the payment method of Taylors theory to motivate and encourage the workers. The human who work in fast food restaurant are trained to do a limited number of tasks in precisely.2. Human Relations ApproachHuman Relations is a managerial approach based on the consideration of and the attention to the social factors at work and the appearance of employees. Atten tion is paid to the sluttish makeup and the satisfaction of individuals unavoidably through groups at work. Elton Mayo (1880-1949) conducted Hawthorne tests on arrangings to access productivity. He moved away from scientific beliefs on money and discipline towards brilliance of group belonging (social study). The tests examined effect of group piecework pay placement on productivity. The result is that workers did not necessarily seek to maximize production in order to receive enhanced bonuses but social pressure caused them to defecate at group norm level.On the opposite hand, the research was before intended to examine effects of lighting on productivity. As a consequence, productivity increased regardless of lighting level was due to workers receiving attention. The Hawthorne effect adopted in Human relation approach suggested that good surveillance and environment increase satisfaction and new(prenominal) variables affect this, such as structure, leadership, and cultu re. Unlike the classical thought with consideration of improving productivity, human relation approach strove for a greater understanding of peoples psychological and social needs at work as well as improving the process of management. However, Mullins (2008, p. 29) criticized human relations as a unitary frame of reference and oversimplified theories. Even today the Hawthorne experiment is still useful for describing the changes in behavior of individuals and groups, and opened the door to more experiments by other sub-division of approach known as neo human relation.3. Systems ApproachThe dodge approach to the study of musical arrangements combines the contrasting position of the classical approach, which show the technical requirements of organization and its needs organization without people, and human relations approach, which emphasized the human fulfillments and social aspects people without organization. This approach inspires managers to regard organization as an open system interacting with environment and to view total work but not the sum of separate parts. In Figure 2.5 (Boddy, 2008, p.60), the system consists of a number of interrelated subsystems, such as people, power, technology or argumentation processes system which add complexity and interact with each other and external environment. It is stated that any part of an organizations activity affects all other parts because there are areas overlap between various subsystems.Therefore, it is the task of management to integrate these interrelated subsystems and direct efforts of members towards the execution of organizational goals. The system approach, which is components of interrelated subsystems, provides analysis of organizational performance and metier while the socio-technical approach takesorganization as viewed by the individual members and their interpretation of the work situation. In time of increasing globalization, technological change has influenced on the behavior of peop le and other parts, consequently the whole system. It is valuable for manager to manage the total work and coordinate the technical change and the needs of individuals.4. Contingency ApproachAccording to Mullins (2008, p. 31), the contingency approach rejects the intellection of one best form or structure or optimum state for organizations. The organizations needs to be flexible to cope with change and managers need to change structure and processes required. This approach influenced many management coiffures such as market research, PR or strategic planning, which stress response to external conditions. Furthermore, it emphasized that the practice depends on people interpreting events and managers be able to have inherent judgments as much as rational analysis. The contingency approach is pertinent to management and organizational behavior. It provides a setting in which to view large number of variables factors that influence on the organizational performance. Hence, it enabl es process of management to change the structure of organization at the expense of the need for stability and efficiency.IV. The purpose of organizations As defined earlier in this essay, organization is a group of people who work together in a structured way for a shared purpose. It is a task for management to clarify strategy, which differentiate people how to work, where to go, and what to achieve. Therefore, it is necessary to understand the nature of strategy for the formal organization in order to study organizational behavior. Johnson et al. (cited in Mullins, 2008, p. 350) define the strategy is the direction and scope of an organization over the long term, which achieves advantage in a changing environment through its configuration of resources and competences with aim of fulfilling run a risk holder expectation. People dimension of strategy is concerned with people as a resource people and behavior and organizing people, therefore, influencing behavior of people to achie ve success and motivation of individuals are central part of organizations strategy.Mullins (2008, p. 352) stated that the goals of an organization are the reason for its existence. It is the coveted state for organization to pursue in the future. Therefore, an organization gains its effectiveness and performance through achieving its goal. To be effective, the goals need to be clearly stated and understandable, thus making impossible for people in organization to perceive. It is clearly obvious that goal setting promote immediately behavior of people at work and it can be considered as successful tools of increasing work motivation and effectiveness. An organizational goal are likely to achieve when informal goal, which are defined by individual and based on both perception and personal motivation, are compatible with organizational goals.Therefore, it is crucial eccentric for management to integrate the needs of individuals with the overall objective of the organization. Organi zational goals are generally translated into objectives that set out more specifically the goals of organization. Drucker (cited in Mullins, 2008) indicated octonary key areas for setting objectives, which are needed in every area where performance and results directly and vitally affect the survival and prosperity of the business. SWOT analysis, which focuses on Strengths, Weaknesses, Opportunities and Threats facing the organization, draw out strategic implication.First, Strengths are internal aspects of organization that give it competitive advantage over others in the industry such as size, structure, technology, reputation or staffing. Second, Weaknesses are those minus aspects that place organization at a disadvantage regarding to other.Examples of weaknesses could be operational within narrow market, limited resource, and lack of information. Third, Opportunities are favorable chances fancy up from external environment which provides potential for the organization to offe r new, or to develop existing goods or services. Finally, Threats are external elements in the environment that cause trouble for the organization. For example, change in law, increasing tax or argument from other organizations. SWOT analysis may be used in evaluating any decision-making situation when a desired end results (objectives) has been defined.V. Conclusion In conclusion, this essay has been identified the main approaches to the study of organization. In the first section, it provides a discussion on the interrelated disciplines of Organizational behavior, which is Psychology and Sociology. McKenna stated his idea that psychology has the biggest contribution to the study of subject whereas Watson placed emphasis on sociology. However, the subject is rooted in multidisciplinary and cannot be undertaken in any case-by-case discipline. In Mullins framework, he examines a broader view, and then presents four main approaches to the study of organizational behavior. In the fin al section, this essay has defined the strategy that directs to the goal and objective of organization, and commented on the usefulness and relevance of SWOT analysis in evaluating the strategy.