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Organization Performance and Behavior

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Organization Performance and Behavior

Luigi Humberto López Guzmán

UNAD Florida

Advanced Organizational Behavior BUS732

November 26, 2012

Instructor: José Luis Fierro

Introduction

For decades the managers have sought to improve organizational performance, this situation is as old as the culture. Organizations was previously seen as a way to achieve competitiveness and benefit on the basis of a horizontal division of labor and vertical decision-making, where there was someone at the top who was who thought and others were automatons who are paid to make what is ordering them and nothing else. This was a linear organizational structure. Today, the concept of organization has changed and has gone from a linear thinking to systemic thinking, where things are not seen as isolated structures but as processes belonging to a whole; in this sense, we can say that the organization is a system of relations between individuals through which people, under the leadership of managers, pursue common goals. The organizational goals are the product of planning and processes of decision-making where the objectives are created on the basis of the ability to learn that employees - have knowing that the organizations charged relevance by leveraging the enthusiasm and learning ability of staff possessing.

Managers want to be sure that their organizations may endure long and in doing so, in our times, it is necessary to learn about human behavior in organizations and this is only understandable when we analyze it holistically, systemic, multidisciplinary and interdisciplinary, and where the relations people-organization must be viewed as a whole, having as understood that technical skills are necessary for success in administrative management. In addition, managers need to have good skills with people and develop the skills of its collaborators, since the positive and/or negative impact that the components of the Organization (individuals, groups and structure) has about herself will be directly proportional to the success or failure that the organization gets.

Nature and Importance of Organizational Behavior.

To define the Organizational Behavior (OB) should cite the concept they give us various authors: "Is a field of study that investigates the impact of individuals, groups and structures on behavior within organizations, in order to apply the knowledge acquired in the improvement of the effectiveness of an organization." Stephen P. Robbins (1998) "the study and implementation of knowledge relating to the way in which people act within organizations. It is therefore a human tool for the benefit of people and applies generally to the conduct of persons in any kind of organization"Davis, K & Newstrom j. (1991)"is the subject which seeks to establish in that way affect individuals, groups and the environment in the behavior of people within organizations always looking for this efficiency in the activities of the company. "It is a discipline that investigates the influence of individuals, groups and structure on behavior within organizations, in order to apply such knowledge to (e) development of these". Gigson

Of the previously mentioned concepts, we infer that the objective of organizational behavior is having schemes that allow us to improve organizations adapting to people who are different, since the human aspect is the determining actor within the possibility of achieving the accomplishments of the Organization, being without doubt the study of changing one of the most relevant aspects in all organizational study

In the same vein, we will say that perhaps the most important subject that studies the OB is change. This issue is linked with other very important as culture, leadership, motivation and others which intertwine among themselves as part of a single system, therefore, to really know that organizational behavior, we must, without a doubt, know those other aspects and understand its connection with the Organization and its members.

Variable 'culture' has proven to be the framework within which other aspects can be understood which creates, therefore, a very high interdependence. The problem we face as dependents of the theoretical development is that knowledge comes primarily, and almost in its entirety, from cultures very different from ours, what might hinder us implementation of certain organizational experiences, since according to scholars national culture has a greater impact on employees that the organizational culture, however any organization can create its own organizational culture You can i.e. be institutionalized, take their own life and become a system of meaning shared among its members, which will differentiate it from any other, giving its members a sense of identity, generating them a commitment to something larger than the personal interest and increasing the stability of the social system.

In terms of leadership we will define it as the process whereby an individual systematically exerts more influence than others in the development of Group functions. It is not a person that is imposed on the group but it is the group who chooses it, being recognized by its members for its superiority in matters that affect the group. If we moved it to the enterprise level, the leader will elect members who join the company. The leader in a company is as good friends, as is expected of them to know direct with its leadership in good times and bad. Also have available to communicate with others, seeking to understand business objectives, that do not invent excuses, that worry about the work and its people, who are builders of networks of human energy and when they are not remember for all the good they did and not by bad that left.

Motivation is another striking aspect within organizational behavior and can be defined as the willingness to exert high levels of efforts towards the achievement of organizational objectives conditioned by the ability of the effort to satisfy some personal need. The study of motivation are used for various theories (of the need of the establishment of goals of strengthening, equity, expectation and others) However, any motivation must necessarily study culture, since elements to reinforce to obtain better and greater motivation vary from country to country, for example, a working group is to motivate more when the classifications of the culture of the country qualify more high in the concept of total quality.

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