When it comes to the core features of workforce capability and commitment, managers must know how to integrate all these with the firm's intellectual, capital, and technological resources to strengthen its ability to compete.
Manatement is viewed as a process which is employed by individuals(managers) who are responsible for achieve results by supervising and motivating people in organisation. New definition of management stress the importance of the manager as an "enabler of empoyee performance"
Organisation behaviour is an applied discipline which attempts to explain behaviour in organisations in terms of valid theories
Organisation behaviour is concerned with describing and explaining organisational phenomena while management is an prefessional discipline which stresses the importance of applied problem-solving skills that sustain the firm's competitive advantage.
Management and Technical Problem-solvingManagers, being rational, wish to acquire technical skills in their careers because they know that their employers will reward them for these skills
New perspectives on the manager's jobThe key concept in the manager's job is ' getting things done through people'. In organisations of the 21C, the manager's job will evolve from an anthority-drived 'issuer and interpreter of rules and orders' to creating entrepreneurial work climate that facilitates teamwork, autoonomous and time decision making and flexibility.
Seven basic features of manager's jobs
1. Managing individual performance(supervising)
2. Instructing subordinates(teaching and training)
3. Representing one's staff(representation and advocacy)
4. Managing group performance(facilitation)
5. Planning and allocating resources (decision-making)
6. Coordinating intrdependnt groups(collaboration)
7. Monitoring the business environment(scanning)
The number of challenges and speed of change in the manager's job will increase because:
1. The work-force is changing
Companies must deal increasingly with matters of work-force diversity, work-force skills and training and work-force values and beliefs
2. Customer expectations are changing
3. Organisations are changing.
Eroding trade barriers and instantaneous capital flows across national boundaries greatly increase compettion and these forces prod companies to search for new source of competitive advantage.
Why do managers care about OB?1. Behavioural theories help solve problems in the work setting
2. Knowledge of behavioural theories help you to understand new development in the field of OB
3. An understanding of behavioural theories helps you to evalute effectively the proposed solutions to behavioural problems in organisation.
Making sense of human behaiour in Grganisations
SOBC
S irepresents the stimulus situation which includes such things as light, souds, job demands, supervisors.
O(organism) refers to the characteristics of the person including personality, needs, attitudes, values, and intentions.
B refers to the person's behaviours responses or actions in the situation under consideration
C represents the consequences or outcomes associated with behavioural resonses.
Defining employee needs and Organisational productivityThe two most pressing issues govering organisational success or failure are the differences between employee's needs and the firm's need for productivity and strategic success(Profitability)
Well run firms search constantly for the best balance between employee needs and productivity
Your work force management philsophy would be incomplete without value which reflect how employee's work can be made more meaningful and challenging. To achieven this underdadning, you must recognise and accept the pivotal role of work in your life and in the lives of your colleagues and subordinates. Recognition and acceptance of work's pivotal role in living leads you naturally to respect your coleagues and subordinates. Showing your respect for employees in everyday work situations creates work-force loyalty and commitment.
2. Values: The building Blocks of Individual DifferencesValues exist in people at a deeper psychological leel than work attitudes such as job satisfaction, job involvement and organisational commitment bacause, they are fundamental aspect of human nature.
Instrumental values are the means to achieve goals by using acceptable behaviours to achieve an end state. Terminal values are the goal to be achieved or appropriateness of desired end states.
Terminal values: Achievement, Social status, wisdom, Beauty in are and nature, Familysafety, Equality, Friendship, Equity, Freedom, pleasure, Happiness, Inner calm, National Security, World peace, Prosperity.
Instrumental values: Ambition, Competence, Cleanliness, Courage, Cheerfulness, Independence, Forgiving nature, Imagination, Intelligence, Self-control, Obedinence, Politeness, Responsibility.
Implications of Values in Global Organisations1. Be open minded and view other peoples' value as moral, traditional and practical.
2. Do not prejudge the business customs of others as immoral or currupt. Assume that they are legitimate until proven otherwise.
3. Search for legitimate ways to operate within others' ethical points of view; do not demand that they fit into your value system.
4. Avoid rationalising questionable actions with excuses such as: 'This isn't really illegal or immoral'. 'This is in the firm's best interest','Nobody will find out' and 'My firm will back me on this'.
5. Refuse to do business when shakeholder actions violate the law or basic organisational values
6. Conduct business as openly and honestly as possible.
The Study of personality and employees's personal traits
Characteristics of internalisers and externalisersInternals tend to believe that,- Pay rises are based on hard work, Achievement and initiative.
- An excellent performance record is the function of hard work and effective project completion
- A person addicted to drugs is willing to give up control of his life.
- Good decisions are the result of tenaciously searching for information.
Externals tend to believe that,- Pay rises are based on having the right job in the right place in the company
- Teachers have favourites and give them higher marks.
- Anyone given the right circumstances, ca become addicted to drugs
- People's attidudes cannot be changed easily by appealing to their logic.
Manaterial implications of the ResearchThe results notes above indicate that internalisers will persist in hard work if they have been told that rewards are based on superior skill and high performance.
Professors Gartner (1985) and Brokhouse (1986) found locus of control to be related to entrepreneurial behaviour and taking of business risks. Internalisers are more comfortable with change thatn externalisers and are therefore more likely to launch a new business venture if they are dissatisfied with eieir current situation. Internalisers will act more quickly to cut their career losses if they judge their current work to b limiting their options suppressing their cretivity, or limiting other rewards that they value. <amageroa;;u s[ealomg. Managerially speaking, if internals are prevented from acquiring new skills, of if they are not rewarded for acquiring new skills, they become frustrated. If the conditions persist, they may leave the organisation. This, of course, leaves fewer competent people do more work. In turn, other competent employees are afected by the loss of their stimulating collegues and soon they too may leave.
The Organisational Importance of Need for achievementIf employees with a high need for achivement judge their work to be dull and boring, they will lower their performance accordingly. Similary, if they do not receive performance feedback, they will lower their effort on the job. High need for achievement matters most when work demands: 1)the employee's ability, 2)high quality performance feedback and 3) stimulating and novel work activities
Need for achievement correlates with the desire to become an entrepreneur. Achievers are likely to start their own businesses, especially when they feel trapped in work settings that do not emphasise the three qualities noted above. If the disgruntled employee is a competent enigneer and a good salesman, watch out! your may soon see hims as a competitor because your former customers are beating a apth to his door!
