Down The Organizational Behaviour Rabbit Hole

In every company, there are 3 major resources to be managed if the organization wishes to accomplish its goals and objectives. These resources are Humans, materials and financial resources. And out of these three, personnel management is the most important and challenging to handle. The factor being that every person is born unique and therefore is bound to have different qualities– that is, the ways they believe feel reason and act. Secondly, people control and coordinate the other resources. They make up the workforce of a company and are described as personnel. Since humanity plays a very bulk in the total success of an organization, it is therefore important to have an effective working relationship between the worker and the manager as this is important for the success of the company.

Human Resource Management, which involves the efficient and effective management within a company, is among the vital functions of Educational Administrators. This is due to the fact that every administrator has a function to perform through his staff and his own abilities. Every university like other formal organizations needs people to perform its programs and attain educational goals and objectives. To be able to attain this, the Registrar who is the ‘chief of administration’ has to make sure that personnel with whom he works knows what to do, when to do it and how to do it. Another name for human resource management is personnel management. No matter the name we chose to call it, its standard function is to handle people who make up an organization. And these people have diverse interest, goals and values.

More Information Surrounding Organizational Behaviour

Akpakwu (2003), regards personnel management as the correct utilization of individuals in a company to achieving their needs and organizational goals. To this extent, it involves comprehending the nature of people in an organization, their needs and aspiration and evolving the necessary strategies to achieve these goals and needs. It also includes recognizing the objectives of the organization and developing a conducive atmosphere towards leading staff to attaining the goals of the organization. Armstrong in Akpakwu (2003), sees personnel management as the process of acquiring, organizing and inspiring the personnels needed in by an organization. He promoted for the creation of a cordial and extremely conducive environment in order to satisfy the needs of the workers and accomplish organizational goals. Denga (1990), on the other hand, concerns Human management as an exercise in human engineering. People require, problems, sensations character etc which they come along with to these organizations. What ever name it is called, personnel management is the responsibility of all those who handle people. The administrative manager has to for that reason find methods of satisfying these needs in such a way that the individual, company and society’s objectives are attained.

The act of getting people together to achieve organizational goals and objectives efficiently and successfully in an organization is the responsibility of the management. Management includes planning, organizing, staffing, directing or leading and controlling the efforts of individuals to achieve the goals. A good manager discovers the 5 standard functions of management.

Helping in developing a workplace that is conducive for his members of staff so regarding promote optimum satisfaction therefore encouraging them.

Guaranteeing that the abilities and abilities of the workforce are made use of to the optimum in pursuance of the university’s objective and mandate.

Making sure a fair balance in between the individual needs of staff and the needs of the Registry and the university in basic.

Recruitment and Selection:- This involves searching for an ideal individual to fill the uninhabited position. In the registry department, the least credentials for an administrative secretary is a bachelor’s degree. The fundamental goal of staffing is to find certified candidate who will stick with the company.

Training and Education:- This includes establishing staff to professional growth. In the Registry department, training includes induction of new workers, formal training of staff which might include on the job training.

Incomes and salary Administration:- This refers to the financial advantages that are given to staff for the tasks they have actually performed. In the university administration, fixing of wages is a constant workout as position and posts keep altering due to growth and functional improvement.

Staff Appraisals:- This is the continuous process of feed back to subordinates about how well they have carried out on their jobs. In the registry department, members of staff are officially appraised each year by their close managers and the evaluation ratified by the Promotions and consultations committee.

Welfare:- In University administration, the primary function of welfare is to supply help to members of staff as well as motivate a favorable relationship in between staff and the university by offering additional security conveniences.

Trade Union Relations: – According to Akpakwu (2003), trade unions are ‘sounding boards’ for policies and decisions influencing staff. In university administration, joint committees making up management group and trade unions have actually shown to be effective in solving conflicts. Trade Unions promote the problems and grievances of their members with the view of enhancing the welfare of their members.

The functions of chief administrative officer in the university are lots of. Generally however, he is to prepare, arrange, coordinate, direct and report activities in relation to staff under him.

