organizational behavior is about how people and team members act in organizations. It is about how individuals can establish a positive relationships among themselves, between their team members, between their managers and how managers act towards their work group. Its purpose is to enable high levels of human performance and competitive business performance by achieving organizational objectives, and social objectives. Among other important aspects of organizational behavior is the ability to have people skills “My college course work did an excellent job in helping me become a subject matter expert,” says Jason. “But it did very little to help me understand the people factor. I have now learned, through experience, that the primary reason most projects succeed or misfire is due to the people factor…
.” (Stephen P. Robbins, 2000, p. 3) Understanding people and blending their skills and personalities into a successful working team is a necessity in today’s working place. Throughout my career in information technology, I’ve seen some individuals who are experts and very knowledgeable about the task on hand, but when they are asked to prepare and deliver a presentation in front of group of people, they feel unaccountably bad, ill, angry, irritable and so on, which leads to embarrassment, frustration and panic attacks. I have also dealt with managers who were very technical and good at what they do, but when they were faced with this consulting team from India, they had all kind of problems getting their message across, at times they even loose patience and say things that are inappropriate just to intimidate them, they criticize them in front of others, and they snap at them, they forget the fact that they are dealing with people from another part of the world, they should expect some culture and social issues including the language barrier.
The Essay on Team Process Managers Supervisors
1. Lack of alignment with company vision and mission. Leadership must understand that if employees do not understand how they personally fit into the vision, this statement is not worth the paper on which it was printed. 2. Team charter is unclear. A charter is a document prepared by leadership that answers: What is the reason this team exists? What are the steps to be followed by this team? What ...
For these people to adapt to the American system requires time and patience. “People get very caught up in that [pressure] and they forget some of the basic human elements to a relationship” (Sherrill Nixon).
Based on my twelve years of experience in the IT field and working as a consultant, I have gained a good foundation in terms of people skills, I have seen good managers and lousy ones, in fact, I was at this corporation where the management was directive and controlling. When our subordinates question any of our manager’s directives, he becomes defensive and angry, which led to an unfavorable work environment.
The lack of open communications, the lack of an equitable reward system, and the lack of participation in decision making produced unsatisfactory results; low morale, and low productivity. “Although abusive behavior may intimidate subordinates into meeting deadlines, it may also reduce subordinates’ citizenship, thereby hurting the bottom line.” (Sherrill Nixon).
The company’s inability of treating their own employees effectively has affected overall job satisfaction. For instance, when we perform well, we get no feedback, not even verbally, and when we make valuable suggestions we are oftentimes ignored. Due to the poor organization structure and lack of participation in decision making, our team members were unable to meet their projects deadlines, our projects were often late.
If we do get our projects done on time, oftentimes we had to go back and redo some parts of the project due to miscommunication’s on part of our managers. Anytime our team members meet for lunch someone would complain about our manager and his inability to communicate effectively with the team members and the fact that he enjoys to be in control regardless if he is wrong at times. The overall quality of work life should not be unfavorable. Management should be concerned with the production needs just as much with the human needs. Performance should be measured and rewarded according. The manager’s job is not only to meet productivity goals, but, the employees’ commitment and their loyalty to their jobs should also be recognized.
The Term Paper on MANAGERS’ ATTITUDES TOWARDS PEOPLE
The way in which managers approach the performance of their jobs and the behaviour they display towards subordinate staff is likely to be conditioned by predispositions about people, and human nature and work. Drawing on Maslow’s hierarchy of needs model (which is discussed in Chapter 12), McGregor put forward two suppositions about human nature and behaviour at work. He argues that the style of ...
Managers should not be destructive and disrespectful to others, but rather, thoughtful and considerate of the person they are dealing with, they should also maintain an open-door policy, by being approachable, available and interested. Some of the elements of organizational behavior are the values, vision and goals, which drives the organizational culture and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The final outcome are performance, workers satisfaction, personal growth, and production increase. References Stephen P. Robbins…
Organizational Behavior. Abstract retrieved September, 8 th, 2003, from University of Phoenix, Resource, ORG/502 web > Sherrill Nixon… Revenge is silent for staff yelled at by boss. Abstract retrieve September, 13 th, 2003 from: web.
