Analysis of Human Behaviour Within a Work Environment - Free Sample

Question: Discuss about the Analysis of Human Behaviour Within a Work Environment. Answer: The term organisational behaviour can be defined as the study of the individual as well as group performance and activities happen within an organisation. The analysis of human behaviour within a work environment and the impacts of their behaviour on the organisation can reflect some important aspects (Bauer and Erdogan, 2009). The aspects are the performance of the whole organisation, job structure, motivation, communication, leadership, growth, achievement, etc. As per Keith Daviss viewpoint, the study, analysis and application of facts about the way individuals act and perform within an organisation are known as organisational behaviour. Practising proper and desired corporate behaviour requires the accurate understanding of the theories on organisational behaviour (Hacon, 2010). The employees are mainly responsible for the maintenance of the healthy corporate working environment. In this regard, a significant fact must be mentioned that the personalities, personal characteristics and behaviour of individual employees have a huge effect on the development of the concerned organisation as a whole (Ivancevich, Konopaske and Matteson, 2011). In the article namely Behavioural Organisational Theories written by Wayne Smith, the author revealed the presence of soft and hard dimensions of organizational behaviour and performance. According to Smith, affectivity, efficiency and quality of the workforce reflect the value, class and quality of organisational outputs (Smith, 2017). The presence of a healthy working environment with an organisation must require some essential aspects. The aspects are marginal control, accountability, ethics, group as well as individual performance, application of appropriate leadership approach, human resource management, right and timely decision making, etc (Bono et al., 2007). Organisational behavioural theories are applied broadly to the attitude and behaviour of people working in any organization such as governmental, educational, service related, business, profit motive and non-profit organisations. The theories of organisational behaviour are applied to each and every individual working in any organization. The behavioural theories cover the whole area of information and knowledge about direction, control, leadership approach, motivation, interpersonal communication, selection and recruitment of personnel and learning (Hudson and Roberts, 2014). The area also includes group and organisational structure, development of attitude and perception, conflict management, grievance handling, the capability to accept changes, work stress, discipline and job profile design. The key elements of organisational behaviour are divided into two basic parts i.e. internal elements and external elements. The internal components include people, technology, internal working environment and structure (Tsai and Wu, 2010). All the external parties, activities, environment is considered as the external elements. Organisational structure implies the official relationships among the organisation people. According to Benjamin Schneider, for making the place, the primary responsibilities must be taken by the people who belong to that particular place. The study of organisational behaviour also includes some several outcomes such as corporate commitment along with job satisfaction, work attitude, job performance, counterproductive working behaviours and customer service. As per Talya Baurers findings of this premises, the author mentioned the three focused levels of the organisational behaviours. The levels are the individual level, the group level and the corporate level as a whole (Bauer and Erdogan, 2009). Therefore it is clear that understanding of a specific employees behaviour will come in the area of the individual level. On the other hand, analysis of a particular groups working attitude and behaviour is included in the area of group level. The broader level i.e. organisational level includes the understanding of a specific organisations behaviour and approach, structure and pattern of its activities. In an organisation presence of problematic situation is a usual thing irrespective of the stage where the organisation belongs i.e. underdeveloped, developing and developed. Proactive management approaches have the ability to improve and develop each and every aspect of business, from employee relations to marketing (Kreitler, 2017). In this context, the fact can be mentioned that proactive management of risks involves the proper and timely analysis of a situation. The analysis includes identification of the significant challenges and risks can be made in a more appropriate way. Proactive risk management also ensures the minimization of potential damage and loss. The organisational difficulties also cover the sensitive area of cultural, ethical and social concerns (Bono et al., 2007). The concerns must be sorted out within minimum period by taking required steps. If the steps can be taken as soon as possible within the specified period with most required approaches, this will bring o rganisational success for sure. Personality means the pattern of emotion, thought and behaviour of an individual people along with the psychological approach to the patterns. It is an outline of relatively stable traits and the unique characteristics which provide both individual and consistency to a persons behaviour. When a person prepares himself or herself for any employment, the individual must present some important