Identify Challenges Facing Organizational Behavior In Your Organization And Give Solutions (Essay Sample)

Organizational Behavior Problems and Solutions
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. Contemporary organizational behavior chronicles around the utilization of scientific approach in the management of employees at workplace. Notably, it relies on human resources philosophies and models to articulate employee satisfaction, innovation, maintaining compensation, motivational and promotional structures as well the use of power in team work specialization. This paper will discuss how work force diversity, technology-related complexities, and difficulty in managing competitive innovations affect todays’ organizational behavior contextual framework.
In the present time, organizations have adopted cosmopolitanism ideology and heterogeneity in structural management. Singularly, the dogma must accommodate the employee differences such as race, gender and ethnicity, which stirs workplace frictions if not well assimilated by the management. Benson, Hardy and Eys (2015), coins that the modern workplace encompasses employees from different norms such as handicapped, lesbians, gays, racists and others with different cultural believes. However, nowadays, organizations ought to prioritize and respect diversity. Ultimately, human resource managers must transpose managerial philosophies from equal employee treatment to acknowledging differences (Torrington, Hall, Taylor and Atkinson, 2014). In fact, managers must riposte to the dissimilarities with considerations to favor employee retention and propel productivity.
Technology is an inevitable aspect of the modern world. Various technical developments have been incorporated in specific sectors with the main intent of simplifying the embedded proceedings and subsequently increasing productivity (Yoon & Kayes, 2016). Notably, corporations in different industries have intentionally or reluctantly integrated technologies in their daily activities. It is difficult for a corporation’s leadership to update their structures without affecting the recorded profit margin. Additionally, new technologies prompt managers to retrain the existing human resources or hire skilled workers. The recruitment and training processes further augment the production costs incurred by a company.
According to King and Lawley (2013), the magnification of privatization, globalization and liberation makes organizations default competitors. Ultimately, managers ought to creatively and critically balance the improvement of productivity and quality. Thus, the uses of Total Quality Management (TQM) programs become paramount. TQM refers to a philosophical management system that stirs employee voice critical and workplace related decisions. However, nowadays, managers must pivot employee recognition and participation. Hughes , Clegg, Robinson and Crowder (2012) posits that this slows down decisions, stirs workplace frictions due to the current differences in norms and cultures, and favors inclusion of some employees are poor participants at group work. Particularly, the employees become the stumbling block in the execution of TQM with the required expertise and skills. Nevertheless, managers must adopt divisional and structural management system to solve cultural, expertise and invention differences whereby each employee works what he/she is best at to propel decision making and increase productivity.
Moreover, managing and maintaining innovations and technology have become very costly for the contemporary organizations. For instance, cybercrimes serve as major complexities triggered by the overwhelming adoption of technologies in the organizational setup. Information communication and technology (ICT) is a crucial component of the operational structure in modern firms (Benson et al. 2015). Nevertheless, managers encounter drawbacks by trying to stimulate and initiate employee creativity and flexibility for change. On the same, human resources face the breach of privacy and confidentiality in case of an innovation generated by an employee. Some of the sacked or resigning employees have different departmental vital information about the establishment’s products and clien...