Paper Sample on Organizational Behavior

Introduction

Organizational behavior is regarded as the study of how individuals conduct themselves in a group. In simple, it is the study of the behavior of how people act within a group. The basics or the principles of this behavior are applied to ensure that the running or the operating of the business becomes more effective (Tasselli & Landis, 2018). Therefore, it determines how the business or organizations they run will operate from the individual conduct themselves. In case their behavior is commendable, then the business is likely to be successful hence get many individuals (McShane & Glinow 2017). Organizational behavior also helps individuals to develop the perspective in which they understand the employees, including the aspects which can be used as a way of motivating them, increasing the way they perform in their duties, and lastly, helping the organization to establish trust as well as a strong relationship between the employees.

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Challenges and Opportunities

The managers in different organizations in charge of organizational behavior come across many different challenges characterized by different contemporary. Some of these challenges are as discussed below (Pearce, 2017). It is also good to note that the OB or organizational behaviors' challenges and opportunities keep rapidly and changing to improve productivity and meet the organization's goals or business. First, some of the main challenges and opportunities for organizational behavior include improving people's skills. Most likely, some changes occur in business regarding structural changes and environmental changes (Pearce, 2017). If the employees, including the executives, are in a position or equipped to accept and adopt these kinds of changes, they will meet their goals. If not so, then it becomes difficult for the business to achieve its goals in time (Pearce, 2017). The two different skills include managerial as well as technical skills. An individual should include listening, motivating, planning and organizing skills, decision-making, and leading skills in managerial skills. The skills will be enhanced through organizing training and also developing programs and career development program and also socialization

The second challenge and opportunity of organizational behavior are improving the quality as well as productivity. Most customers are eager about the commodity's quality and the service they get (Gelfand & Leung 2017). The quality determines the client how they will persuade ad also take your organization or the business. If you offer quality service and the kind of goods you are selling to your customers is of high quality, they will most likely prefer much to always do all the future transactions with you.

The quality of the management also is a challenge and opportunity for the managers in organizational behavior. The kind of management that is operating in an organization will matter in many different ways. For customer satisfaction, the management's philosophy will drive the constant attainment of this by ensuring the continuous improvement of all the organizational processes. Some of the components for quality management include the client's intense focus, the concern about the continual improvement, the accurate measurement, and the employee's empowerment. There are many others, but these are to mention.

Managing workforce diversity. Here, it involves employing different kind employees in different categories and includes giving them or assigning them the task they are best at. The employees employed by the organization are supposed to be from different gender, including different ethnicities, races, communities, physical disadvantages, etc. This is essential to ensure that you have many different people who will have different potentials n many different ways. Hence, they may help in different places as well as tasks in the organization.

Lastly, it is also essential to empower the individuals you who are working for you. Empowering individuals involves assigning them more freedom from the one they were doing or the one they have been operating to. They are supposed to be promoted to different levels. Once you promote your employees, they are at apposition execution different changes from those in the current position you have assigned to them.

Statistical Evidence

Every individual is unique in different ways; this is how the term diversity means. A good statistical example of diversity evidence is that a certain percent of job seekers, 67%, will prefer workplace diversity when considering employment (McShane & Glinow 2017). Besides, 50% of the employed individuals require their work to ensure that they increase diversity. Therefore, from Glassdoor's research, a diverse workplace becomes the main factor the potential employees consider when taking jobs (McShane & Glinow 2017). There are many different benefits of diversity; therefore, in the workplace. Diversity will increase productivity in an organization.

The more an individual diverse their workforce, brainstorming, solutions, the more diversely the team will be productive (Tasselli & Landis, 2018). The fear is to reduce, and hence the performance is increased. More so, with diversity in the business, the reputation of the brand is boosted. Many individuals in the organization or the business have different skills to ensure that the business operates as expected. Once they are combined, the individuals come with many different ways to better serve the organization or business. Therefore, they ensure that they give the individuals the expected service, increasing performance, and productivity (Borkowski & Meese 2020). The employees also feel accepted and also valued. That way, they feel happier in the workplace, and they do their best to stay longer in the given company. There are, therefore, low turnover rates in the organization with workplace diversity.

Conclusion

Two different companies manage diversity in attracting, developing, and retaining employees by encouraging interactions, creating inclusive policies and practices, and facilitating effective communication. In creating inclusive policies and practices, the companies will ensure that the general practice of the policies that are set inclusive of everyone and ensure that they do not favor or discriminate some of its employees (Gelfand & Leung 2017). Lastly, providing diversity training to the employees will help employees who feel they do not know any better than other employees are educated to be the same and equal. Diverse training aids in helping the individual be aware of the critical roles of their prejudices and stereotypes. It also includes cultural biases. That way, appreciating where you currently stand is the only way an individual can improve.

References

Borkowski, N., & Meese, K. A. (2020). Organizational behavior in health care. Jones & Bartlett Publishers. https://books.google.com/books?hl=en&lr=&id=Z-LuDwAAQBAJ&oi=fnd&pg=PP1&dq=Organizational+Behavior&ots=-SAY-X-Nlm&sig=l34mfj3Z_hCxK6ovKxrWXps1fJQ

Gelfand, M. J., & Leung, K. (2017). Cross-cultural industrial-organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), 514.
https://psycnet.apa.org/record/2017-06954-001

McShane, S., & Glinow, M. A. V. (2017). Organizational behavior. McGraw-Hill Education. https://lib.hpu.edu.vn/handle/123456789/32479

Pearce, J. L. (2017). Toward an organizational behavior of contract laborers: Their psychological involvement and effects on employee co-workers. Academy of Management journal.
https://journals.aom.org/doi/abs/10.5465/256646

Tasselli, S.,& Landis, B. (2018). Personality change: Implications for organizational behavior. Academy of Management Annals, 12(2), 467-493.
https://journals.aom.org/doi/abs/10.5465/annals.2016.0008.