College Papers

An within groups. The concept explores an interplay

An efficient
workforce is a critical determinant of organizational growth. In most
instances, individual and team output is determined by the prevailing factors
including organizational behavior. Simply, an organizational behavior refers to
the interaction of people within groups. The concept explores an interplay of
individual and group perceptions regarding the organizational goals and
expectations. The principal aim is to develop an efficient and operational
business organization. In most cases, scientific approaches can be applied to
the organization and management of workers. Human resource managers often use
ideas from theories about organizational behaviors to increase the output of workers. So far, there are numerous
models and philosophies about organizational behaviors. Most of the areas of
research involve improving job performance, encouraging innovation,
facilitating the operation of an organizational leadership, and promoting job
satisfaction. To achieve the required results, the management may adopt diverse
tactics such as the reorganization of groups, changing the criterion for the
evaluation of job performance and modifying compensation processes.        

 Organizational
behavior always examines people’s
behavior in work environment and aspirations. Thereafter, the process enables
determination of impacts in job performance, organizational structure,
leadership, motivation and communication processes. External and internal
perspectives are some of the theories that an organization can use to assess
the performance of the companies. When working in an organization, it is
essential to recognize the behaviors of other workers and maintain an efficient
working environment. Besides, it is important to harmonize the views of workers
to conform to the organizational activities and management processes. The fore
mentioned can only be realized if the management acknowledges various issues
that affect organizational behavior.

Organizational behavior is a complex process entailing
proper management of employees. As such, examining the relationship between
employees to each other and to the management is usually aided consideration of
the organizational behaviors. Therefore, the
study of the organizational behaviors can be categorized into three
levels namely organizational level, team level, and individual level. Each
level consists of theories that explain the behavior of people involved. At the
individual level, the main factors for
consideration comprise personality as well as the motivational factors that
contribute to the personal performance. At the team or group level,
organizational assessment entails recognition of the roles of individuals,
group development, and conflicts that often tend to interfere with interaction
and common achievement of set goals. At the organizational level, it is
necessary to explore the influences of culture, leadership, and structure is
critical.

Classical Organization
Theory

            The
Classical Organization Theory is a management level theme that came into use
during the first half of the 21st century. It is a merger of the
bureaucratic, scientific management, and administrative theories (Bass, 2014).
The theory has four main basic principles namely finding the best ways of accomplishing
the task, supervising the workforce and ensuring that they undertake their
duties as defined by the organization, and using punishment and rewards as
motivational factors. The role of management, in
this case, is implementing controls to enhance work efficiency. The main
objective of facilitating the organizational behavior is to improve production
in most companies.

The Classical
Organization Theory involves obtaining the best personnel and equipment for
organizational activities. Similarly, it involves analyzing each component
involved in the production process. Through the analysis, members of staff and
management deliberate about the appropriate combination of factors for yielding
growth and improved work processes. The Classical Theory of management has
enabled many organizations to arrange and monitor operational activities with
the aim of achieving a cohesive and an operational working environment. The
theory often tends to reduce ambiguity and encourages diversity in the work
environment. It defines clear lines of controls and authority on the management
and stipulates structure of power. In essence, having a proper understanding of
the capability of workforce necessitates crucial process such as specialization
as well as the division of labor.

The rules stipulated by
the management often bind staff members and focus commitment towards work
processes. Therefore, integrating principles of organizational behavior restore
a cohesive work environment that ensures uniformity and stability towards the
management of workers. Organizational behavior is, therefore, a network of the
human interactions that aids in the understanding of the human behavior by
examining the effects and causes. The administrative theory is an element of
the classical management framework that focuses on establishing common sets of
management policies applicable to all the organizations.

            The
Classical Management Theory enables the workforce
to operate in accordance with the rules and regulations. In this regard, the approach
is key to achieving set objectives and goals of an entity. It also sets the
human interaction procedures by analyzing and directing the abilities of each
individual towards suitable work process. People often work in a collaborative
environment complemented by the interactive procedures set by the management.
These processes require a clear understanding of the principles of Classical
Management Theory as an element of the organizational behavior. Despite the
benefits, it has weaknesses that must be rectified by the organizations to
ensure quality output. Primarily, the theory can be over-exploitative since it
attempts to elaborate that principle aim is to ensure economic rewards. This
aspect ignores the aspect of development and social well-being of the people. Similarly, the theory is mechanistic and
rigid. Therefore, the evident shortcoming is that it emphasizes adherence to
regulations and attainment of objectives of an organization. The aspects
indicate that the theory values organizational growth and economic gain at the
expense of human well-being.

