Human And Organizational Behavior

Human and organizational behavior

Introduction.

At present, thanks to the technological advances that have managed to break the borders that limited business internalization, companies have the obligation to focus their operational modules towards a more globalized economy. It is for this reason that managers, in order to stay competitive in this globalized market, face challenges that were not previously a factor that affected the production of their organizations on a larger scale. In this regard, the four most important challenges that managers must overcome to stay competitive in this market are:

1. Globalize firm’s operations to compete in the global village
2. Head a diverse workforce
3. Foster positive personal ethics, character and integrity
4. Advance and implement technological innovations in the workplace.

In the issue of globalization, several factors have helped companies become national companies or aimed at a specific group or a region, international companies. For this reason, entrepreneurs, in order to stay competitive in the labor market, have the obligation to restructure their organizational models in such a way that they can bring their products to different markets without causing greater losses. This becomes a challenge, since it should be considered, among others, the economic, cultural and social factors of each market to which it is intended to enter.

Developing.

As part of this globalization we will also find the challenge of diversity in the workforce.

In this regard, business managers are faced with the challenge of managing a workforce that is surely different in terms of needs, aspirations and attitudes to which it is accustomed in their country of origin. 

This applies whether the operations of a company are established in another country as if they are established in their original country or if they work with employees remotely, since diversification involved working with people who perhaps were born and grew in different cultures regardless of theplace where it is established. This situation makes it necessary for a manager to understand the way in which these employees were molded by their culture, geography and religion to adapt their organizational culture to these differences.

This field of diversity, in addition to cultural differences, also includes generational differences, gender, capacity, personality, social status and sexual orientation. Diversity forces managers to motivate groups of different workers and learn to communicate with employees with different linguistic values and skills. 

The number of women who enter the workforce every day is increasing, every day more older people enter or remain in the workforce, and these changes in labor profiles bring new challenges for managers, since they must findThe way to use the abilities and skills of each of these different groups so that together they can diversity in the workforce 4 reach the goals established in the organization. Direct diversity to produce and get a work culture that affects the productivity of the members of the organization is not believed.

The third challenge that managers must overcome to stay competitive, and one of the most important, is to promote positive personal ethics, character and integrity. The expectations of greater productivity of the worker, the competition, among others, are factors that can press employees to take shortcuts, break the rules and get involved in forms of questionable practices. There is no clear definition of what constitutes an ethical behavior and the border that separates the correct thing from the wrong.

However, there are ethical theories that help to understand, evaluate and classify moral arguments, make decisions and defend the conclusions about the good and the bad. The consequential theories of ethics underline the consequences or behavior results. Suggest that the consequences of an action determine whether it is correct or incorrect. Ethical theories based on rules underline the character of the act itself, not in its effects, to reach the right and wrong of universal morality. The ethical theories of character underline the character of the individual and intention of the actor, rather than the character of the act or its consequences.

 Managers have to be prepared to face these challenges and some ways in which they can do so are to distribute codes of ethics that guide their employees in ethical dilemmas, offer seminars, workshops and other similar training programs and create protection mechanisms for workersthat reveal questionable internal practices. The modern manager needs to create for his employees an ethical environment, where they work in a productive way and in front of little ambiguity with respect to what is considered correct or incorrect behaviors. 

Companies that foster a solid ethical mission encourage workers to behave with integrity, while the application of highly ethical leadership could influence employee decisions to behave ethically. The last challenge that managers must overcome to stay competitive is to advance and implement technological innovations in the workplace. Successful organizations must boost innovation and dominate the art of change. 

To do this, organizations should try to maintain flexibility, continuously improve the quality of their products and face competition in the market with a continuous flow of innovative goods and services. With these changes aimed at innovation, there are also challenges and opportunity to train a company’s workforce to use these technologies in order to maximize production. The manager will find challenges such as the opposition or resistance to the use of technology or difficulties when training their employees for their use and in that sense they must find a way to motivate the members of the organization to cooperate positivelyto the implementation of new technology and its use for the improvement of labor functions.

 In turn, it is important to take into consideration the cost of implementation of technological innovations versus the benefit that they will provide for the organization. It is in the hands of companies executives to consider as new technologies can cover the expectations of the company and manipulate their business models in the most effective cost when making this balance of factors.

