Management Behavior Many Studies Essay

Pages: 4 (1287 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
Many individuals think that workers come up with their style of performing tasks and discover ways of shortening the time taken on a given process as they become more comfortable with them (Yeatts, & Hyten, 2010, p.72).

In the mid-twenties, behavioral approaches are inclusive of social and psychological interaction was made use of to promote work satisfaction and promote productivity. From the studies of Hawthorne on anything apart from the physical conditions of working, in-group influences may have an impact on the behavior of an individual and the job performance. It also has it that the attitude of an employee was directly translated in the level of production for the subject individual. After the release of this information, Mary Parker was the first researcher to discover that an organization could be observed from an employee's perspective or group's perspective. She noted that organizations should put more focus on the autonomy and participation of employees, and the managers had the responsibility of coordinating group efforts. It is very noticeable for one to observe large companies in terms of group meetings asking for the input of employees and participation incentives. This is a significant factor of interpersonal relations because many employees do not view the company as an avenue of synchronizing their paycheck and their job. Nevertheless, by stressing that the productivity of everyone constitutes to the final success of the organization, which later on it amounts more revenue (Talluri, & Van, 2009, p.44).Get full Download Microsoft Word File access
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Essay on Management Behavior Many Studies Have Assignment

Although the push was currently for communication in an organization, Likert Rensis categorized communication into three branches like participative group systems, consultative, and benevolent-authoritative. The last of the three comprised of the responsibilities of the highest motivation and level of threat. The second system (the consultative system) is all about not entrusting the subordinates, workers with higher level have the feeling of being responsible and motivated with minor involvement. The system of participation proves to be the most successful with no doubt, confidence existing between the subordinates and superiors, each of them have the feeling of being responsible for contributing to complete the goals and the rewards are on the basis of what everyone chooses as a goal. With this system, communication and involvement are very active. Success in my opinion is measured in terms of customer service, product quality, monetary gains, and interpersonal satisfaction that the company values or considers worthy. The success of a company may come in the form of monetary gain but still lack employee happiness that could be limiting future success (Talluri, & Van, 2009, p.52).

When participative systems are used sometimes excessively, a consultative factor arises. An organization may have a manager who does not believe in the ability of his or her group, thereby creating weak points in the infrastructure and constraints communication or productivity. The workloads may even become distributed unevenly thereby crediting some of employees with more contribution to the achievement of success than the others. A way of gaining possession of participative systems is getting to hire natural leaders. Hiring people who have knowledge in extroversion and communication ability of enforcing while making the subordinates feel important will guarantee success in all fields of the organization. The 1930s trait theory declared that various features of a leader who has been proposed revolved within five main traits of personality, emotional and extroversion intelligence being the most significant (Cole, 2008, p.27).

References

Cole, G.A. (2008). Management theory and practice. London: Thomson Learning.

Mahadevan, B. (2009). Operations management: Theory and practice. New Delhi: Published by Dorling Kindersley (India), licensees of Pearson Education in South Asia.

Sapru, R.K. (2008). Administrative theories and management thought. New Delhi: PHI Learning.

Talluri, K.T., & Van, R.G.J. (2009). The theory and practice of revenue management. New York, NY: Springer.

Yeatts, D.E., & Hyten, C. (2010). High-performing self-managed work teams: A comparison… [END OF PREVIEW] . . . READ MORE

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