Organizational Behavior Helps Companies Meet Employees Needs
Every organizational behavior system has certain goals, which besides the achievement of the organizations goals is to meet the broader agenda of work culture, better work relationships, ethics, and social needs. The goals of organizational behavior are inherently social and ethical. An effective organizational behavior system needs to take into consideration the physiological, safety-related, social, self-esteem related, and self-actualization needs of employees. Maslows need hierarchy covers these needs. So, the above respective needs when translated into behavioral system requirements, translate correspondingly into better pay, better job security, mutual contingencies, recognition, feedback, and minimum aversive control, and freedom and equality for performance opportunity.
The primary aim of any business organization is to make a profit. Even so, the organization is also responsible towards investors for return on investment and risk, customers for reasonably priced and quality products, employees for good salary and job security, vendors for prompt payment, and the government for payment of taxes and stipulatory compliance. To meet each of these responsibilities requires cash. Performance improvement planning process (PIPP) is a part of organizational behavior management that can help to meet employees concerns about better pay, better job security, mutual contingencies, recognition, feedback, and minimum aversive control, and freedom and equality for performance opportunity. Positive leadership, provision of the opportunity to perform, a facilitative job context and an increased span of control are the factors which can help to meet employees concerns in relation to recognition, feedback, and minimum aversive control, and freedom and equality for performance opportunity. Opportunity, capability, and context are the factors which affect the productivity of employees. If employees are provided inadequate work input or inadequate time to perform tasks, it will affect the opportunity provided to employees and directly affect their productivity. Poor quality inputs, insufficient inputs, or overstaffing can be the causes of inadequate work input. Similarly, extra assignments, improper schedule of work, improper work distribution, and poor employee attendance can be the causes of inadequate time. Inadequate competence, inadequate resources, and inadequate processes can affect the capability of employees. Poor recruitment and inadequate training contributes towards inadequate competence. Under staffing, inadequate supplies, and inadequate work tools can contribute towards inadequate resources. Inefficient work methods and inefficient work flow can cause inadequate processes. Inadequate prompts, inadequate feedback, and failure to reinforce can affect the context of employees work. Inadequate job instructions and inadequate job aids contribute towards inadequate prompts to employees. Delayed feedback, non-actionable feedback, impersonal feedback, and non-frequent feedback are the various components of inadequate feedback to employees. Negative reinforcements, insufficient reinforcements, delayed reinforcements, and uncertain reinforcements are the components of inadequate reinforcements, and these factors can affect the productivity of employees. Therefore, organizational behavior management ensures that all work processes are optimized to remove, control, and manage all such inadequacies so that the morale of employees is not adversely affected. So, the goal of organizations is not only about earning money, but also to see that employees physiological, safety, love, esteem and self-actualization needs are properly met and addressing and meeting these needs of employees forms the goals of organizational behavior. In this organizational behavior management plays a significant role. |