Business is created and managed by people. Whether it's a small organization or a big enterprise, organizations are manufactured and run by people in order to meet the human aims. Organizational behaviour is a term that is related to the individuals and the individuals working in clubs (Middleton J, 2002). Following are some definitions of organisational behaviour.
"It really is a field of review that investigates the impact of a person, an organization or the composition of a business on the behaviour within the enterprise so that knowledge can help in the improvement of organizational efficiency. " This explanation of organizational behavior has three parts. First part is the fact organization behaviour is the analytical analysis of people. Second part is the affect of structure of group on the real human behaviour. Third part is making use of this knowledge to be able to increase the effectiveness in the business. Each one of these parts are interactive in mother nature and helps in the success of the goals (Gregory M, 1994).
According to Stephen P Robins, "Organizational behaviour is the systematic study of the activities and attitudes that folks show within the organizations. "
This study gets very important and the real reason for this is that people from different cultural groups have to work in collaboration very efficiently. It is not only a study but program of managerial skills so that individual or group behaviour can be recognized with this knowledge (Middleton J, 2002).
Importance of organizational behavior to managers
Managers in the organizations have important roles. They help in the planning, arranging, directing and managing. Along with these, managers perform ten managerial jobs developed by Henry Mintzberg (1960). These roles are split into three major categories as mentioned below:
Interpersonal Roles
These are the roles where managers spend a lot of your time with others within and beyond your organization like colleagues, peers, customers etc. These interactions have the essential dependence on the knowledge of the personal behaviour. Professionals perform different roles of Figure, Control and Liaison role. Just as a body role, professionals need to complete legal and public obligations. As with a leadership role, professionals need to coordinate with their fellow workers and subordinates in a unit or an organization. As with liaison role, manager needs to retain in touch both within and outside the house organization in order to be aware of the competitive external environment and market (Stephen P, 1992).
Informational Roles
Manager can also act as the source of information in a variety of issues in an organization. In these situations, manager works the monitor, disseminator and spokesperson role. Such as a screen role, managers always keep an attention on the inner as well as external environment and retains on reading studies and periodicals. As in an information disseminator role, professionals keep on moving on the info related to the guidelines and procedures. Being a spokesperson, manager signifies his or her department or product and retains on posting relevant information with other devices (Stephen P, 1992).
Decisional Roles
Manager can also become the decision manufacturer so as to sort out the organizational problems. In this capacity, supervisor can play the role of businessman, conflict handler, reference allocator and negotiator role. As an entrepreneur, professionals always look for ground breaking ideas for the improvement with their units. To be a conflict handler, professionals become judge between two parties in order to solve the conflicts. As the resource allocator, managers make sure that relevant resources have been assigned to projects on a priority basis. As the negotiator, manager assists with negotiating the offers in and out of corporation (Stephen P, 1992).
All these assignments and very important and vary from manager to director in the business. Professionals can't perform these roles unless they may have the understanding of the organizational behaviour. As each one of these assignments are related to the communication between the managers and other staff whether inside or outside the house, lower degree of higher-level. This relevant communication motivates the employees in the business and enhances the performance of the organization (Gregory M, 1994).
Importance of Organizational Behaviour @ Tesco
Let's take the exemplory case of Tesco. Individuals are extremely important and play a substantial role in the Tesco and so is their behavior. The personality and behavior of a worker can affect just how how a business runs. If the employees represent themselves properly, they will draw in customers. Their discussion among themselves and with the customer is also important. IF a customer is unhappy with the service provided in Tesco, the customer will not come back and therefore Tesco can lose a customer. This may show a terrible image in the eye of customer. That is outside the company. This if happens within Tesco means a disagreement that can lead to conflict between the employees. This conflict make a difference the performance of the business. The right personality characteristics can help increase the performance of the organization. An excellent personality trait will notify the manger that a particular individual is able to handle the work by themselves and will do maximum to improve the performance of corporation.
Manager must have the ability to identify the average person personality characteristic as it will help them develop individual reference management techniques at Tesco and so they will be able to retain the services of the best people for Tesco and out them into relevant parts of the business enterprise. Also this can help the managers to identify the relevant training needs of the individuals as everyone has different needs and learning strategies e. g. kinaesthetic learner, aesthetic learner, auditory learner etc. Thus the managers at Tesco can choose the individuals corresponding with their characteristics and Tesco's needs.
Section II
Belbin Team Roles
These roles were developed by Belbin in 1981. This has been the hottest tool for reliable team development. Belbin determined the nine functions that are grouped into three categories. You will discover three action oriented tasks, three people oriented tasks and three cerebral tasks as mentioned in the following table. Relating to Belbin (1981), "a team role is a trend to behave, add and interrelate with others in a specific way".
Belbin team role theory has several practical applications in order to diagnose and effect behaviours of the clubs. The team tasks portray a structure related to the behaviour and it depicts the behaviour of an individual in framework with other so the team can progress. Belbin team assignments theory can be utilized in a number of ways- whether it's balancing of an team before job begins, highlight and take care of personal differences or develop a person as a team player.
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Figure 1: Belbin Team Roles. (Source: Belbin R, 1996)
Practical Software of Belbin Team Roles
Managers can identify the strengths and weaknesses of an team in order to analyze it. Belbin team role theory can be employed in next way.
Assess the behaviour of the individuals in the team with respect to their contribution in the team for some time.
List down the talents and the weaknesses of each person in the team that has been observed.
