Organization Behavior Organization Behavior In the present world, more and more organizations are emerging. Some become more significant than others, some collapse in their early stages, while others proceed to become the giants in their fields. This is mostly due to the organizational behavior of these companies. This is as a result of leadership in such organizations. The relationship of leaders and workers is essential for effective organizational behavior. There should be free flow of information to enhance transparency (Stephen, 2007, p. 37). Health care organizations are an excellent example to learn the impact of organizational behaviors.
Public health care facilities offer poorer services compared to private health care facilities. This is because the private health care facilities have an effective management system, unlike others. The employees also tend to be patriotic to their employers in the private sector, due to the immediate consequences. There is frequent supervision in offering services, and recruitment is always by merit. The employees feel obliged to talk to their employers as opposed to the public sector, where the government only listens after strikes and demonstrations.
Needless to state; the public also feels comfortable while dealing with qualified, organized staff. Several models attempt to clarify where, and how diverse organizational behaviors impact upon organizations. One such person is Fred Fiedler, who came up with a model named after him, "the Fiedler contingency model". This model seeks to clarify the different leadership traits, behaviors, and how they attempt to integrate them into their governing systems (John, 2008, phil. 45). Fiedler’s research prompted other people to research further on it; they came up with this ideology that, the best leadership style is where Fiedler claims that, “situational contingency determines the leader’s effectiveness”.
Situational contingency is in situational control and the leadership style. There is the use of scale (least preferred co-worker)in determination of leadership styles, which impacts the recruitment process. It is where the manager rates all employees’ on a scale of 1:8. It summarizes that; those who give high value even at their worst work experiences are relationship motivated, hence making ethical leaders (John, 2008, phil. 45). According to Fiedler’s model, the leader’s situational control affects the relationship between leaders and the subordinate staffs.
The private medical sector tends to apply both concepts in their model of leadership, to win employees trust. Their ability to run medical facilities as a team increases the efficiency of the services offered. A scriptural example is in the book of Samuel. Saul lost his trust from the countrymen when he forfeited his duties, and did a prophet’s duties. His inability to make the right decisions in a time of need made him lose his throne as king. This is what Fiedler’s model attempts to simplify, and offer guidance to upcoming leaders (1 Samuel, chapters 9-3). The mental model also provides guidance to leaders.
This is an interpretation of one’s ideas in the physical world. This model states that the leader should be able to perceive his actions and their consequences. This fact is also clearly practiced in private healthcare, where the owner is the sole decision maker. The organizational behavior of any company or organization should focus on giving the best service. A principled leader should have these leadership qualities, to keep their organization running efficiently. References Stephen, P.
(2007). Organizational Behavior 9th edition, Prentice Hall; New York. 1 Samuel, chapters 9-3. John, R. (2006). Management. Mc Quire publishers. New York.