Organisational Behaviour Essay Example | Topics and Well Written Essays - 1750 words - 1

Organisational Behaviour - Essay fontStudying organizational behaviour helps to explain, predict and control organizational development, and overall its performance. Organizational climate, on the former(a) hand, ascribes to the observable, powerful force that defines the organization, thus, it bath be said to stem from organizational behaviour as it sets the curtilage for the force. The customs, procedures, policies and practices are what define the organizational climate as these are perpetual. It is important to identify how these come about(predicate) as such an savvy will help develop models that positively impact performance, behaviours and attitudes of among individuals and groups indoors the organization. For managers, understanding organizational climate becomes crucial when planning to undertake transformational win over. This is because it is more measurable and definable than organizational finishing as a tool for driving change. In gaining this understanding, co ncern may gauge the perception of the employees by asking how they feel working there weighing their level of morale and finding out if there is any goodwill in the business. By asking how the employees feel about working there, management can also deduce their sense of loyalty and belongingness to the organization. This will facilitate designing a strategy for change that will be easily embraced by the employees making it effective (Griffin and Moorehead 2010, p.472). Broken down, organizational climate, following the small organizational theory, is defined using two relationships between the people and the organization and between the superiors and subordinates. This lays emphasis on attractorship as the nearly significant determinant of organizational climate. Other determinants include organizational culture, historical forces, standards of accountability, standards of behaviour, rewards, communication, trust and commitment, organizational networks and vision and strategies . Looking into these makes the concept of organizational culture more definable and facilitates manakin to improve performance, attitudes and behaviours. Often, managers concentre on organizational culture, which is rather detached from the actual situation (Srivastava 2005, p.42). Leadership is the most significant determinant since a leader will influence the behaviour and expectations of every person within the organization. This may be outlined in two ways, the course followed by management and styles of leadership. A leader sets the climate within an organization going by how he engages with employees to gain their commitment as advantageously as strategizing on the changes that need to be made in order to improve performance. The process of management ascribes to the relationships set by the organizational structure that is, how superiors interact with their subordinates and vice versa. In addition, it refers to how management initiates change, bureaucracies, policies and p rocedures. For example, an organization that is loath to reward well-performing employees or invest in team-building activities will reflect a negative attitude from employees as they will have no commitment (The Kennedy Group n.d). Of importance as well, leadership practices employed when encourage a desirable organizational climate, that will in turn breed good organizational performance, should focus on competition as an external goal. That is, guiding employees to be better than their counterparts