Contemporary organizational behaviour

Large international organisation bureaucratic structure: Precision, speed, unambiguity, … strict subordination, reduction of friction and of material and personal costs- these are raised to the optimum point in the strictly bureaucratic administration. They are better suited for more complex or larger scale organizations, usually adopting a tall structure. The tension between bureaucratic structures and non-bureaucratic is echoed in Burns and Stalker's [10] distinction between mechanistic and organic structures.

Contemporary organizational behaviour

Contemporary organizational behaviour

Apart from finance, which serves as the lifeblood of the organizational support functions, the HRM function more than any other support function, has the task of ensuring that the organizational policies and procedures are implemented and any grievances of the employees are taken care of.

For instance, it is common for the HRM function in many organizations to combine hiring, training, providing assistance during appraisals, mentoring employees, and deciding on pay structures and grades.

Elsbach, Kayes & Kayes, Contemporary Organizational Behavior: From Ideas to Action | Pearson

Considering the fact that the ascent of the services sector IT, Financial Services, BPO has meant that people are the key assets for organizations, the importance of the HRM function has grown by leaps and bounds thanks to the preponderance of the services sector.

This has given impetus to many aspiring HR professionals to try and make a career for themselves in the HR field thanks to the burgeoning demand for HR professionals.

Change in Conception from Reactive to Proactive Many people think of the HR manager as someone who attends to complaints from employees, appears at the time of appraisals, and generally is useful only when there is a genuine need for him or her.

This is the classic old world thinking wherein HR managers were confined to these activities alone. The reason for such conceptions is that most of us are used to our parents and other older generation people referring to HR managers as labor officers whose sole function is to take care of payroll and disputes.

However, times have changed and in the recent decades, the HR function has emerged as a key function in itself wherein the HR professionals are proactive and preemptive in nature.

What this means is that HR managers anticipate the crises and preempt them from happening instead of waiting for the crisis to appear and then resolve it. Further, unlike in earlier generations where there were chances of strikes and lockouts of the organizations in the manufacturing sector, the services sector does not have any place for these and hence, the role of the HR professionals have evolved to a point where they have moved from reactive mode to proactive mode.

Elsbach, Kayes & Kayes, Contemporary Organizational Behavior: From Ideas to Action | Pearson

This means that in many multinationals, the HR professionals regularly have what are known as one-on-ones or individual meetings with the staff to try and understand their grievances, seek feedback, and overall focus on how to prevent any kind of crisis from happening.

The HR Professionals and Demand for HR courses Indeed, apart from hiring, training, and payroll, which still have lot of importance to the HRM, function, the addition of the activities mentioned above has lent a touch of glamour to the otherwise staid and dull profession.

Moreover, even in other management institutes, there is an increase in the number of graduates who are choosing HR as their specialization. All these trends point to the conclusion that the HR profession is now well sought after and something that is not relegated to the sidelines.

HR Professionals Have Fun as Well The changing role of the HRM function is especially visible in the IT and BPO sector where they are also engaged in organizing offsite events, which are held in a resort or in a hotel and which provide the employees with a chance to brainstorm about issues in a relaxed and slow manner outside of the confines of the office.

This trend has made the HRM function very busy because a lot of planning goes into organizing these events and indeed, in multinationals like Fidelity, this is now handled by dedicated HR staff apart from the regular staff.Organizational Behavior is the study of how individuals, groups, and large entities (like businesses) are impacted through organizational constraints and influences such as policies, rules, pay structures, hierarchies, hiring and recruiting practices, cultural norms, attrition, generational differences, group dynamics, personalities, and so much more.

Interscience Management Review (IMR) ISSN: Volume-2, Issue-2, 81 Effective Organizational Communication: a Key to Employee Motivation and Performance. (Imprinting is the process by which young animals develop a lasting association with a particular feature in the environment.) If a pup is reared by a foster mother with her own pups, the pup imprints onto the odour of the foster family.

Organizational behavior (OB) is "the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself." (p.4) [1] OB can be divided into three levels: the study of (a) individuals in organizations (micro-level), (b) work groups (meso-level), and (c) how organizations behave (macro-level).

The leadership continuum was originally written in by Tannenbaum and Schmidt and was later updated in the year Their work suggests a continuum of possible leadership behavior available to a manager and along which many leadership styles may be placed.

Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions.. The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence.

Session Organizational theories