Compare the advantages and weaknesses with the defined functions in the Belbin team role information.
After this assessment, the manager can find the roles that are lacking in his team and its corresponding missing talents. Also managers can find about the team role that is distributed by many team members.
Once these weaknesses, missing strengths etc have been discovered then the administrator can think about the ways to boost on this and plan it carefully.
An ideal team must possess all nine team functions and this too healthy ones. Stronger groups have a co-ordinator, a monitor evaluator, an implementer, team employee, resource investigator and a finisher (Forster N, 2005). If the roles is absent in the team then it could be stuffed in by some relevant individual.
Importance of Team Tasks @ HMRC
Let's talk about UK Duty office i. e. HMRC. The employees employed in these offices need to be compliant with more strict rules and regulations. Legal standards are extremely rigid & important and must be adopted in this firm. Thus in this organization more screens and finishers are required to accomplish the duties as opposed to shapers and source of information researchers in a software development organization. Monitors will be the ones who are proficient at analyzing the ideas critically and test the ideas suggested. Finishers are the ones who are perfectionist and prefer to see if the entire things fit with the objective and this everything has been completed effectively and are extremely much concerned about even very small details. In HMRC, people like displays and finishers play a substantial role. As it is concerned with the rigid adherence of the steps and rules thus it is very important to choose people who look for each and every minute fine detail carefully and provides the critical analysis of the new ideas. The Belbin theory of team role can help the managers to compare their associates with the tasks defined and discover what type of individuals are there in the team and what the team is without characteristics so that weaknesses can be retrieved (Forster N, 2005).
Section III
Motivation Theories
Motivation is the energy that commences, directs and preserves the goal-oriented behavior. It really is related to get the items done. E. g. someone wants to earn a qualification, so she or he takes entrance in college. The energy behind determination can be psychological, social or biological in nature. It's the duty of supervisor to get the work done from the subordinates and for this he can inspire employees. But motivating someone is much less easy as it appears to be. Plenty of motivation theories have been around in place but all these are not obviously understood and badly practiced (Cherry K, nd). Couple of these theories are defined here.
Maslow's Theory
According to the Maslow theory of drive, five essential needs are important for the drive of human beings. A pyramid known as hierarchy of needs has been formed demonstrating the five essential needs (Maslow, 1949).
Bottom of the pyramid shows basic needs like food and shelter that motivate visitors to work hard. People get the salaries and these needs are met. After these needs are satisfied, people look for his or her safety and security through good and safe job. Then comes the interpersonal needs like the need to belong to an organization. Self-confidence is the next need after social needs. Self-esteem is the necessity that may be satisfied with the acknowledgement or the promotion. Along with the topmost need is the self-fulfilment. Home fulfilment means personal development, imagination and interests. In case a person gets his need satisfied for one level then he gets encouraged to the next level (Maslow, 1949).
Maslow's Theory @ Tesco
Tesco helps to keep perfect inclination towards the motivation of its employees. The management at Tesco looks for the essential needs of the employees that can be done with the standard monthly salary. Within the next degree of needs, Tesco supplies the safe jobs by giving the formal agreements with the employees and helping them with the sickness and pension system and takes care of their health and safety at the job place. Tesco professionals also ensure that employees work in communities at different levels. This will make sure that they study from each other and promote their skills. Tesco management also promotes the self respect and the esteem for others. Tesco has launched a 360 level feedback system in which the contributions out of every person are recognised and rewarded. Effort pays and this keeps the desire high in the employees. Tesco management in addition has kept the options for the self applied development open for this employees. All the employees find the opportunity to obtain training for the profession progression and promotions. These levels encourage employees one after another and thus they work together in order to improve the performance of the business.
Herzberg Theory
Frederick Herzberg developed a theory in 1959 known as two factor theory of desire. Regarding to his research, some factors are considered as the real motivators or satisfiers as well as others were hygiene factors. Lack of cleanliness factors could be bothersome and can cause frustration. When there is improvement in the cleanliness factors then the aggravation can be reduced but hygiene factors only don't provide drive. Cleanliness factors include pay and benefits, company policy, relationship with acquaintances, working conditions, job security, status and personal life. Satisfiers like achievement, recognition, campaign and development (Herzberg, 1959). Thus it is very important that an organization creates such conditions that could make a worker feel satisfied.
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Figure 3: Herzberg Two factor Theory (Source: Herzberg M, 1960)
Herzberg Theory @ Tesco
Tesco management will keep an eyesight on both health factors as well as satisfiers. These factors help stimulate and enable the staff which is done by delegation on responsibility, appropriate communication, engage them in decision making. Thus the staffs that produce contributions can be determined and compensated with the correct recognition. Workers in Tesco can also find the restaurant menus that can raise the use of restaurants and benefit Tesco and therefore employees feel encouraged. Tesco provides the better opportunities because of its employees to talk about a bigger affinity for their work and keep them motivated. Every specific has his own needs and so different review plans are essential to keep them determined. Tesco's rewards program is a motivating factor. Tesco will much more than just paying straight incomes so that its employees stay motivated. It offers them other benefits that help them maintain their life-style. Other motivating factor is the responsibility. Tesco gives the responsibility to work to its staff and so the feel that they are considered sensible and they try to perform better in order that they get recognition which will keep them motivating (Herzberg, 1959).
Enterprises need such employees that are encouraged and since proven by Maslow and Herzberg; there are different factors that can encourage employees
