Interplay Team Organizational Commitment -Myassignmenthelp.Com

Question: Discuss About The Interplay Team Organizational Commitment? Answer: Introducation The essay discusses the importance of organizational behaviour theories including concepts to guide the managers in increasing the productivity of the firm. Organizations are not only dependable on the business strategies and upgraded technologies but the employees are the chief driving forces of an organisation where they interact and accomplish their shared objectives. The studies and theories of organizational behaviour helps the managers understand the thinking pattern as well as emotional aspects of the people associated with the company. This study investigates the behavioural impact of structures, groups and individuals so that the managers get implicit idea of the employees requirements which is essential in gaining ample knowledge to predict and control them easily. organizational behaviour revolves round the core topics such as motivation, behaviour of the leader, interpersonal communication, change processes, work design and stress, group structure, process, attitude devel opment, emotions and perception (Qayum, Haider and Mehmood 2014). There are several vital reasons for which the eminent companies around the world depends upon the theories of organizational behaviour in their firms. One of the broad based challenges that the international organisations face is adapting themselves with the diverse work cultures. Today, organizations have become more heterogeneous therefore the organisations need to understand different cultural, ethnic and social diversification for increasing effectiveness learning and efficiency of the organizations (Olafsen et al. 2015). The mangers need to motivate the employees to improve the productive management through work designs, maintaining condition of work, setting goals and using various modes for employee encouragement. Design: The organizational behaviour depends on the design of the company. Despite the fact that most of the researchers assign with the idea that rewards and recognition are the chief motivators for enhancing productive performance but job design influences most importantly when the employees enter the organization first. The method of designing the job has great impact on the job satisfaction, employee motivation, their commitment to the organization, absenteeism finally turnover (Pee and Lee 2015). Scientific management theory guides the managers great in designing jobs so that the companies get more production from the employees and the employees feel satisfied as their skills are completely utilised by the companies. According to the theory of scientific management, the companies need to identify the inefficiencies caused by the employees production methods and carefully plan the design of work to be performed by employees. Scientific management theory proposes some ideas that have been proved to be influential in designing jobs. As the theorist of this theory Taylor, has discussed the vitality of time planning where the management determines the time taken by the employees to complete a task then plan the jobs so that the task can be performed as professionally as possible. This aims to minimise the waste of capital as well as skills. Therefore, each job is carefully planned in advance which is permitted by the employees and they are paid to execute the responsibilities in the way detailed by the management. Condition of work: managerial control over the organization has great impact on the workplace communication which affect the organizational behaviour. There are numerous stages of managerial control starting from autoreactive control where the management team commands over the employees and interactive control where the staff take part in the companys decision making process. The company policy changes with the changing style. There are several theories that define the leadership controls effecting the organisational culture. The Contingency Theory states that the productive performance increases when the leaders change their styles according to the situation based on which they control and influence the employees. Hersey and Blanchard's Theoryassess the leaders success in guiding the employees effectively by structuring the tasks what they are to follow while working (Dinh et al. 2014). Each company follows some ethical policies that notice and regulate the ethical codes. The management teams enforce the ethical codes of the companies as it involves with the communication between the employees as well as their higher authorities. The ethical codes are also guide while communicating with the vendor and the customers (Schnackenberg and Tomlinson 2016). Employees of the organization are motivated by the treatment that they get from their higher authorities. Ethical issues increase the employee turnover from the companies as the incoming employees need time to get familiar with the companys culture. The management of the company monitor and check all the ethical issues that make situation problematic to control. The managers of the companies with strong organizational structure keep eye on every staff and are well conversed with their personal skills and expertise areas. Based on this they realise the responsibility and accountability of the employees regarding their functions (Wombacher and Felfe 2017). In case the companies do not have information regarding the accountability for success as well as failure they do not get scope for rewarding productivity as well as punish those who are responsible to take the organizations to bottom line in performance. The organizational behaviour includes the employee mistreatment such as bullying, incivility, abusive supervision, discrimination and sexual harassment. Due to these negative work culture, productive performance gets hampered. No organization is free from these kinds of unwanted conduct or intimidation problems (Dutcher et al. 2015). These issues are addressed with proper trainings, diligence and policies. The Big Five Model of Personality Dimensions guide the management to response these problems in the originations. Goal setting: Goal setting theory is one of the most influential as well as practical theories to improve performances. To enhance the companys reputation based on their product and services the management essentially set goals or objectives based on which they motivate and guide their employees to perform. According to the goal setting theory, the goals are aims of an actions (Blaskova, Bizik and Jankal 2015). In order to attain proficiency in a particular time span, the management of an organization predicts, explains then influences the performance of their employees. Reinforcement Theory directly contrasts the goal setting theory where the latter identifies the purpose of the individuals directs their behaviour. It focuses on the connection between conscious performance goals and level of work performance rather than on separate intentions to take particular actions. The theorists have point out that SMART goals features specific and measureable characteristics, these are aggressive yet realistic as well as time bound. These goal setting help the organizations by providing them directions on which the management focus on. They acquire knowledge from the feedbacks of the employees, judge their abilities to reach the goals and check how committed the employees are to their objectives. Setting specific and clear goals for accomplishing a particular task increases efficiency of the employees which ultimately leads to confidence. It gives rise to feeling of price as attained and prepares oneself to achieve the next goal (Blaskova, Bizik and Jankal 2015). Thus the organizational culture gets uplifted and the employees feel passionate about their tasks. Motivation: The organizational behaviour points out that the organizations need to motivate the employees for performing best of their capabilities. It revolves round the requirements, job design and satisfaction. The management in an organization, use motivation technique to encourage the workers so that they contribute positively in the achieving the organizational objectives. Motivation is vital as the human nature requires some sort of inducement, incentive or encouragement to perform well. The management believes the strength of their employees, enquire the needs of the organization, communicate with respect about the important factors for up surging the performance (Cerasoli, Nicklin and Ford 2014). The managers guide the employees to measure their achievements through training. Motivation leads the non-productive employees to become more productive. In doing so, the managers of the companies follow the X and Y theories that encompasses motivation based on the individual behaviour of the workers. The managers follow one of these sets to motivate their employees. McClelland's Theory of Needs encompasses the ever changing needs of the individuals. The specific needs are updated by the early life experiences of people which focus on different degrees. As Belle and Cantarelli (2015) have outlined the three strong preferences that guide the employees in achieving the rewards. These are need for affiliation power and achievement. The motivation has huge effect on the performance as well as employee satisfaction. the companies have strong reward and compensation structure which encourage the performance of the employees. In one hand, they get satisfied when they perform and get rewarded for their performance on the other (Lazaroiu 2015). Keeping the employees motivated with rewards is easy that aims to recognise as well as attract the best workers. The employee motivation also can be achieved through incorporating the best performers in the decision making procedure of the company where the employees feel motivated to be a part of organizational growth. Therefore, it can be concluded that organizational behaviour of a company revolves round the actions and performance of the employees. For the mangers, the proper understanding of the human nature is essential without which designing of the organizational culture, goal setting and employee motivation will not be possible. The essay discusses theories associated with different features so that the employees stay motivated and perform to succeed. References: Belle, N. and Cantarelli, P., 2015. Monetary incentives, motivation, and job effort in the public sector: An experimental study with Italian government executives.Review of Public Personnel Administration,35(2), pp.99-123. Blaskova, M., Bizik, M. and Jankal, R., 2015. 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The Interplay of Team and Organizational Commitment in Motivating Employees Interteam Conflict Handling.Academy of Management Journal,60(4), pp.1554-1581.