Human behaviour in organizationsEvery organization has structures and procedures that dictate how people should behave in the organization. The functioning of these structures is however strengthened by the employee’s support and so they must be acceptable to the members of the particular organization. However, various aspects such as the philosophy, values, vision and goals of the organization can also determine how individuals behave in the organization. This is because such aspects determine the culture of the organization which dictates the organizational environment. The culture therefore determines the type of leadership, communications and group performance within the organization.
A good culture is important for better quality of life for the employees within the organization and this motivates them. Once the employees are motivated, the outcomes are better performance since they will feel individual satisfaction and will experience personal growth and development. All these factors determine the behaviour of individuals in an organization. Where the factors are not resulting into a motivating culture, the performance of the organization is always down (Newstrom & Davis, p23). This paper looks at human behaviour in a production organization and various factors that influence it.
In the production industries, the managers are focusing on the functioning of teams as a means of improving the production in their organizations and also ensuring competitiveness of the organization in the global markets. This is because the success of any production organization depends on its team of employees. The managers are therefore increasingly looking at the behaviour of the employees so that they may have positive impact of the performance of the organization. Factors influencing individual behaviour in production organizationsSome of the factors that may influence human behaviour in the organization include power and politics, conflicts and negotiations, organizational structure and the organizational culture.
Some of these factors may result to dysfunctional behaviour in organizations where the employees violate the values and norms of the organization. Power and PoliticsBeing in power in an organization is a state where one person or one team has the capacity to influence others in an organization. Sources of power in an organization may include legitimate power, reward power, coercive power and expert power. Legitimate power is one that rests upon the position that one holds in an organization and along the chain of command.
This is power that comes with responsibilities. Reward power is one that is given by those the senior positions due to improved performance of an individual. Coercive power is gained from one’s expectations of negative reward if the wishes are not fulfilled. It is used mainly on subordinates but it is not the best practise in an organization. Expert power is gained by having knowledge in a particular area such that one is able to influence others.
Expert power is achieved where the subordinates are regarding one due to his or her ability to perform certain tasks. This power can be used to influence others effectively when it is combined with other types of power. For example in a production organization, expert power may be greatly valued since the performance is determined by the level of expertise among the employees (Doucet & Goh, p6).