All organizations including educational institutions are made up of people who chose to work in it mostly due to the fact that it allows them to satisfy a minimum of some of their individual needs. Virtually everybody works, is or plays informed in an organization. Attempt must be made to define exactly what a company is. Ede (2000), specifies organization as a system of consciously collaborated activities which are intentionally structured for the purpose of recognizing particular goals. Dale (1978), views organization therefore: ‘Whenever numerous people are working together for a typical end, there should be some form of company: that is the task has to be divided among them and the work of the group must be coordinated. Dividing the work and arranging for coordination comprise the process of organization and once that is finished, the group may be described as an organization.’.

According to Unachukwu (1997), the more complex a company is, the harder it is to collaborate activities, predict events or phenomena and obtain set objectives maximally. We can therefore see organizational behaviour as the methodical study of the nature of organizations; how they begin, how they establish and their effects on individual members. It is likewise a systematic effort to comprehend the behaviour of people in an organization; not simply human behaviour however structural behaviour, aspects behaviour, systems behaviour and even policy behaviour. Therefore for staff in the registry department of the university to function efficiently and effectively, the Registrar should comprehend the nature of people he is dealing with and have the ability to analyze their behaviours. Organizational behaviour follows the principle of human behaviour: People in an organization are regulated by the exact same psychological systems both on the job and outside the job. Organizational behaviour is human behaviour in a certain setting. The behaviour of an individual in an organization is determined to some extent by internal and external factors. These consist of discovering ability, motivation, perception, attitude, feelings, frustration and so on while the external factors consist of tension, benefit system, degree of trust, group cohesiveness, social factors, office policies etc. Organizational behaviour can also be situational. An individual’s behaviour can not be disassociated from the scenario he discovers himself. For instance, a normally calm individual is forced into continuous close physical aggressiveness with some other people. The behaviour of that individual is therefore a function of interaction in between his attributes and other ecological variables. Organizations are seen as complicated systems consisting of interrelated subsistence. Modifications or change in any part of the system have effects on other part of the system. Adjustment in the system causes wanted favorable changes called functions. Unfavorable repercussions in response to change or change in the system are called dysfunction. For that reason the behaviour of an individual is borne out of the decisions that have actually been taken in a company.

Organizations stand for consistent interaction between structure and process. To obtain a project accomplished in a company, we need to specify who does exactly what. Structures describe organizational shapes, rules and definitions. It is what binds a company together. Process is the sequence of activity in the system. Choice Making, Communication, Leadership and Conflict are few examples of the numerous processes that occur within a company. Ocho (1997), appropriately recommends that humans in a company have to be continuously encouraged for sufficient production and dedication. Subsequently, the primary responsibility of the Registrar is to ensure that human resources are utilized and handled successfully and effectively to meet the university goals.

Great human relations in a company, for it to function successfully and effectively can not be over-emphasized. It supplies understanding on how people react and communicate in different organizational scenarios in an effort to please their needs and in the process meet organizational goals. The primary administrator’s ability to understand his staff and their problems, and his belief in and the practice of democratic leadership will go a long method to make him succeed in his administrative and supervisory task. The effective operation of any company depends on the Human Resources in that company. Unachukwu (1997), implicitly mentions that Educational Administration is concerned with the mobilization of the efforts of people for the achievement of educational objectives. It is therefore vital that the Registrar cultivates the habits of Human Relations in his odious administrative task. Edem (1987), observed that the distinction between the concepts of the Efficiency movement and those of the Human Relations movement was that of the former emphasizing getting most from the worker, even to the extent of requiring him to subordinate his interest and needs of those in the organization, while the latter emphasized the humanitarian aspects which sought to satisfy the needs of the worker, reduce his frustrations and enhance the level of job satisfaction.

According to Mary Follet,(1964), a popular leader of the Human Relations movement in the National Society For The Study of Education, she stated that the actual service for business males is no t just the production and distribution of produced posts, but to offer a chance for individual development and self-actualization through better organization of human relationships. The process of production is as important for the welfare of society as the item of production. Follet views administration as a shared responsibility, asserting that organizational structures should allow a free interaction of ideas in order to reduce the rigidness of hierarchical structures; but alerted that shared responsibility should not be interpreted as being synonymous with laissez-faire and absence of focal points of reference.

