The performance result is passive cooperation. But research consistently indicates that married. Thus they have awakened drives for work. Better performance is ensured through fear, threats, punishment and occasional rewards. However, its principal weakness is its high human cost. It is related to individuals, group of people working together in teams. They also feel an obligation to uphold quality standards that will bring credit to their jobs and company.
Teams of learners with diverse backgrounds conduct field projects on complex organizational problems that require the use of skills learned in formal training sessions. The result is that employees feel needed and useful. Biographical characteristics Biographical characteristics are readily available to managers. Aesthetics: Sensory characteristics such as exterior finish. When we use our prefrontal cortex, we are looking for fight, flight, or insight. This interaction between the organisation and environment is known as ecological interaction and this is the crux of ecological approach. Hence, it is known as custodian model.
Taylor as the conventional view of management. The managers recognize that the workers are not by nature passive and disinterested to organizational needs, but they are made so by an inappropriate leadership style. The effect of an effective organizational behavior system is to produce motivation. First, the transformational leadership can be developing in any level of organizations; it means an effective leader is replicable. It's black and white, regarding who is in charge and quickly establishes consequence for insubordination or lack of performance. Although there are four separate models, almost no organization operates exclusively in one. Through leadership, management provides a climate to help employees grow and accomplish in the interests of the organization the things of which they are capable.
Due to the drawbacks of this method, a search began to find out the best way to motivate the workers so that they produce with their full capacity and capabilities. Talk about the process of decision-making and cooperation between small groups of people and how it affects the organization or company. Theory Y, on the other hand, says that employees care about their jobs, their customers and their colleagues, want to do well and succeed, and actually get satisfaction from doing good work. The significant factor is that what motivates job performance in general and in building an overall climate conducive to motivation. In case of an autocratic model, the managerial orientation is doctorial.
Managerial orientation is support 3. This model can create a fearful workforce, unsure if any mistake could lead to disciplinary action. Would you like to work at Chrysler? No two individuals are likely to behave in the same manner in a particular work situation. Supportive Model The root level of this model is leadership with a managerial orientation of support. In addition it applies the knowledge to gain about individuals, groups and effect of structure on behavior in order to make organization work more effectively. In turn, the employees feel more emotionally and psychologically part of the organization and become more responsible for their actions.
The supportive and collegial models are more consistent with contemporary employee needs and, therefore, will predictably obtain more effect results in many situations. Here labors execute their job for security and benefit, againhere if an organization do well then employee get better benefit. It includes the organizations stated or unstated philosophy, values, vision, mission, and goals; the quality of leadership, communication, and group dynamics; the nature of both the formal and informal organizations; and the influence of the social environment. As a result of their treatment, they are well maintained and contended. One of the key aspects of the supportive model has been studies conducted at the Hawthorne Plant of Electric in the 1920s and 1930s. Under collegial approach, employees feel needed and useful.
To assume that any one of the models has been the best model is wrong as no model is hundred percent perfect but have been evolving all through the years with the changes in our perception, study and social conditions that have been affecting the human behavior. Such motivation builds two way relationships. I think the transformational leadership is more practice than others. Thus this avoids the psychological distance between the managers and the employees in the organization. Power is assumed to be exercised only when these goals are at-least partially in conflict with each other. The employee need that is met is security. Forces or Elements of Organizational Behavior Organizations operate their functional activities by some elements, which affect organizations.
The studies show that though it has been the best way to make them happy employee but not productive employee, so the question still remains what should be the better way? Reading most Management textbooks would readily reveal that leadership is one of the four management function that needs to be assumed by any manager. Doing too much for the learners can be just as bad, if not worse, than not doing enough. Blurring out of differentiation between right things from wrong behaviour becomes a dent in an organization. Managers always try to make the employees feel the part of the project and the organization and give them all the support so that they can increase their efficiency and output. These items combine to create a culture in which the personal attitudes of employees and situational factors can produce motivation and goal achievement. Managers need to be able to improve results through the actions they and their employees take, and organizational behavior can aid them in their pursuit of this goal.