Organizational Behaviour Effective Business Organization

Question: Describe about the Organizational Behaviour for Effective Business Organization. Answer: SelfAndTeamRolesOfTheManager The content of this paper applies the study of organizational behavior of a manager. Organizational behavior is the study of how various individuals interact within an institution or a group of individuals. The study helps in the creation of efficient business organization and team or workers management. The study of OB begins with the determination of the roles of a given personality in question as seen in this paper (Need 2006). An institution such as x organization has a number of departmental managers but study covers the roles and responsibilities of a manger without specialization bases on the department. Planning and organization The obligation of planning and organization of all activities within the organization. The manger in company x is responsible for planning the aims, organizational objectives and priorities according to their duties. Manager has the responsibility to pass appropriate message to their teams and partners. To maintain team work the manger has the obligation to pass information appropriately to the team and the colleagues. Managing finance and available resources A manger in an organization is responsible for all the finance and resources of the organization. An organizational manger has the responsibility for deploying the resources within job descriptions. Therefore, it is upon the mange to ensure that the time available, money and other available resources are proper distributed in order enable the organization to achieve its goals and obligations. The manger is also responsible for the financial stability of an organization by ensuring the value of money available by making overviews on the organizational budgets and all the financial flow in an organizations. Promoting equity and diversity within the organization A manger is responsible for the personal responsibilities by ensuring that he is familiar and well conversant with the terms, regulations and the regulations of the organization in order to ensure equity and diversity win the organization. To ensure that the equity and diversity is promoted, the manager has to ensure that all the staff and colleagues re treated fairly and equally. Create an operational culture for all the workers and the staff team members and enable all the workers to develop the spirit of working to the full potential (Ghoshal 2005). Leading developing and managing A manager has a leadership role to play in organization to ensure that everyone in the organization perform their best through motivation and developing them to attain higher performance and increased production. The leadership roles of a manger includes: The manger should provide structure and direction and the aims to the team Ensure effective communication through regular meetings and summits Setting of parameters and standards to ensure good performance Conduct regular reviews, training and development Manage poor performance and supervise the work attendance and organize for motivations Recruitment and management of discipline and complaints Personality, Attitudes and Values of a Manager a) Personal Characteristics The managers personal characteristics help him improve himself as well as enhance his interactions with the others. These desirable personal features make the manager a person that others can look up to as well as feel comfortable. They include; Self-motivation A manager is only effective when he can self-motivate. He cannot motivate others without self-motivation. By having self-motivation, a manager will have the ability to get himself going and hence take control of what is ahead for him hence being able to motivate people around him. Dependability/Reliability A manager is one person that people are dependent on and hence must be dependable and reliable. Both superiors and subordinates of a manager must know that the manager will be accountable. Optimism The manager must always be optimistic by looking at the future with hope. This attitude will help the manager build morale in his employees. The managers positive attitude is a potential inspiration to others which help them feel good regarding getting work done. Confidence The manager has the confidence in himself. He is able to make confident decision as well as show the employees that he is capable of making effective decisions. The managers confidence helps him rub off on employees which is beneficial. b) Values of a manager Integrity The manger is upright and truthful in his duty aspiring towards achieving the objectives and the aims meant to be achieved. The manger should work according to the stipulated rules, ethics and ethos and observe the standards require by the stakeholders and work honestly with the team members. Honesty and integrity enable the team members to follow the manager as their leader. Willingness to take Risk The manager is not afraid of taking risks but is focused on achievement required to obtain the objectives of the organization. The mange took calculated moves to handle situations while weighing the available options and alternatives carefully before he taken any measure. The manger learns from his faults and emerge from them strong and ready to take on the next task. Optimism and Enthusiasm As a great manager the manager motivates team members with his catching passion, his captivatingly honest enthusiasm, passion and the zeal for what he does. Instead of dwelling on the challenges, the manger focused on various possible solutions to meet the objective of the organization. The manager has the will to move forward with the team through motivation. Commitment to Growth The manger that