Without human resource, there can be no organization. These personnels remain in 2 categories: Management and Subordinates.

These 3 premises assist a lot in understanding the behaviour of workers in an organization. When Adam Smith conceived the economic basis of human motivation, it was his viewpoint that people work mostly for money and are unconcerned about social feelings, and are motivated to do just that which offers them with them with the best benefit. Because its view of man is dehumanizing, this approach has actually been criticized. Money might not be the only primary source of rewarding behaviour in a company as there is limit to which money can be utilized in inspiring workers. According to Argyle (1972), People can become dedicated to the goals of the company as an outcome of participating in choice making in their work location or co-partnership plans or through their relationships with groups or managers. Dedication might likewise come through the job itself. Through ones achievements, acknowledgment, responsibility and professional growth. All these are motivators that would energize personnels to meet organizational goals and objectives. The ability of the educational manager to therefore prepare and arrange personnels efficiently, control the staff and inspire is important to the effective and efficient management of the university. This is because excellent human resource management practice not only assists in bring in and retaining the best of staff, however likewise inspiring them to outstanding work efficiency. Absence of motivation in work scenarios has significant result on job satisfaction and when job satisfaction is absent, the worker might quickly leave the organization. Saiyadanin (1999), supporting states that improvement or changing one’s status reflects when this growth is not experienced, the staff member ends up being disappointed and annoyed.

An effective company will certainly want to it that there is a terrific degree of cooperation, interaction, commitment, job satisfaction and motivation levels among its staff who will feel more incentivized towards their work duties and accomplishing total organizational goals.

Motivation is a mental behavior which has actually been described by Luthan (1998) as, ‘a process that starts with a physiological shortage or require that activates a habits or a drive that is targeted at an objective reward.’ Dedication has actually been explained by Northcraft and Neale (1996) as being an attitude of people through which they reveal their loyalty to the organization and also their concern for the organizational success. Interaction has actually been viewed as an activity of conveying information among two or more people. Effective interaction happens when what is in the mind of the sender is properly comprehended and acted upon by the receiver. These 3 arenas of human behavior, motivation, communication and dedication are essential for organizational success and standing out organizational efficiency.

There have been many studies performed to see the interrelations in between the 3 elements of human behavior discussed above. There is a lot of work done on the relationship in between organizational dedication and motivation levels. As per a research by John P. Meyer, dedication has actually been seen as a driving force for high motivation levels. If workers are dedicated to their job and their workplaces, motivation levels will instantly increase which will lead to an overall boost in organizational performance. This connection has actually been supported by the Self-Determination Theory (SDT) by Edward L. Deci and Richard M. Ryan who at first proposed that there is an intrinsic and natural tendency of humans to behave in a certain healthy or effective method. As soon as organizational commitment will certainly be developed, people will have a natural tendency to be motivated in the right instructions and use up their job tasks with more loyalty, interest and interest.

Adeyinka Tella in her research study ‘Work Motivation, Job Satisfaction, and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria’ researches the impact of motivation and dedication on Library personnel. She came across some interesting conclusions after questioning 200 library personnel in four Academic and five Research libraries in Nigeria. The researches showed that there is a connection between job satisfaction, commitment and motivation despite the fact that the connection between commitment and motivation is unfavorable. On one hand her study reaffirmed various previous research studies such as that motivation increases job satisfaction and job performance (Brown and Shepherd, 1997). Even the part on negative relationship between organizational commitment and motivation was visualized by Brown and Shepherd as it was seen that the librarians had their own deeply rooted shared values and belief structures that they were not going to keep aside and follow the organizational vision, which thus decreased their motivation levels. A second research conclusion was that there was no major distinction between the perceived motivation of expert and non-professional librarians. It was found that both groups are most incentivized by monetary advantages (Colvin, 1998) and if they are offered with the exact same degree of work environment and work rewards that they should have, motivation levels will certainly not have the tendency to vary. Another important finding was that as years of experience boost and librarians stay with the same organization for a long period of time, commitment levels tend to stagnate rather than boost after a certain period. This is contradictory to a study by Coleman, and Meyer (1994) who said that dedication levels go higher and greater as an employee’s tenure with the organization increases. The one major element that all this study satisfies is that job satisfaction, organizational dedication and motivation all lead to higher and enhanced organizational efficiency at work.

