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OBHRM Assignment 1

This document contains information about an individual named Vikramjeet in a Jan-17 batch studying Organizational Behavior and Human Resource Management in a mixed mode. It defines organizational behavior and explains why it is important to study, noting factors like globalization, managing diversity, improving quality and productivity, improving customer service, and promoting innovation and change. It also outlines challenges faced by HR professionals like leadership development, change management, maintaining corporate culture, talent development, employee turnover, and adapting to legal changes.

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Sunil S Shetty
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661 views4 pages

OBHRM Assignment 1

This document contains information about an individual named Vikramjeet in a Jan-17 batch studying Organizational Behavior and Human Resource Management in a mixed mode. It defines organizational behavior and explains why it is important to study, noting factors like globalization, managing diversity, improving quality and productivity, improving customer service, and promoting innovation and change. It also outlines challenges faced by HR professionals like leadership development, change management, maintaining corporate culture, talent development, employee turnover, and adapting to legal changes.

Uploaded by

Sunil S Shetty
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Name Vikramjeet

Batch Jan-17
Mode Mixed
Subject Organizational Behavior and Human Resource Management

 Explain what organisational behaviour is and state why it is important to study


organisational behaviour.

“Organizational behaviour is a field of study that investigates the impact that individuals,
groups and organizational structure have on behaviour within the organization, for the
purpose of applying such knowledge towards improving an organizational effectiveness”.

The above definition has three main elements;

First, Organizational Behaviour is an investigative study of individuals and groups. Second,


the impact of organizational structure on human behaviour and the third, the application of
knowledge to achieve organizational effectiveness.

These factors are interactive in nature and the impact of such behaviour is applied to
various systems so that the goals are achieved. The nature of study of organizational
behaviour is investigative to establish cause and effect relationship.

OB involves integration of studies undertaken relating to behavioural sciences like


psychology, sociology, anthropology, economics, social psychology and political science.
Therefore, organizational behaviour is a comprehensive field of study in which individual,
group and organizational structure is studied in relation to organizational growth and
organizational culture, in an environment where impact of modern technology is great. The
aim of the study is to ensure that the human behaviour contributes towards growth of the
organization and greater efficiency is achieved.

Why it is important to study Organisational Behaviour:

Organisational behaviour provides solution as well as insight towards solution to many


challenges which are faced by the organisations. Some of the important roles performed by
organisational behaviour in management of business are as follows:-

1. Globalisation - Due to globalisation, organisations are no longer confined to one


particular country. The Manager’s job is changing with the expansion of the organisations
across the national borders. Example, Volkswagen builds its cars in Mexico, Mercedes and
BMW in South Africa. Due to globalisation, the management has to deal with the problems
of unfamiliar languages, laws, work ethics, management styles etc. The functions of hiring,
training, etc. must acquire a global perspective. Organisational Behaviour helps the
management to become flexible, proactive and enables it to execute the organisation on a
global scale.
2. Managing work Force Diversity - Organisations are a heterogeneous mix of people in
terms of age, gender, race etc. Managing the workforce diversity has become a global
concern. Managers have to deal with individuals and groups belonging to different ethnic
Cultures. They have to exercise control and channelize behaviour in the desired direction.
Organisational behaviour helps the managers to effectively deal with work force diversity by
promoting its awareness, increasing diversity skills, encouraging culture and gender
diversity.

3. Improving Quality and Productivity - Industries are facing the problem of excess supply.
This has increased competition to a large extent. Almost every Manager is confronting the
same problem of improving the productivity, quality of the goods and services their
organisation is providing. Programmes such as business process reengineering and total
Quality Management are being implemented to achieve these ends. Organisational
Behaviour helps the Managers to empower their employees, as they are the major forces
for implementing this change.

4. Improving customer service -Most of the employees work in service sector. The jobs in
the service sector, is very demanding. It requires continuous interaction with the
organisations clients i.e. the customers. Management has to ensure that the employees do
everything to satisfy the customers of the organisation. The attitude and behaviour of an
employee affects the customer satisfaction. Organisational Behaviour helps the managers to
improve customer service and organisational performance.

5. Improving people skills - Organisational Behaviour helps in better management of


business as it helps in improving the skills of the people. It provides insight into the skills
that the employees can use on the job such as designing jobs and creating effective teams.

6. Innovation and Change - Organisational Behaviour helps in stimulating innovation and


change. Employees can either be a hurdle or an instrument of change. It is organisational
behaviour which fosters ideas and techniques to promote innovation and change by
improving employees’ creativity.

7. Work life balance - Organisations that do not help employees to achieve work life
balance will not be able to retain their most talented employees. Organisational behaviour
helps i designing flexible jobs which can help employees deal with work life balance issues.

8. Promoting ethical Behaviour - Sometimes the organisations are in a situation of ethical


dilemma where they have to define right and wrong. It is Organisational Behaviour which
helps an important role by helping the management to create such a work environment
which is ethically healthy and increases work productivity, job satisfaction and
organisational citizenship behaviour.
9. Creating a positive Work Environment - Organisational behaviour helps in creating a
positive work environment in today’s where competitive pressures are stronger than
before. OB helps to develop resilience, human strength, and it fosters vitality.

Thus, Organisational Behaviour plays an important role in the management of business. It is


that field of study which finds out the impact that individuals, groups and structure have on
behaviour within an organisation and it applies that knowledge to make organisations work
more effectively.

 Challenges faced by HR professional in the fast changing business world.

The HR managers of today may find it difficult because of the rapidly changing business
environment and therefore they should update their knowledge and skills by looking at the
organisation’s need and objectives. The HRM challenges are

Leadership development and succession planning: HR professionals are expected to provide


essential frameworks, processes, tools, and point of view for the selection and development
of future leaders.

HR as change agent: HR must play a proactive role in the shaping workforce attitude and
focus in alignment with the company’s business objectives.HR should be able to plan and
lead large scale change programmes which improve performance.

Creating a consistent corporate culture: Human resources plays an active role in the
development of an organizational culture. Increased diversity contributes to the challenge
of building a cohesive culture. While people from different backgrounds bring fresh ideas
and perspectives, differences also contribute to the prevalence of conflict. Cultural variance
in values and rituals affects the abilities of employees to find commonality, which is
important to communication. Cross-cultural teams and diversity management are tools used
by HR to positively impact a diverse workplace.

Innovation & Talent Development: Developing innovation through training and


development, studies have showed that companies which have shown maximum innovation
are those which invested in maximum in training and development.

Employee Turnover: HRM is becoming complex field with time as earlier the employee was
only concerned with his/her economic survival but now employees seek a more balanced
work and family life. Career prospects and pay is increasingly becoming more important as
we don't really see an employee sticking to one company for his life like the earlier days.
Hence, it becomes imperative for a HR manager to consider several factors for management
and understand the reasons for employee turnover. A manager needs to be aware of the
reasons why an employee leaves a company and whether it could have been prevented.
This study is increasingly becoming popular in research papers as the organizations are now
realizing cost implications and the soft issues attached to employee turnover. A high
turnover is expensive as the recruitment process has high cost involved with it. There are
indirect costs as well involved with turnover like decrease in productivity and missed
opportunities per se.

Legal Environment: To meet the changes in legal environments, adjustments have to be


made to maximum utilization of human resources.

There are still so many challenges faced by HR professionals. In spite of all the problems HR
managers are able to overcome all these problems with the support of management and
employees.

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