knowledge acquisition is a process and never backed off from learning and to grow professionally and personally to uphold with modern trends and techniques which are required to run and manage a business towards achieving the aims and the purpose it was meant to achieve. Being a good team leader the manger always realized that in order to continue at the frontline of the job market and the industry he had to be learning constantly through, self-examination, assessment and invention all done at self-examination level. Vision The manager has a better knowledge on what the business is meant to achieve. The manger therefore uses his vision to create plans and aims that the organization can use to achieve the desired objectives. They are not vague or ambiguous in their goals nor do they leave anything to chance. Leaders are also able to articulate and communicate their vision clearly and in no uncertain terms and inspire and win others to their platform with their vision. Responsibility The manager has the ability to meet his obligations and can be relied on upon to assume liability for his activities and to practice his obligations fully without delays towards meeting the. The manager could stand solidly behind the duties he make and does not give on his team or let them down; nor a chance designate fault to divert from his own particular obligations (Haleblian and Finkelstein 2013). The manager does not have a casualty mindset that considers others in charge of their poor decisions and inadequacies yet gaze challenges in the face and face by facing the his team head-on. c) Attitudes of a manager A manager should be informed: the manager should be well equipped with information related to his field of operation as seen. A well informed manager motivates and encourage his team members with his positive attitude. Information also results into a feeling of self-confidence by the manager enabling him to perform well in according to the requirements. Should be entrepreneurial: Inventiveness and positivity towards investments determines a manager. The manager has entrepreneurial capabilities and the ability to take the weight off workers through findings from imaginative answers for various circumstances within the organization. With the managers ability to think fast and inventiveness, he able to discover new opportunities and gaps important for the success of the business. This kind of attitude motivates the workers to put in more effort during operations. Acceptance of change: the manager has the will to welcome change and accept a change, whether positive or negative and act on the appropriately. This kind of attitude helps the manager to make a solid and positive workplace environment for the subordinates to give their best without getting inhibited by the fear of progress (Schein 2005). The manager should never be receptive on the grounds which are negative role player. In the event that managers is receptive, he might not have his subordinates effectively working for him when he always take complex issues negatively hindering the progress. Comprehensive: the manger embraces different abilities of the team member and empower contributions from subordinate colleagues. The mange never makes an accusation on the subordinates for every fault happening in the organization. In spite of the fact that it might be simple for the manager to dodge duty regarding the choices of sticking the fault on the team , when such accusations occurs, the subordinates tend to build up a low sentiment of the manager and are mostly unwilling to take course of action from the manager. Challneges Faced By A Mangers While Dealing With Team Mebers The manager of x as an organization is faced with quite a number of challenges while dealing with team tanging from, termination of and employee, confronting a team based on their performance,team conflict right and ethical decisions making and having to learn something new from the junior and other sources. Dealing with team conflicts A manger wants the team members to collaborte and and work as a team.. the chalenge comes in when an employee comes with a complin concerning another emplyee. The mangers faces a great challenges to abitrate the conflict . The manger deals with the conflict of resulting from team value clarrification since some of the team members do not willingly accept the set values and requirements. It is challenging for amnager in handling a serious conflict when it persits. When conflicts persit it is on the manger to decide and elimnate one of the team mebers to reduce the conflicts. learn something new from the junior and other sources The study conducted reveal the type of stress ndergone by various mangers from leaving their comfort zone to learn new. In situations where a manager has to learn a new concept they feel low and incompetent . mangers tend to few test and challengers while learning new concepts. This system is therefore challenging to the manger of x organization as the system require. In a case where a junior team members is equoiped with a certain concept that the manger should learn, it becomes a challenge to the manager to learn from the junior team members as this creates a feeling of incompetency. Confronting a team member based on their performance Issues realted to the perfomance of the team members credibility have been a chlallenge to the x organization manger. The manger has to deal with low pergfomance and confront them to pull up to the required standards. If the behaviour persit it is upon the manager to apply appropriate purnishment to the relevant individual as prescribe by the codes of regulations set within the organization. It is a challenge to the manger to apply the appropriate penalty to the individual. Decision making