The relation in between motivation and interaction can not likewise be weakened. As per a milk producer and personnel manager Liz Doornink, who possesses and runs Human Resource Services, Baldwin, Wis, employees are the important force in the dairy products farms and all efforts needs to be made to keep them determined and pleased. At Monsanto Dairy Business One-Step Ahead National Dairy Women’s Conference, he advised that producers at each farm spend some quality time with their farmers and hold gatherings such as barbeque celebrations to identify exactly what is there precisely that motivates employees and then those aspects need to then be made use of as devices to incentivize them. He says that workers’ marital or age factors need to likewise be looked at before picking the best ways to motivate staff as people at various ages and status may have the tendency to be motivated in a various way. Likewise, communication methods will certainly have the tendency to vary for each of these various sets of individuals. He also pointed out that with time, inspirational factors might change and the company might exist with newer obstacles. E.g. if an existing young student-employee milk farmer has now gotten a degree or added experience, newer inspirational tools will certainly have to be touched upon to motivate him further to continue to be with the business or to improve his efficiency if in case his efficiency stagnates or levels off at a point. He went ahead to state that organizational goals must be set in coordination with all workers after communicating with them to find out exactly what is in the minds of people and exactly what is achievable by them. Just dictating goals and expecting for them to be attained is not it. Goals must be set with individuals and if workers meet them, they need to be rewarded so that they are motivated even further.

From the example of Doomick, we collect that motivation and interaction go together. Interaction with workers is necessary to discover where the workers stand at the minute, what is their existing state, are they satisfied with their jobs or are they lacking in their motivational levels. Talking with them will explain to the organization the methods the employees can be encouraged or which tools are most suitable. Remaining in continuous touch with the aspirations and needs of workers remains in itself a motivating element. For effective communication and for this reason higher degrees of motivation, it is important that organizations acknowledge both spoken and non-verbal means of communication from employees. Management needs to be fair and truthful with employees without being biased to any individual. They ought to not utilize their power or position to take control of the whole discussion however instead have an inviting feel to themselves makings them quickly approachable. These members ought to be excellent listeners together with excellent orators and speakers. They have to have the ability to interact well with workers at all positions and levels according to the situation and the individual in front. Motivation levels for the staff member will certainly rise if communication is well developed.

Organizational interaction is seen to be the heart of organizational efficiency. Interaction is the vital to which the other two elements of motivation and commitment can be achieved successfully. Staff members needs to be provided the guarantee that there are people who want to listen o them, assist them which they are truly being valued. CMPQ (Commitment, Motivation & & Performance Questionnaire) is recognition of the significance of motivation and commitment to improving organizational efficiency and is a fantastic tool to determine how employees see their relationship with their superiors and the degree to which their needs and goals are being satisfied. As seen earlier, dedication has a great impact on motivation. Both commitment and motivation can affect one another. It is how the organization forms its right tools and determines the lacking points in staff members which have to be dealt with. If the certain elements between employer/employee relationships are resolved, employee engagement, motivation and dedication will certainly all be affected favorably which in turn will lead to the total improvement in organizational efficiency.

Ede.S. A. (2000) Educational administration and management, Jos, Nigeria: Ichedum Publication Nigeria, Ibadan, Nigeria, Spectrum Books Ltd

Edem D.A. (1987), Introduction to Educational Administration in Nigeria. Ibadan, Spectra Books restricted.

National Society for the Study of Education. (1964), Behavioral Science and Educational Administration, The Sixty-third yearbook, part 2 (University of Chicago Press, Chicago.

Okonkwo S.N. (1992), An analysis of picked factors in Relation to Academic Staff Utilization: A case study of Anambra state colleges of education. An unpublished Ph.D Thesis, University of Benin, Benin City.

Okonkwo S.N.(1997), Job satisfaction and the Work Behaviour of Nigerian Teachers, Akwa Meks Publishers.

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