Introduction the 6 questions
Organization Behaviour is a study of human behaviour in organizational settings, the interface between behaviour and the organisation, and organization itself. For an example, the managers in an organization usually use the organization behaviour knowledge in their business management like motivation, it can improve the productivity of an employees. The previous lesson that learn in organization behaviour is to help an organisation to have an effective way in managing the people. The lesson is we must keep communication to people, being patient, become a good leader and trust your team or your member. Next, the concept that how not to manage people is a serious mistake that usually happen in an organization and it will affect the image of organization and operation of an organization. Other than that, the way in management people has been change compare to the past 20 years. It can help the organization to become more productivity and improve customer services to increase profit of organization. Besides that, managers typically making a mistake when managing people. When a manager always does some mistake, an organization cannot provide a good customer services and cause lost a lot of customer. Then, an organisation must use organization behaviour knowledge and tools in managing people and day to day activities. For an example, motivation can lead the employees more hardworking in their job.
Question 1
The valuable lessons about managing people is keep communication to all the people. We must have a strong communication in an organisation. This is because strong communication is one of the key components of a successful organisation. In an organisation, the manager must keep communication to their employees, so that the organisation can perform basic functions of management such as planning, organizing, leading and controlling. The manager can perform their responsibilities by the help of communication. All of basic function of management require effective communication with others about their job task. We must know how to communicate effectively to their people. We must keep communication to other people, so that we can spread knowledge and information among people easily in an organisation. For an example, when the manager wants to discuss a project to their employees, the communication between the manager and their employees is very important. If the manager knows how to communicate effectively to their employees, the employees will know what the manager say and to do easily about the project. This is because the employees have guidance and support from their managers. If the manager doesn’t communicate effectively to their worker, the worker will not get the clear information from the manager. The manger with good communication not only can spread knowledge and information to their employees easily, but also can motivate their employees.
The next valuable lessons about managing people is being patient. Patience is a main element of successful in an organisation. In the challenging world, we need to face some situation that require patience. For an example, the manager need to wait patient to other employee when meeting. The manager must be patient when waiting their employees pass up their report. Besides that, we also can learn tolerance in managing the people. For an example, in an organisation, if the manager lack of tolerance about their employees, and may cause the manager fight with their employees due to some misunderstand and destroy the peace of the organisation.
The next valuable lesson about managing people is we know how to become a good leader in an organisation. As a leader in the organisation is not easy, it is because the leader need to work all of the job in the organisation. A good leader always shows to them embody qualities that people would like to see in an organisation. For an example, a good manager or leader will be the first arrive to the organisation and last to leave it. One of work of a good leader is setting a clear vision. It will influence their employees in an organisation understand and accept the future states of an organisation. A good leader also need to motivate and guidance their employees. The leader must know what their worker need and want, giving them and praise the worker in good performance. For an example, the leader can increase the salary of the employees who have a good performance of job. When the leader guides their employees, the leader must provide the tools to their employees to perform their job. The leader must take correct action and give advice to their workers when the workers do their work wrongly. Besides that, the attitudes of the leader in an organisation is very important. The leader must do as a good example to their employees. The employees will learn many things from their leader. For an example, when the leader come early to work or follow the rules of organisation when working, employees will learn the attitudes from the leader. The leader must always think positive when faced some problem in an organisation. Sometimes, the leader is very difficult to evaluate themselves and do not know where can improve. So that, the leader can give feedback form to their employees and fill it. It is a way to leader improve themselves in an organisation.
The last valuable lesson about managing people is we must learn to trust your team or your member. For an example, in an organisation, the manager must trust their employees when making decision by their employees. The trust between the manager and their employees is very important in an organisation. This is because it will bring the organisation to be success in the future. The manager cannot just say “trust” to their employees, the manager need to show their action to them. When the manager trusts their employee’s decision, their employees will become more confidence to do their work. Besides that, the manager also must always support and encourage their employee’s decision.
Question 2 (DONE)
https://www.forbes.com/sites/davidsturt/2014/08/22/buckets-of-bad-advice-how-not-to-manage-people/#548e498c2c77
Employer of the company will believe that respecting employees is to ignore their shortcomings, to see their advantages, to believe in the employee’s consciousness, and not to constrain the employees with many rules and regulations. So, they will become “robot” that will only follow the steps. But sometimes, people will feel that the employer’s so-called “humanization” management invisibly indulges bad behavior, but also affect many people who are focused on one. The employees feel that they are doing the same thing, doing good and not rewarding, and it doesn’t matter if they are not doing well. Even if the problem is serious, the employer is only looking for a conversation.
