Processes to Modify and Integrate Organisational Behaviour
Processes to Modify and Integrate Organisational Behaviour
There are four major processes which can modify and integrate organisational behaviour, i.e., attitudes and behaviours of individuals and groups in an organisation:
- Managerial Style.
- Positive Behaviour Reinforcement.
- Job Enrichment, and
- Organisational Development.
Process # 1. Managerial Style:
Under Theory X and Theory Y as pointed out by McGregor, we have almost diametrically opposite assumptions about organisational behaviour. Managerial leadership style indicates the overall pattern of manager’s behaviour while trying to fulfil managerial responsibilities. It also suggests the manner in which the superior-subordinate relationship is carried out. Leadership style influences productivity and employee satisfaction.
It may give special emphasis either on production or on employee satisfaction. Occasionally, managerial style may give equal emphasis to both and try to achieve high production as well as high employee satisfaction. Production-centred approach increases productivity at the expense of the human organisation.
Process # 2. Positive Behaviour Reinforcement:
Management rewards constructive behaviour and tries to eliminate undesirable employee behaviour and activities. Rewards reinforce positive behaviour because people tend to repeat pleasurable (rewarding) actions. Performance feedback itself can be a reward because it satisfies a human need of knowing how one is doing and where one stands.
Employee behaviour which leads to failure will be corrected. Successful behaviours are rewarded. Thus organisational behaviour can be modified by a planned programme of positive behaviour reinforcement through reward systems.
Process # 3. Job Enrichment:
A better job can often create better attitudes and greater willingness to cooperate and perform duties with enthusiasm and zeal. A better job can also offer greater employee satisfaction and provide ample opportunity for growth.
A job must be challenging and meaningful, job enlargement and enrichment can create most favourable employee behaviour and action which can also integrate the objectives of individuals and the organisation. Job enrichment provides duties which are meaningful, enjoyable and satisfying.
Process # 4. Organisational Development:
A fourth method for modifying and integrating organisational behaviour is organisational development. In its complete sense organisational development (OD) allows for the humanisation of the formal organisation by minimising the obstacles to organisational effectiveness, setting members work on the problems identified, and giving feedback on the development of skills found necessary or important- all under the guidance of a trained behavioural scientist.
The emphasis is on interpersonal skills, conflict resolution and the creating of mutual trust and openness. OD develops a cooperative interpersonal climate and the development of a community of purpose or common interest.
Open communication and concentration on overall goals are the two main OD purposes. OD provides the ways and means by which members in an organisation may work together with trust and openness and without unhealthy competition and conflict.
Important links
- Organisational Behaviour- Meaning, Definition, Nature, Scope, Importance
- Important Characteristics of Organisational Behaviour
- Organisation Behaviour and Industrial & Organizational Psychology
- Emergence and Ethical Perspective on Organisational Behaviour
- Challenges Faced by Organizational Behaviour
- Organisational Behaviour- Levels, Models & Objectives
- Roles of Organisational Behaviour
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