Neoclassical
Organization Theory

            The
Neoclassical Management Theory is an individual level theme that focuses on the
human relations. The theory evolved through the authoritarian structure and
tough principles of the classical theory (Champoux, 2010). As such, it was
formulated to address many challenges inherent in the classical management
theory. The Neoclassical Theory denotes the significance of integrating human needs into the process of organizational
growth. The theory explains that factors influencing individual behaviors
entail economic, psychological and perceptions regarding the cultural values.
Therefore, it is necessary to embrace different values and help the staff to
appreciate the diversity of ideas to
enhance their contribution to the
production process. One of the factors that influence the employee’s behaviors
is the sense of respect and mutual relationship. In this case, it entails
paying attention to the workers, listening to their concerns and providing
appropriate assistance. Listening to the workforce in a non-threatening and a
friendly way is sufficient to increase individual output and performance.

The application of
intelligence actions in the management of workforce usually improves results.
This is because an organization is a complex system of coordinated activities
where every individual contributes equally regardless of their position or
rank. Individuals perform better in an atmosphere where there are coherent
values as well as the purposes. The success of the workforce wholly depends on
the existence of a cohesive environment that is often created by the
management. The motivation of workers by rewards improves their attitude
towards the task assigned to them.

 In every organization, workforce normally
performs well when there are motivations and recognition of the individual
personalities. In this regard, individuals often relate positively as a result
of the application of the neoclassical organization theory. The organizational
behavior is characterized by the human perception towards given task.
Therefore, Neoclassical Management Theory enables workers to perform different
roles in a coordinated system. The overall motivation is that the management acknowledges and appreciate the involvement of the staff in production or
organizational activities. Therefore, the theory enables the development of a
coherent environment where people can collaborate effectively in an attempt to
improve the production processes.

Equally, Neoclassical
Theory has some inefficacies. Sometimes, workers respond unpredictably to the
needs of an organization. Besides, the personality
of some people may sometimes seem challenging as a result of diversity in the
individual backgrounds. The motivational factors that aid individual
performance may sometimes be in the form of punishments. In some instances,
such process might discourage the workforce from performing better in the
future tasks. Therefore, it is evident that even though the theory aims to
empower individuals to become efficient, it lacks comprehensive outlook and
consideration of the special abilities of persons.

Systems
Theory

            The
System Theory is a team level theme that influences group or team behaviors in
an organization. The proposition of the theory is based on the understanding
that all aspects of an organization are similar and interlaced (McShane, 2011).
Therefore, changing one aspect of organizational structure may affect the
others. According to System Theory, organizations are systems that constantly
interact with the environment thereby leading to the effective operational
activities. Essentially, the multiplicity of the environment and organizational
structure creates a symbiotic kind of relationship. This implies that success of an organization depends
on the quality management of the external
factors. The System Theory aids understanding of how actions of people shape
the realities. In the organizational behavior, the System Theory enables people
to see how their actions shape the present realities and thereafter create
confidence of generating a different reality in future. In the study of the
organizational behavior, the actions of a group of people must show some
elements of the relationship.  Therefore,
group development, social occurrences, resolution of conflicts as well as the
roles played by an individual in the group define the success of the production
processes.

The behavior of people in
the organization is shaped by the influence of persons
that surround the entity. In System Theory, individuals often exercise or
operate within the stipulated and agreed guidelines of team management. Most
people in an organization often tend to work according to the rules laid down
by the groups, and failure to comply attracts penalties or might lead to
conflicts between individuals (Wooten, 2016). In addition, the success of an
organization is a whole process that requires
the input from departments. In a
team, the roles played by each individual are always defined. The situation
leads to smooth operation of a business or organization. Conflict is the main
challenge associated with the System Theory. In most cases, team members often
disagree on several issues on the management and production process. Such
scenario may lead to the formation of inadequate policies. Failure to
understand one another may also pose challenges to the management of the
organization.

 

Conclusion

The potential strategies
and solutions to the challenges of the above theories depend upon the
organizational decisions. In most cases, creating an interactive environment
may lead to the solution to the conflicts raised by the above theories of the
organizational behaviors.  Motivating the
workers who perform well may also lead to the reduction in conflicts
experienced by the team of workers. Understanding and appreciating different
personalities in the organization is also another way of overcoming challenges
in the organization. The classical organization theory, neoclassical theory,
and system theory are related in that; they attempt to enhance the relationship
between workers and all the stakeholders in the organization. Additionally,
they are also meant to enhance the production processes and individual
responsibility in an organization.

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Bass, B.M. (2014). “Leadership,
psychology, and organizational behavior.”

Champoux, J.E. (2010) Organizational
behavior: Integrating individuals, groups, and organizations. Routledge

McShane, S. & Mary Von Glinow. (2011).M:
Organizational Behavior.
Irwin/McGraw-Hill

Wooten, Melissa, & Andrew John Hoffman.
(2016). “Organizational Fields Past, Present,
and Future.”