At the end of the day, many employees felt that the company had no system to develop, so the company had some systems in place, but no one was able to implement it, and the system was ineffective. It was the same after a few days. The managers of the various departments are also very contradictory. Some departments can seriously implement the system, and some departments do not implement them. As a result, employees have private discussions about a manager is too bad, a manager is good, and it is difficult for managers to be human. So far, the company has made some rewards for some unsatisfactory phenomena but has never punished those employees who have performed poorly. Even those who are poor in character and harm the interests of the company are not willing to “harm”.
The employer thinks that their punishment is hurt. As a result, the company’s employees are increasingly turning to frogs in warm water, and their sense of responsibility is also declining. The new employees who are full of enthusiasm soon become “lazy people” and start to spend their days in the company. The humanization management must be fully considered when formulating the system and in the implementation of the system must not be humanized. The institutionalization and humanization are the contradictory unity of contradiction. So, both of the management must be combined to achieve the best management results.
The institutionalization management is a “law” of an enterprise, and it must be governed by the “law”. As the saying that, “No rules are not a square”. If a company does not have a system and does not operate under the system, it will not work well. Therefore, institutionalized management is necessary, unconditional and basic. Without institutionalized management, other management cannot be discussed. Every employee must strictly abide by the corporate system, and the majesty of the system requires everyone to jointly maintain. But the premise is that the system must be formulated in a reasonable and realistic manner so that it will be effective in order to be accepted by employees. The humanization management must be fully considered when formulating the system.
There is also a contradiction between humanized management and institutionalized management. Just as people need to take medicine when they are sick but if the medicine is eaten more and it will cause side effects. This will aggravate the disease and even die. Medicine can save people or hurt people. The key is to grasp the “drug volume”. The manager is the doctor, and the system is the medicine. Efficient management depends not only on the strict constraints of the system (drugs) but based on the management of managers (doctors).
For example, after the Spring Festival, an employee was late for the ride; the company was considering the long distance and the difficulty of riding on the holiday road. It was decided that many employees who abide by the system waited for a small number of employees who violated the system, and delayed the departure time so that all employees could feel it. However, it is necessary to criticize and punish its violation of the system, and never assess interest from the company’s humanized management. In the implementation of the management system, the degree of acceptance and understanding of employees is considered more and people are placed in the first place, which can reduce the impact of fluctuations in employee emotions on work. Therefore, humanized management is actually an extension and supplement under institutionalized management.
Question 3
Every business required the cooperation of the workers and each of them plays a role in the business, any kind of business activities involves people with different skill set that are able to handle it, understanding employees behaviour and implement effective management skill is essential for the business.
http://hrmagazine.co.uk/article-details/how-has-hr-evolved-in-the-last-25-years
https://www.tinypulse.com/blog/how-hr-has-changed-over-the-last-10-years
\https://hrdictionaryblog.com/2012/10/28/evolution-of-human-resource-management/
https://www.linkedin.com/pulse/evolution-human-resource-management-gokila-lakshmi
https://www.itagroup.com/insights/evolution-of-human-resources-management
Management for people
The invention of new technologies and improvements on old ones has introduced a way for businesses to work across international borders. Thus, information technologies and globalization has changed business processes and opened up new avenues and challenges for human resources. While the costs are reduced and manpower abundant, human resources areas experienced unforeseen challenges. Some of these challenges include difficulties in managing employees dispersed across the globe, adjusting to new cultures and allocating resources in a timely manner. Here, new options such as simulated training and resource management software help to bridge gaps. HR departments changed again to adapt to the information age and stay above the manpower challenges.
Question 4 (DONE)
All things considered, what mistakes are today’s managers typically making when managing people
One of the mistakes that managers making when managing people is micromanagement. Micromanagement is a style that manage employees or subordinate with excessive control or attention to details. It is a state where the manager try to control all the small part of activities in a way that causes problems. The purpose of Micromanagement is observing the subordinate or employees are getting right in their job and making sure they are doing the right things without any mistakes. For example, the manager should oversee every work while processing by employees to make sure the work is getting done. Most of the time, the managers want to oversee every work that do by employees but the employees have some obstacles such as wait for a few hour to get approval from manager. It will affect the productivities of the employees to slow down.
In addition, some managers become friends with the employees or in relationship, this can cause difficulties to separate the working relationship from the friendship, sometimes it also will cause unbalance in which employees lack of respect to managers or managers’ failure of listening to employees. For example, a gap between a manager and an employee or subordinate will be in the eyes of management but in friendship, there is not a relationship that is equals. Other than that, the employees will have expectations to be promoted by manager because of they are in friendship. Thus, the manager should have personal feelings and promote the best employee which is in experiences and full of skill in different jobs, not an employee in friendship. Therefore, managers should keep a distance or relationship within the walls of the company.
