Challenges Of Ob 345z1y

CHALLENGES OF O.B Introduction:-

Organizational behavior is a field of study that investigates the Impact that individuals, groups, and structures have on behavior within organization for the purpose of applying such knowledge towards improving an organization’s effectiveness.

Interpretation of Defn :Organization behavior is a field of study. That statement means that it is a distinct area of expertise with a common body of knowledge. • It studies there determinants of behavior in organization; individuals, groups and structure. • OB applies the knowledge gained about individuals groups and the effect of structure on behavior in order to make organizations more effective. •

Challenges:Understanding organization behavior has been important for manager. A quick look at a few of the dramatic changes now taking place in organization s this claim. For instance, the typical employee is getting older more and more women and now whites are in work place; corporate down sizing and heavy use of temporary workers are severing the bonds of loyalty that historically tide many employees to the employers, and global competition is requiring employees to become more flexible and to learn to cope with rapid change. We review some of the more critical issues confronting managers for which OB offers solutions- or at least some meaningful insights towards solutions.

Responding to globalization Improving ethical behavior

Managing workforce diversity

OB challenges Stimulating innovation and change

Improving quality and product

Empowering people

Improving people skills

1. RESPONDING TO GLOBALISATION:If you are a manager and you are increasingly find yourself transfer to yours employers operating division on subsidiary in another country. Once there you’ll have to manage a workforce that is likely to be very different in needs. Aspirations and attitudes from the once you were used to back home. Second, even in your own country, you’re going to find yourself working with boss, co-links and other employees who were born and raised in different cultures. What motivates you, if you may not motivate them, your style of communication may be straight forward and open, but they may find this style uncomfortable and threatening work

effectively with these people, you will need to understand their culture, how it has shaped them and how to adopt your management style to their difference.

2. MANAGING WORKFORCE DIVERTSITY:Workforce diversity means that organization is becoming more heterogeneous in of gender, race and ethnic. But the term encomes any one who varies from the so called norm. We used to take a melting-pot approach to difference in organizations, assuming people who were different. Would some how automatically want to assimilate? But we now recognize that employee don’t set aside their cultural values and life style preference when they come to work. The challenges for organizations therefore, are to make themselves more accommodating to diverse groups of people by addressing their different life styles. Family needs to work styles. The melting pot assumption is being replaced by one that recognizes and values differences. Work force diversity has important implications for management practice. Managers work needs to shift their philosophy from treating everyone alike to recognizing differences and responding to those differences in ways that will ensure employee relation and greater productivity while, at the same time , not discriminating. This shift includes, for instance for providing diversity training and revamping benefits programmes to make them more friendly.” Diversity, if positively managed, can increase creativity and innovation in organizations as well as improve decision making by providing different prospective on problems. When diversity is not managed properly there is potential for higher turnover, more different communication, and more interpersonal conflicts.

3. IMPROVING QUALITY AND PRODUCTIVITY:Many managers are confronting the challenges that to increase productivity and improve quality of the products and services they offer. Toward the goal of improving quality and productivity, they are implementing programmes such as total quality management and reengineering-programmes that require extensive employee involvement. Total quality management is a philosophy of management that is driven by the constant attainment of customer satisfaction through the continuous

improvement of all organizational processes TQM has implications for OB because it requires employees to think what they do and become more involved in work place decision. In of rapid and dramatic change quality and productivity from the prospective of “How would we do things around here, if we were starting over from scratch. That, in essence, is the approach of re-engineering. It asks the manager to reconsider how work would be done and their organization structured if they were starting over. Contemporary managers understand that, for any effort to improve quality and productivity to succeed. It must include their employees. These employees will not only be a major force in carrying out changes but increasingly will participate actively in planning them. OB offers important insights into helping managers work these change.

4. IMPROVING PEOPLE SKILLS:OB will help you to explain and predict the behavior of people at work. In addition, you’ll also gain in sights into specific people skills that you can use on the job. For instance you’ll learn a variety of ways to motivate people, how two be a better communicator, and how to create more effective teams.

5. EMPOWERING PEOPLE:Now-a-days there is always occurring of reshaping of the relationship between manager and those they’re supposedly responsible for managing. You will find managers being called coaches, advisers, sponsors on facilitators. It may organizations employee’s are now called associates. And there is a blurring between roles of manager and workers. Decisions making is being pushed down to operational level, where workers are being given the freedom to make choice about schedules and procedures and to solve work related problems In the 1980’s managers were encouraged to get there employees to participate in work-related decisions. Now, managers are going considerably further by allowing employees full control of their work. An increasing number of organizations are using self-managed teams, where workers operated largely without bosses. Managers are empowering employees. They are putting employees in change of what they do. And in so doing, managers are having to learn how to give up control and

employees are having to learn how to take responsibility for their work and make appropriate decisions. In the past, managing could be characterized by long periods of stability, interrupted occasionally by short periods of change. Managing today would be more accurately described as long periods of an going change, interrupted occasionally by short periods of stability! The world that most managers and employees face today is one of permanent temporariness. The actual jobs that workers perform are in a permanent state of flux, so workers need to continually update their knowledge and skills to perform new job requirement. In the past, employees were assigned to specific work group and that assignment that was relatively permanent. There was a considerable amount of security in working with the same people day in and day out. That predictability has been replaced by temporary work groups, teams that include from different department and whose change all time and the increased use of employee relation to fill constantly changing work assignments. Finally, organizations themselves are in state of flux. They continually re-organize their various divisions, sell-off poor performing business, downsize operations, sub non critical services and operation to other organizations and replace permanent employees with temporaries. Today’s managers and employees must learn to cope with temporariness. They have learned to cope with temporariness. They have to learn to live with flexibility, spontaneity unpredictability. The study of OB can provide important insights into helping you better understand a work world of continual change, how to overcome resistance to change and how best to create an organizational culture that thrives on change.

6. STIMULATING INNOVATION AND CHANGE:Today’s successful organization must faster innovation and master the art of change on they’ll become candidates for extinction. Victory will go to those organizations that maintain their flexibility, continually improve their quality, and beat their competition to makes place with a constant stream of innovative products and services. An organization employee can be impetus for innovation and change on they can be a major stumbling block. The challenge for managers is to stimulate employee

creativity and tolerance for change. The field of OB provides a wealth of ideas and techniques to aid in realization of these goals.

7. IMPROVING ETHICAL BEHAVIOUR: of organization s are increasingly finding themselves facing ethical dilemmas, situation and in which they are required to define write and wrong conduct. Managers and their organizations are responding to this problem from a number of distinctions. They are writing and distributing codes of ethics to guide employees through ethical dilemmas. They are offering seminars, workshops and similar training programs to try to improve ethical behavior. They are providing in-house advisers who can be ed in many cases anonymously, for assistance in dealing with ethical issues. And they’re creating protection mechanisms for employees who reveal internal unethical practices. Today’s manager needs to create an ethically healthy climate for his her employees. Where they can do their work productively and confront a minimal degree of ambiguity regarding what constitutes right.