The manger undergoes through difficulties more so during the selection and hiring of a given indivdual or a product. The influence og hiring is not always being predetermined by the manger. Therefore the goes throught a lot to arrive tto a given decission. The decision of firing and icndividual on the other hand is another difficult decision to make by the x organization manger as it may result into a loss of a hardworking nteam members who may be difgficult to replce. Overcoming the challenges faced by managers Open speech and listening Free and open speech enables the manager to solve various challenges they face during the course of the duty as seen above. The manager should listen to all parties conflicting in order to totally comprehend the way of contention before invetigations investigational arrangements to cub the prevailing conflicts. Meetings and organizational gatherings As a manager, the x company manager have to arrange a meeting with all involved parties to talk about the prevailing issue. The manger during such meeting is expected to allow everybody to talk and give their opinions; this is a decent chance to hear all sides and pick up a full comprehension of the contention (Griffin and Moorhead 2011). Having a meeting may likewise facilitate a determination that will fulfill everybody through understanding of conflicting parties. The manger should be unbiased The manager should solve conflicts without favor to any party. In an authority position, the organization manger shouldn't show any kind of sentiment that favors one individual over another. In the event that the manager is almost in support of one individual, the attempt to get the circumstance solve from all sides to formulate a reasonable and sensible arrangement is doomed. The manger should deal with conflicts at the moment of occurrence The manager should address the contention quickly as it occurs without no delay. Something else, the circumstance could raise and could influence the team to execute the operation process within and organization (Greenberg and Baron 2003). The manager should a point not to address the circumstance too rapidly or without cautious thought, as the choice will specifically influence the manner and execution of the staff and team as a whole. Advance Teamwork Consolation and inspiration are powerful way of solving conflicts and challenges faced by the management. The manger should collaborate with the staff through reminding them of their duty and benefits of undertakings obligations in order to motivate and encourage the team towards meeting the desired goals and aims. Collaboration and team advancement enable the manger to organize the team and develop the spirit of team work. Communicate Applause The manger should appraise the team members publicly during meetings and summits. Communication of appraisal is a way of motivating team members enabling them to work hard and willingly towards achieving the business goals and objectives. Theories of management Contingency Theory This theory asserts that managers make decisions based on the situation at hand rather than dealing with all circumstance within the business or organization (Bowditch at,al 2007). A manager therefore takes appropriate actions in relation to the aspects most important challenge related to the situation present at that particular market. This theory can be used to solve problems according to their time and how they occur with regards to the situations they occur. Systems Theory A manger who comprehend frameworks theory perceive how distinctive frameworks influence a laborer and how a worker influences the frameworks around them. A system is comprised of a variety of parts that cooperate to accomplish an objection. The sytem thoery is an expansive perspective that permits a manger to look at partten and occasions in the working environment (Frederiksen and Johnson 2011). This helps managers to arrange projects to act as an aggregate for the general objective or mission of the association instead of for detached offices. The application of this theory enble amanager to meke informed decisions based on th knowledge concerning the production system and the workers. If found in asuch situation, as a manager I would use the knowledge of the system and that of wrkers to deal with the challenges such as the employee performance confrontation. Theory X and Theory Y The management theory of X and Y is important in the management of various challenges faced by the manger. This theory of management allows the manger to make decisions related team management. For the managers to fully apply this theory, they must be able to powerfully influence various beliefs concerning the workers attitude. The theory is divided into two parts that is X theory and Y theory (Hersey and Blanchard 2013). Various mangers having believes the employees are naturally lacking ambition and the feeling of necessity of motivations as a way of increasing their labor productivity lean towards the theory X management style. On the other hand, the theory Y believes that workers are certainly being compelled to take responsibility and provide offer services to their level best. The mangers who believed in the theory of X utilizes authority to cub challenges faced during operations while those who believes in the free will and workers motivation and give workers freedom to perfor m to their best level. If were a manager of a given organization, I would apply the theory of X and to apply authority(the X theory) to cub given challenges that needs strong and strict decisions and apply the other Y theory to solve those challenges which do not require force but motivation and the will in order to be solved. 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