CHALLENGES FOR ORGANIZATION BEHAVIOR

Ø  C.S.E MAIN COMMERCE AND ACCOUNTANCY

CHALLENGES FOR ORGANIZATION BEHAVIOR

Ø  ORGANIZATION BEHAVIOR

Ø  CHALLENGES FOR ORGANIZATION BEHAVIOR

• THE FIELD OF ORGANIZATION BEHAVIOR IS DYNAMIC AND NOT STATIC.ORGANIZATION BEHAVIOR IS A FIELD OF STUDY THAT INVESTIGATES THE IMPACT THAT INDIVIDUALS,GROUPS AND STRUCTURE HAVE ON BEHAVIOR WITH IN ORGANIZATION FOR THE PURPOSE OF APPLYING SUCH KNOWLEDGE TOWARDS IMPROVING AN ORGANIZATION’S EFFECTIVENESS.
• UNDERSTANDING ORGANIZATION BEHAVIOR IS IMPORTANT FOR MANAGER.MANAGERS HAVE TO UPDATE AND SHARPEN THEIR BEHAVIORAL SKILL TO HANDLE THE EMERGING CHANGES IN THE EXTERNAL ENVIRONMENT OF THE ORGANIZATION.

Ø  PROMINENT CHANGES

1. CHANGES IN TECHNOLOGY ENVIRONMENT CAUSING OBSOLESCENCE OF PRESENT TECHNIQUES AND SKILLS
2. CHANGES IN ECONOMIC ENVIRONMENT LEADING TO BREAKING OF BARRIERS IN TRANSFER OF GOODS, TECHNOLOGY AND CAPITAL BETWEEN DIFFERENT COUNTRIES.
3. GROWTH OF INFORMATION TECHNOLOGY CONVERTING THE WORLD ECONOMY INTO A GLOBAL VILLAGE
4. CHANGES IN THE INTERNAL ENVIRONMENT FACILITATING THE WAY FOR EMERGENCE AND SUCCESS OF GLOBAL CORPORATIONS.
5. INCREASING DIVERSITY

Ø  NEED

• TO DEAL WITH THE CHANGES THE ORGANIZATION REQUIRE:-

1. HUMAN RESOURCE BASED COMPETITIVE ADVANTAGE
2. CREATING UNIQUE VALUES TO THE CUSTOMERS

• CHALLENGES

1. CHALLENGES AND OPPORTUNITIES
2. GLOBALIZATION OF BUSINESS
3. WORKFORCE DIVERSITY
4. SATISFACTION AND ASPIRATION OF PEOPLE
5. COPING WITH TEMPORARINESS
6. MANAGEMENT OF CHANGE
7. IMPROVING PEOPLE SKILL
8. EMPOWERING PEOPLE
9. IMPROVING PRODUCTIVITY AND QUALITY
10. CHANGING DEMOGRAPHICS OF WORKFORCE
11. EMERGENCE OF E ORGANIZATION AND E COMMERCE
12. IMPROVING CUSTOMER SERVICE
13. HELPING EMPLOYEE BALANCING WORK  LIFE CONFLICTS
14. FLATTENING WORLD

Ø  CHALLENGES

v  GLOBALIZATION OF BUSINESS:-ECONOMY IS BECOMING INCREASINGLY GLOBAL IN CHARACTER. BARRIERS TO TRADE BETWEEN DIFFERENT COUNTRIES HAVE BEEN REDUCED TO GREAT EXTENT. MANAGING GLOBAL ECONOMY POSES MANY CHALLENGES AND OPPORTUNITIES. TODAY’S BUSINESS IS MOSTLY MARKET DRIVEN WHEREVER THE DEMAND EXIST IRRESPECTIVE OF DISTANCE,LOCATION,CLIMATIC CONDITIONS AND BUSINESS.MANAGERS HAVE TO MANAGE INTERNATIONAL PERSONNEL WITH DIFFERENT CULTURAL BACKGROUND,WORK ETHICS AND VALUES.

v  WORK FORCE DIVERSITY

•    WORK FORCE DIVERSITY HAS SIGNIFICANT IMPLICATIONS FOR THE MANAGEMENT. EARLIER THE MANAGEMENT FOLLOWED MELTING POT APPROACH TO DIFFERENCE IN WORK FORCE. IT WAS ASSUMED THAT PEOPLE WHO WERE DIFFERENT WOULD SOME HOW ASSIMILATE WITH THE MAJORITY GROUP BUT EMPLOYEES DO NOT SET ASIDE THEIR VALUES, BELIEFS, AND LIFE STYLE PREFERENCE ETC WHEN THEY COME TO WORK. MANAGEMENT HAS TO ADOPT POLICIES WHICH WILL MANAGE WORK FORCE DIVERSITY, IMPROVE PRODUCTIVITY, REDUCE LABOUR TURNOVER AND AVOIDING ANY SORT OF DISCRIMINATION.

v  SATISFACTION OF ASPIRATION OF WORKFORCE

•    SATISFACTION OF ASPIRATION OF WORKFORCE:-THERE HAS BEEN A RISE IN THE PROPORTION OF EMPLOYEES IN TODAY’S INDUSTRIES WHO BELONG TO THE YOUNGER GENERATIONS WHOSE ASPIRATIONS ARE DIFFERENT FROM THOSE OF EARLIER’S GENERATION. TODAY’S WORKERS ARE MORE CAREER ORIENTED AND CLEAR ABOUT THE LIFE STYLE THEY WANT TO LEAD. TRADITIONALLY ALLUREMENT SUCH AS ATTRACTIVE SALARY, PERQUISITES, AND JOB SECURITY ETC MAY NOT SUCCEED IN MOTIVATING THE AMBITIOUS EMPLOYEES. THEY WOULD BE MOTIVATED BY BETTER CAREER PROSPECTS, GROWTH OPPORTUNITIES AND AUTONOMY.

