Basic Concept of Organizational Behavior Essay -- Fundamentals of Organ

mayhap the hit most pregnant technique for need the people you pull off is to treat them the same way you wish to be treated as responsible professionals. It sounds simple estimable strike the respectable balance of respect, dignity, fairness, incentive, and guidance, and you testament create a traveld, productive, paying, and secure work surroundings. Unfortunately, as soon as the complexities of our evolving workforce mix with charitable relationships, even the best-intentioned supervisors git find the perplexity brass of their jobs deteriorating into chaos.TheoriesAs corporations strive to boost profits in an increasingly competitive environment, they inevitably turn their attention to the have it away of employee productivity and penury. When employees argon unsatisfied with their current work situation, productivity decreases, tension builds in the workplace, and esprit de corps becomes very low. Companies have kn declare historically that morale affects produ ctivity, yet perplexity has struggled to come to terms with the factors that can create constructive morale and an environment that attracts and retains workers and encourages them to produce. For this reason, many companies look for training and practices that aim to hit a higher(prenominal) level of employee motivation.Maslows & HerzbergsFor many years various motivation theories have made assumptions and offered explanations regarding human nature. How ever so, no single motivation theory has proven to be the end all - be all - of motivation. In order to understand the various underlying themes think to motivation the chase three theories have been identified - content, process and reinforcement. subject area theories are generally concerned with what arouses behavior or particular attributes that motivate individuals. The most vainglorious content theory of motivation is Maslows Hierarchy of inescapably and Herzbergs Motivational-Hygiene Theory. Maslow offered that hu man beings have their needs arranged in a hierarchy much(prenominal) that they are motivated to seek satisfaction of the rase levels of need first. erst that level of need is satisfied it is no overnight a motivator, and the soulfulness is motivated by the next level up the hierarchy. From a managerial perspective money, status, achievement, working conditions, friendly supervisors and co-workers can satisfy these individual needs. Herzberg utilize this theory as... ...ts your department the buck stops with you. Your group respects your wholeness and trusts you to lead. You become a champion, not an oppressor.Share the touch The flip side of accepting responsibility for eitherthing that goes wrong is giving subordinates just credit for everything that goes right. never take credit for a subordinates work, and mention names at every possible opportunity. Dont be afraid that this approach endangers your confess career. You were made a supervisor because others in authorit y recognized your capabilities. The rise of your nourish as a supervisor is your ability to create a productive, efficient team. assign management that working for you is the best thing that ever happened to your staff by drawing attention to each subordinates excellent performance. If your team is performing at a high level, you wont need to blow your own horn - your value will be obvious. Conclusion The face of seam is evolving at a mind blowing pace. As the economy fluctuates and organizations seek ship canal to beat the ambition and be profitable, nothing remains more important to this goal than retentiveness the employees and management motivated in the modern workforce. staple fiber Concept of Organizational Behavior Essay -- Fundamentals of OrganPerhaps the single most important technique for motivating the people you supervise is to treat them the same way you wish to be treated as responsible professionals. It sounds simple just strike the right balanc e of respect, dignity, fairness, incentive, and guidance, and you will create a motivated, productive, satisfying, and secure work environment. Unfortunately, as soon as the complexities of our evolving workforce mix with human relationships, even the best-intentioned supervisors can find the management side of their jobs deteriorating into chaos.TheoriesAs corporations strive to boost earnings in an increasingly competitive environment, they inevitably turn their attention to the issue of employee productivity and motivation. When employees are unsatisfied with their current work situation, productivity decreases, tension builds in the workplace, and morale becomes very low. Companies have known historically that morale affects productivity, yet management has struggled to come to terms with the factors that can create positive morale and an environment that attracts and retains workers and encourages them to produce. For this reason, many companies look for training and practices that aim to achieve a higher level of employee motivation.Maslows & HerzbergsFor many years various motivation theories have made assumptions and offered explanations regarding human nature. However, no single motivation theory has proven to be the end all - be all - of motivation. In order to understand the various underlying themes related to motivation the following three theories have been identified - content, process and reinforcement. Content theories are primarily concerned with what arouses behavior or particular attributes that motivate individuals. The most prominent content theory of motivation is Maslows Hierarchy of Needs and Herzbergs Motivational-Hygiene Theory. Maslow offered that human beings have their needs arranged in a hierarchy such that they are motivated to seek satisfaction of the lower levels of need first. Once that level of need is satisfied it is no longer a motivator, and the person is motivated by the next level up the hierarchy. From a managerial per spective money, status, achievement, working conditions, friendly supervisors and co-workers can satisfy these individual needs. Herzberg used this theory as... ...ts your department the buck stops with you. Your team respects your integrity and trusts you to lead. You become a champion, not an oppressor.Share the Spotlight The flip side of accepting responsibility for everything that goes wrong is giving subordinates just credit for everything that goes right. Never take credit for a subordinates work, and mention names at every possible opportunity. Dont be afraid that this approach endangers your own career. You were made a supervisor because others in authority recognized your capabilities. The test of your value as a supervisor is your ability to create a productive, efficient team. Show management that working for you is the best thing that ever happened to your staff by drawing attention to each subordinates excellent performance. If your team is performing at a high level, you wont need to blow your own horn - your value will be obvious. Conclusion The face of business is evolving at a mind blowing pace. As the economy fluctuates and organizations seek ways to beat the competition and be profitable, nothing remains more important to this goal than keeping the employees and management motivated in the modern workforce.