aspects of personality and qualities (Girtz, 2012). Pleasing personality can be developed through sound health, good appearance, good habits, good tastes, good voice, etc. Self-confidence is mainly boosted through charming and pleasing personality. Pleasing personality plays a vital role in an employees career irrespective of the type of the job for which he or she is appointed. A person having likeable character is also co-operative, well mannered and courteous. While involving in any job in an organisation, a person must have to work in a team or group for accomplishing assigned tasks to the par ticular group (Fajkowska, 2017). For this reason also people need to present themselves in a positive manner towards the group members. The persons, having negative vibes in their personality, cannot be a part of the organisational growth. Moreover, these types of individuals cannot develop personal traits as well. In human resource management, the term recruitment implies a procedure which determines the type and number of human capital needed to be evaluated, identified and found for the purpose of attracting them to the organisational vacancies. The process starts with the determination of the need for human capital of the organisation. Then selection and placement take place for the completion of the procedure (Austin, 2015). Immediately, after the recruitment and selection, the process has to be started. As mentioned in the definition given by Dale Yoder, the selection process is a stage of stuffing staffing process that divides the candidate into two preliminary classes. One class is the group of persons who will be given employment (Hacon, 2010). Alternatively, the other group includes those persons who will be not given employment. Through this whole procedure, the aspect can be ensured that right men will be selected to the right post. The selection will also ensure the aspect that bot h the designation and the employee or the managers can get the appropriate match. Many organisations utilise personality analysis and test in the selection process of the employees. The test is usually taken for identifying personnel with expected knowledge, skills and attitude of the employees and the managers. With the help of those personality traits, the selected personnel, as well as the organization, will become successful in the in every aspect of the organisation (Fajkowska, 2017). Mismatch of an employees personalities with the designation in which he or she is appointed will lead the organisation towards the path of failure and loss. The big five model of measuring personality consists of five basic proportions that cover almost each and every possible different variation of human personality. The traits involve emotional stability or neuroticism, extraversion, agreeableness, conscientiousness and openness to experience (Ivancevich and Konopaske, 2013). Big Five personality test was first developed for the business community of the Hogan Personality Inve ntory. The central focus of the development of the test was on usual personalities rather than unusual personalities. In an organisation the manager is the person who directs, controls, decides and manages the all the functions assigned to him and also of his subordinates (Girtz, 2012). Consequently, the designation of a manager must be given to the most deserving candidate who possesses the positive and expected personality traits within personal behaviour and activities. After discussing all the aspects, some recommendations can be made on this particular field. Organisational behaviour is entirely related to the characteristics of the employee who work for the organisation (Hui-Hua and Schutte, 2015). Besides, personalities of the employees are also significantly related to the features of the employees. Therefore, recruiting and selecting personnel who possess expected personality traits in them can bring job satisfaction to the employee and achievement of the ultimate goal to the organisation (Fatimah and Ferris, 2014). Precisely, accurate matching of the employees with the job position should be defined as an essential element of organisational development and upbringing. A healthy working environment with the right employees has the power to prepare itself that it can reach the peak of the success. Conclusively, the truth or reality of organisational working environment has been enclosed with the above-discussed theories, facts and findings. Proper and timely application of theories of organisational behaviour ensures accurate decision making, structural accuracy, and the efficient and effective productivity of the whole organisation. By applying proactive marginal interventions the present and potential organisational problems can be solved in quick and corrective manner. Human capital is one of the most important aspects of organisation success. Selecting and appointing right persons for the right responsibility can enhance the worth of the capital to the highest possible level. References Austin, E. (2015). Emotional intelligence and emotional information processing.Personality and Individual Differences, 39(2), pp.403-414. Bauer, T. and Erdogan, B. (2009).Organizational Behavior. 1st ed. Irvington: Flat World Knowledge, L.L.C. Bono, J., Foldes, H., Vinson, G. and Muros, J. (2007). Workplace Emotions: The Role of Supervision and Leadership.Journal of Applied Psychology, 92(5), pp.1357-1367. Fajkowska, M. (2017). Personality Traits: Hierarchically Organized Systems.Journal of Personality. Fatimah, S. and Ferris, L. (2014). What Makes Employees Proactive? 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