v  EMPOWERMENT OF EMPLOYEES:-TODAY’S GENERATION DO NOT LIKE CLOSE SUPERVISION AND DIRECTIVE LEADERSHIP AS THEY ARE RESPONSIBLE AND INTERNALLY MOTIVATED. EMPOWERMENT INVOLVE EFFORTS TO TAKE FULL ADVANTAGES OF THE ORGANIZATION’S HUMAN RESOURCS BY GIVING EVERY ONE MORE INFORMATION AND CONTROL. DYNAMIC MANAGERS UNDERSTAND THE ROLE OF EMPOWERMENT AT LOWER LEVELS IN DEALING WITH UNCERTAIN ENVIORNMENT.

v  MANAGEMENT OF CHANGE:-CHALLENGES BEFORE MANAGERS IS TO PREPARE ORGANIZATIONAL MEMBERS FOR CHANGE. THEY MUST PLAY THE ROLE OF CHANGE AGENTS TO IMPORVE ORGANIZATIONAL EFFECTIVENESS.

v  IMPROVEMENT OF PRODUCTIVITY AND QUALITY

•    IN THE ERA OF GLOBAL COMPETITION, IMPROVEMENT OF PRODUCTIVITY AND QUALITY IS ESSENTIAL TO SATISFY CUSTOMERS. PRODUCTIVITY AND QUALITY COULD BE IMPROVED BY BETTER TECHNOLOGY AND TRAINED HUMAN RESOURCE. TOTAL QUALITY MANAGEMENT IS A PHILOSOPHY WHICH BELIEVES IN A COMPANY WIDE RESPONSIBILITY TOWARDS QUALITY. FOR ACHIEVING THE TOTAL QUALITY THREE THINGS NECESSARY:-

1.       MEETING CUTOMER’S REQUIRMENTS

2.       CONTINUOUS IMPROVEMENT THROUGH MANAGEMENT PROCESS

3.       INVOLVEMENT OF ALL EMPLOYEES IN QUALITY IMPROVEMENT

v  EMERGENCE OF E ORGANIZATION AND E COMMERCE

•    EMERGENCE OF E ORGANIZATION AND E COMMERCE:-IT REFERS TO THE BUSINESS OPERATIONS INVOLVING THE MODE OF TRANSACTION. IT MEANS PRESENTING PRODUCTS ON WEBSITES AND FILLING THE ORDER.IN THIS PROCESS, THE MARKETING AND SELLING OF GOODS AND SERVICES ARE BEING CARRIED OUT OVER THE INTERNET.IT IS DRAMATIC CHANGE IN THE WAY COMPANY RELATES TO THE CUSTOMERS.

v  COPING WITH THE TEMPORARINESS:-IN RECENT TIMES, THE PRODUCT LIFE CYCLES ARE SLIMMING, THE METHODS OF OPERATIONS ARE IMPROVING. MANAGERS HAS TO INTRODUCE THE CHANGES AND UNDERSTAND THE CONCEPT OF CONTINUOUS IMPROVEMENT IMPLIES CONSTANT CHANGE.

v  IMPROVING CUSTOMER SERVICE:-ORGANIZATION BEHAVIOR CAN CONTRIBUTE TO IMPROVE ORGANIZATIONAL PERFORMANCE BY UNDERSTANDING HOW EMPLOYEE’S ATTITUDE AND BEHAVIOR IS ASSOCIATED WITH CUSTOMER’S SATISFACTION. TO IMPROVE THE CUSTOMER SERVICE NEED TO PROVIDE SALES SERVICE AND ALSO AFTER SALE SERVICE.

v  HELPING EMPLOYEES BALANCES WORKING LIFE CONFLICTS:-EMPLOYEES WANT JOBS THAT GIVE THEM FLEXIBILITY IN THEIR WORK SCHEDULES SO THEY CAN BETTER MANAGE WORK LIFE CONFLICTS.

•    FLATTENING WORLD:-THOMAS FRIEDMAN’S BOOK THE WORLD IS FLAT: A BRIEF HISTORY OF TWENTY FIRST CENTURY MAKES THE POINT THAT THE INTERNET HAS FLATTENED THE WORLD AND CREATED AN ENVIRONMENT IN WHICH THERE IS MORE LEVEL PLAYING FIELD IN TERMS OF ACCESS OF INFORMATION. THIS ACCESS TO INFORMATION HAS LED TO AN INCREASE IN INNOVATION,AS KNOWLEDGE CAN BE SHARED INSTANTLY ACROSS TIME ZONES AND CULTURES

v  ETHICS AND SOCIAL RESPONSIBILITY

•    MANY ORGANIZATION TODAY ARE TAKING STEPS TO ENHANCE THE ETHICAL STANDARDS OF THEIR EMPLOYEES AND TO AVOID LEGAL AND PUBLIC OPINION PROBLEMS. INCREASED CONCERN FOR CARRYING OUT SOCIAL RESPONSIBILITY BY THE ORGANIZATION. CLEARLY DEFINING ETHICAL BEHAVIOR AND SOCIAL RESPONSIBILITY IS A GREAT CHALLENGE. MANAGERS HAVE TO CREATE ETHICALLY CLIMATE FOR SUBORDINATES AND ALSO HAS TO TAKE THE DECISIONS WHICH ARE SOCIALLY ACCEPTABLE,