Organizational Behaviour Designed Programmatic Activities

Question: Discuss about the case study Organizational Behaviour for Designed Programmatic Activities. Answer: Change of management Shareholders required a little bit more than expected earnings growth, for that reason, a lot of markets were either undeveloped or closed. In the chief transformation of the large venture, they and their consultants mainly focus on inventing the best strategic as well as calculated plans. But to accomplish something, they also need to have a warm understanding of the particular side of change management (Arvinen-Muondo and Perkins 2013). No single tactics fit every company, but there is a set of techniques that can be adjusted to a variety of situation, there are some principles for the change of management, involvement every layer Creating ownership, communicate the message also offers workers the right information at the right time. Change intervention The word intervention refers to all the designed programmatic activities intended to bring changes in an organization. In an organization, intervention is needed to provide feedback about the team, individual, task as well as other features of organizational activities and also to educate the employees and also to progress their skills as well as knowledge (Pugh and Mayle 2009). Thus, Focus on Intervention, Team Intervention, Role focused Intervention, Intergroup Intervention, Comprehensive Intervention, and Structural Intervention are some intervention that is used in an organization. Organizational development Organizational development is a ground of study and practice dedicated to enlarging the knowledge as well as the effectiveness of the people to achieve more flourishing organization as well as performance. It also improves their capability to solve problems and also handling future change. The science has changed into many approaches, but all had intended for the same purpose, to allow enormous improvements in organizational change through exact as well as designed intervention. Some regulatory interventions are action search, future search, appreciative inquiry, and whole system response. Planned versus unplanned change There are two types of changes that occur in an organization are Planned change, that happens when in a purpose decisions are made in an organization, whereas, Unplanned change is a result of unexpected happening. Thus, Internal and External factors can cause both these types of changes. External forces On an organization, an external force of change takes place from an outside sway. There is four external force of change, such as due to globalization of the capital, the company was compelled to many changes since twenty years (Dos Santos Paulino 2009). A very different workforce has also formed an enormous change for the company. The third external force of change is society's hope of conscientious behaviour, and the last external force of change in an organization is technology. Motivation in the field of Work Mainly, organizational development is meant for developing the organization totally; it is expected to improve the performance of the managers so that the aims may be accomplished in planned ways. The primary motivation in an organizational development focuses on improving the whole organization. An employees administration typically is manipulated by motivation as well as the work environment. Cultural differences An organization always needs to maintain an active cultural environment. In an organization, culture offers a structure concerning the behaviour of the employees in their place of work. The employees are considered an integral part of the growth process of an organization, their aims as well as objectives is required for the overall well-being of the organization (Leege 2002). Although, in an organization, where managers are not spurred other than a taskmaster, employees live their life with fear as well as disbelieve and work is nothing but a boring job. Why are motivation important- relationship with job performance and other work-related behavior Motivation is important in a relationship with job performance and other work-related behaviour because motivation is the most important parts of executive functions. Motivation is important means that guides the organization in profitable operations. It also contributes to improving working competence of employees (Pasmore and Woodman 2007). The change is essential to regulate an organization. Lastly, it is known that a motivated and constant labour force is possible of the organization. Content theories of motivation and Process theories of motivation The study of motivation has two major programs, content theories and process theories of motivation. Content theories mainly focus on the aspects within a person that sustain, energize as well as stop behaviour. They look at the specific requirements that motivate people, whereas, process theories offer an explanation and analysis of how behaviour is directed, energized as well as stopped. Therefore, the process theories are expectancy, reinforcement, equity and goal setting. The facts of Attitude, Emotions and Ethics The attitude of the employees the organization control how the culture is in the company, how the public sees the work position will change their behaviours. The employ also shows the attitude towards the standard of work (Long 2005). Emotions of an employee play a large function in the organization. Positive emotion helps in achievement, job hiring and social perspective whereas negative emotion such as fear, anger stress; sadness can have an effect on the employers. If an employee has a positive emotion, then it is right for the benefit of the organization. Ethics is also crucial for an individual. Ethical behaviour is essential for the employee to work with full honesty and reliability (Pasmore and Woodman 2007). The ethical employees have values for quality in their work, which helps to exceed in company's reputation for worth products and services. Factors that influence emotional response Emotional intelligence can be described as examining of the other people and individual's ability. It is important for the employees to create a conducive service environment that contributes to customer fulfilment and loyalty. Factors affecting job attitudes Job satisfaction of an employee helps to make the work environment positive and carry out the tasks that they have been consigned. Factors include working conditions, relationship with the supervisors, respect from co-workers and profit. Relationship between job attitude, job performance, and other tasks related behaviour All these are connected to one another for the development of the organization. Job position is important for an employee to get better jobs and performance makes the employer succeed ahead. Behaviour is also crucial for an employee to get excellent jobs (Rix,2013). Define the concept Cognition means the process that involves an understanding of knowledge, attitude, behaviour and decision making. It helps an employee to think, the way he feels in the organization. Stress and wellbeing at work Employers at some moment may feel stress due to work related or some other problems. They manage the organization, its work, product everything, and thus it leads to stress. They may face pressure due to the reduction of product, profit or loss, improved staff confidence. Employees sometimes may not capable of handling with work stress or the environment, and it can result in falling off the productivity and reduction in mental health. The costs to the organization are high regarding reduced productivity may cause stress. Causes of stress include unclear job specification, high workloads, ineffective management, lack of resources, decision making, threat and much more. Stress management involves stress reduction and well-being policy, the enable of employee contact support services, and the making of processes for dealing with employees not capable of working due to stress. Theory of factors and explanation People working overtime can lead to increased stress and poorer performance towards the organization. The employ order demands on hard- working people and complain about them, they suffer from stress. The employee should handle every situation and uphold the organization to release from stress (Thurlow, Moss and Forster 2004). Well-being at the workplace has motivated the program for the employees. Well, being is needed for the performance and usefulness of work. There is a link between physical and mental health that supports well-being at work. Inside or outside the organization well-being is needed for the employers to have respect and happiness. References Arvinen-Muondo, R. and Perkins, S. (2013).Organizational behaviour. London: Kogan Page. Dos Santos Paulino, V. (2009). Organizational change in risky environments: space activities.Journal of OrgChange Mgmt, 22(3), pp.257-274. Leege, D. (2002).The politics of cultural differences. Princeton: Princeton University Press. Long, R. (2005).Motivation. London: David Fulton Publishers. Pasmore, W. and Woodman, R. (2007).Research in organizational change and development. Amsterdam: Elsevier JAI. Pugh, D. and Mayle, D. (2009).Change management. Los Angeles: SAGE. Rix, D. (2013).External forces. Chicago: Dime Store Books. Thurlow, M., Moss, P. and Forster, R. (2004).Workplace. Sunderland: Art Editions North.