Trends in Organizational Behavior
Organizational Behavior (OB) is about understanding how people act in a workplace and improving how they interact with each other and the organization. As the world of work evolves, so do the trends in OB. Here are eight major trends, explained in detail:
Open Systems Approach
Organizations are moving from being closed systems – where everything happens within the company without external influence – to open systems, which interact dynamically with their surroundings.
Imagine an old-fashioned aquarium where the water is stagnant, and the fish are isolated from the outside world. Now picture a modern, open water tank where the water flows in and out, adapting to changes. Similarly, open systems in organizations mean being responsive to external changes like market shifts or technological advancements. This approach helps companies stay flexible and adaptive, ensuring they can thrive in changing environments.
Human Orientation
There’s a shift from viewing employees as mere tools or machines to recognizing them as vital resources and individuals with unique needs and potentials.
Think of employees as plants in a garden. In the past, they were just seen as parts of a machine. Now, they’re viewed as plants that need nurturing, sunlight, and water to grow. Organizations are focusing more on providing support, growth opportunities, and creating a positive work environment, which helps employees thrive and contribute more effectively to the company.
Distributed Power
The power within organizations is moving away from being centralized at the top levels of management and is instead being distributed more evenly throughout the company.
Imagine a traditional royal court where all decisions are made by the king. Now think of a democratic setup where decisions are made collectively. Distributed power means giving employees at various levels a say in decision-making, planning, and problem-solving. This not only empowers employees but also leads to more informed and balanced decisions as different perspectives are considered.
Intrinsic Motivation
There’s a growing emphasis on intrinsic motivation, where employees are driven by internal rewards such as personal satisfaction and a sense of accomplishment, rather than just external rewards like pay and job security.
Think of motivation as fuel for a car. In the past, employees were fueled by external rewards like bonuses and promotions. Today, the focus is on internal fuel, such as personal pride in work and recognition from peers. When employees are motivated by their sense of achievement and the meaningfulness of their work, they tend to be more engaged and enthusiastic.
Positive Attitude Towards People
Organizations are increasingly adopting a positive attitude towards employees, focusing on their strengths and potential rather than just managing their weaknesses.
Imagine a teacher who focuses on a student’s potential rather than their mistakes. Similarly, modern organizations focus on recognizing and developing the strengths of their employees. This positive attitude helps build a more supportive and motivating work environment, where employees feel valued and are more likely to contribute their best efforts.
Balanced Focus on Employees and Organizational Needs
There’s a shift from prioritizing organizational goals alone to balancing these with the personal needs and aspirations of employees.
Picture a scale where one side represents the organization’s needs and the other represents employees’ needs. Historically, the organizational side was heavily weighted. Now, the scale is more balanced, meaning that while achieving business goals is still crucial, organizations also consider and support the personal and professional development of their employees. This balanced approach leads to more satisfied and committed employees who are aligned with organizational goals.
Self-Discipline
Instead of imposing strict rules and micromanaging, organizations are encouraging employees to practice self-discipline and take responsibility for their work.
Think of a school where students are given the freedom to manage their own time and responsibilities. Instead of rigidly controlling every aspect, modern workplaces encourage employees to set their own goals and manage their tasks. This trust in employees’ ability to self-regulate fosters a sense of ownership and motivation, leading to a more proactive and self-reliant workforce.
Managerial Role of Leadership and Team Support
Managers are evolving from being authoritative figures who simply give orders to being leaders who support and guide their teams.
Imagine a coach who leads a sports team not just by directing play but by mentoring and supporting each player. Modern managers act similarly, fostering teamwork, offering guidance, and helping employees develop their skills. This supportive role enhances collaboration, boosts morale, and helps teams achieve their goals more effectively.
In conclusion, these trends in organizational behavior highlight a significant shift towards more dynamic, human-centered, and adaptive workplaces. By adopting an open systems approach, emphasizing human orientation, distributing power, focusing on intrinsic motivation, maintaining a positive attitude, balancing organizational and employee needs, fostering self-discipline, and embracing supportive leadership, organizations can create more engaging and productive work environments. Embracing these trends not only helps in achieving organizational goals but also enhances employee satisfaction and performance.
Sujan Chaudhary is a BBA graduate. He loves to share his business knowledge with the rest of the world. While not writing, he will be found reading and exploring the world.