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OB Theory Nowadays, it is practically impossible to guarantee commercial institution staying competitive, on the part of those who are responsible for designing employment policies, unless they understand how to train employees and motivate them. Long gone are the times when good salary alone served as the best incentive, when it would come to increasing employees professional effectiveness. Today, people who apply to get hired, expect to have not just their physical needs to be properly addressed by the future employer. They also look for training that will help them perform better. This is why, it is very important to understand that workers professional adequateness depends on variety of different factors. Motivation is one of the organizational behavior theories that should be applied when training employees.
Many inexperienced managers often wonder why their employees do not appear as being fully focused on training they receive, despite the fact that they were happy about it at first. What makes this issue especially hard to address is the fact that increasing employee training effectiveness is not the subject of standard rules and regulations. Managers do not have a legal right to apply pressure onto employee, only because it seems that he / she is not fully committed to the training. There is no doubt that every company strives to unify the behavior of its employees, in order to make it more predictable and manageable. However, we need to constantly keep in mind that commercial organizations main priority is making profits, while everything else comes secondary. At the same time, the main reason why people want to be hired is to be able to earn money.
This gives us a clue as to what can be considered as the most effective employee training incentive. Managers need to make it very clear to their employees that trained staff is entitles to a better salary. The practice of replacing material incentives with purely emotional ones is absolutely intolerable. For example, McDonalds workers are often required to work overtime, without being paid, because they are expected to embrace Companys corporate culture. As a result, McDonalds turnout ratio is very high, which in its turn, negatively affects Companys reputation. In order to enable commercial organization to operate in most effective mode, people in charge of designing employment policies need to adopt a proper managerial style.
There are two distinctive approaches may be applied, when it comes to managing workers organizational behavior authoritarian and democratic. Democratic managing style allows employees to make executive decisions in the field of their competence. Employers that practice it assume that workers are quite capable of managing themselves and that the quality of their performance does not need to be constantly checked. For example, Microsoft software designers are allowed to set up their own working schedule, for as long as it helps them to perform with utmost efficiency. They have flexible work hours; they are allowed to set up their own professional goals. While in the office, they are entitled to have as many coffee breaks as they want to and even not to show up in the office at all if they think that it is not necessary.
Organizational behavior concepts cannot be discussed in terms of being right or wrong. All that matters is whether they prove their usefulness or not. We cannot talk about employees as standard sets of individuals with burning desire to make money. At the same time, it would be wrong to suggest that modern employees are preoccupied with celebrating their uniqueness more than with anything else, as it is being suggested by the promoters of political correctness in work place. When it comes to managing organizational behavior, we need to remember a very good old saying: if there is something stupid, but works it is not stupid.
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Research essay sample on Organizational Behavior Employee Training