Furthermore, managers must have responsibility for everything jobs or any problem that happens in their department while they are on shift. Manager should not throw employees behind to let them solve problem without any help from others. Otherwise, they will making excuses and does nothing solve the problem in time before the problem become more serious. Therefore, the employees or managers should overcome the problems or mistakes by being proactive is the best action. For example, manager will blame their employees because of making mistakes and failures, but manager didn’t realise that the mistakes are out of the employee’s abilities to overcome. Besides that, some managers also will lack of trust on their employees in their team. This shouldn’t an attitude of a manager to their employees and should give them some challenges on their jobs. This will give them more interesting on their jobs and learn more knowledge and collect more experience. Therefore, manager should give their employees trust and let them having job challenging.
Last, a manager fail to provide clear direction to their employees also is a mistake that made by manager while managing people. All the firm will have firm objectives and expectations to help the employees to set their goals. Managers should not try to confuse or discourage the employees by making every single task not prioritizing anything. For example, managers fail to create a clear expectations to the employees thus the employees didn’t know what they are supposed to do and what task should done in time. If managers try to make every task a priority, the employees will believe themselves to finish the tasks given in time. Within a clear expectation from the managers, the employees will feel rudderless. Therefore, the manager will have difficult to lead their employees by providing direction without destroying employee empowerment and employee engagement. In conclusion, managers should set the goals for the task, identify the priorities of the task and give more information of the task to let the employees understand more clearly.
Question 5
How can organisation behaviour (OB) knowledge and tools help effectively manage employees and day to day organisation activities.
Organisation behaviour is very important in an organisation to manage their employees and day to day activities. In an organisation, manager play an important role in their work. The manager can use organisation behaviour knowledge and tools in planning, organizing, leading and controlling. The manager can use the 10 managerial roles to manager their employees and day to day activities. The 10 managerial roles are divided into 3 group which is interpersonal roles, informational roles and decisional roles. In interpersonal roles, the manager need to speed a lot of time inside or outside the organisation and to meet their customer and employees. The manager need to perform 3 roles which is figure, leadership and liaison role. The next group is informational roles. The manager can also act as source of information to an organisation. Manager need to performs monitor, disseminator and spokesperson role. The last group is decisional roles. The manager need to solve all the problem and act as decision maker in an organisation. Their role is entrepreneur, conflict handler, resource allocator and negotiator.
The organisation behaviour knowledge and tools can help the manager to improve their employee’s skill development. The manger can gain behaviour knowledge to improve performance of employees when do their job. So that, the employees can increase productivity of an organization to achieve the organization goals. Next, organisation behaviour knowledge and tools can help to understand customer’s behaviour and improve the customer services. So that, the manager can easily decide what product and services to be offered. When the organisation build a good relationship to their customer, the manager can know about what the customer need and try to satisfy them. If the customers satisfy with customer services by an organization, the customers will back again and purchase it.
Organisation behaviour knowledge and tools can help the manager to motivate their employees. The manager will give some reward or increase their employee’s salary when their employees work in a good performance. When the managers with organisation behaviour knowledge, they know how to communication with their employees. A communication between the manager and their employees are very important in an organization. This is because the employees must know what the manager want them to do and understand it. For an example, when the manager discusses a project to their employees, the employees must know what are the manager talking. Other example is when the employees doing something wrong, the manager must advise them and cannot scold them. When the employees are fail about something, the manager must try to motivate them. The manager can provide some training to employees. So that, the employees have more confidence and more hardworking in their job.
Q6
Discuss the law of effect-linking consequences and behaviours (give examples from any chapter).
The behaviour of company managers is very important today. It will influence the behaviours of employees and also the goal achievement of the company. For example, a manager who managed his employees with good behaviour, they will affect their employees to perform well in their tasks and vice versa. The behaviour of the managers and employees have related to the personality of them. Everyone has their own personality. Personality is understood as a lasting feature that distinguishes one person from another and causes people to act in a predictable manner for long periods of time. The company managers must be know how to measure personality in order to hire decisions usefully and forecasting who is suitable for a job with a personality test. This is because the company will be affected by the manager’s decision or behaviour. There are big five models of personality which are extraversion, agreeableness, conscientiousness, emotional stability and openness to experiences.(Stephan & Timothy, pg157 ) The big five models of personality are an integration of personality research that represents the various personality descriptions in one common framework.