The human capital of an organization is the energy for innovation and change, or a great obstacle with which it is stumbling. It is a challenge to stimulate workers’ creativity towards change and their tolerance on it. Organizations should try to achieve a competitive advantage using these challenges mentioned above to promote a positive work environment. The attitudes of employees in an organization are a vital element since they affect not only productivity, but also affect the company’s environment and customer service, both positively or negatively. 

Managers must examine how to use multicultural diversity and differences between each of their employees positively, taking advantage of their strengths to achieve the goals and objectives established in a company. Attitudes keep a close relationship with the culture of the organization influencing the quality of the environment that employees perceive or experience and which therefore will have consequences on their behaviors.

In multicultural organizations, the large number of differences tend to separate people, which generates a conducive environment for individuals to support unfavorable attitudes for organizational climate, generating little pleasant environments in the workplace, difficulties in communications and little willIn conflict resolution. You should try to create an organizational climate capable of supporting the needs of all those involved in the organization. 

Stimulating the cultural and demographic diversity of an organization helps you achieve social responsibility goals. Those responsible for the human resource must direct their efforts to ensure that work to achieve diversity is part of the organizational strategy. Diversity in the workforce can contribute useful ideas of advertising and propaganda to a company. A multicultural workforce facilitates reaching different markets and can help the company be placed in a favorable situation before the cultural groups that try to reach. 

In addition, an effective administration in cultural diversity can increase the satisfaction of the human capital of the company, which consequently reduces rotation, absenteeism, and costs. A diversified organization that welcomes and achieves the growth of a wide variety of employees will keep its employees more that come from different cultures and help prevent discrimination between the different groups that make up their workforce.

In the aspect of resources in the organization, a company that stands out for favorable management of diversity has an advantage when recruiting new talented resources. By promoting diversity, a company will have the opportunity to add people from anywhere in the world that you understand can provide your talents to improve the quality, innovation and production capacity of your organization.

These practices attract stronger candidates among racial and ethnic minorities as well as among women. This inclusion in the work environment and its talent injection in the organization offers an advantage to the organization when finding creative solutions to its problems since it provides a certain front when attacking situations in the face of diversified groups. Having the opportunity to retain human capital among the most talented provides the company with the opportunity to expand its services, perfecting those already offered. 

This integration encourages creativity and innovation, and new talents can contribute their expertise and experience of high levels of critical thinking to increase the competitive advantage of the organization. Another important factor that must be taken into consideration in evaluating human behavior in an organization in the face of multicultural diversity is generational differences in workforce. 

There is a very widespread belief that work performance decreases as age increases and regardless whether this is true or not, many people consider it like that and acts according to that belief. Likewise, many employers recognize that older workers constitute a group of high quality candidates with enormous potential. 

Many companies seek way of being more attractive to older workers by offering personalized training to meet their needs, flexible work schedules and part -time employment trying to attract individuals who are semi -retired. There are feelings found in this aspect in employers, since they observe a certain number of positive qualities that older adults contribute to their jobs, such as experience, good judgment, solid work ethics, and commitment to quality. 

However, they are also perceived as lacking flexibility and resistant to the new technology, factors that in the case of the youngest population are positive characteristics. At a time when organizations seek adaptable individuals and open to change, the negative issues associated with age hinder the initial hiring of the elderly, and increase the probability that they are the ones who leave when there are staff cuts.

It is said that older people are less productive and it is not so, since unlike young people they have experience and are hardly replaced. It is also said that the older becomes a minor person are the desire to lose their jobs because of the offenses of opportunities they have. However, an older person can be part of absenteeism due to the diseases that can contract. In addition, communication problems between employees from different generational groups can be presented. 

It is a challenge for an employer to maintain all these factors so that they do not affect their productivity. The most effective way to do so is to identify in each of the individual specific skills that stand out to assign tasks that are within their productive capacity taking into account their generational difference. Likewise, a manager can create human resources programs aimed at reducing the generational gap among their employees so that there can be effective communication between them that is finally benefiting for the organization.

On the other hand, the impact of a culture on the business model of an organization is another factors that influence the human behavior of the organization. In this regard, culture serves as a guide to establish what constitutes acceptable behavior within an organization, that is, culture will establish the values that guide behavior. This factor determines the way in which a company manages its human resources and cultural differences between individuals that, on a larger scale, can affect the productivity of the organization. 

An employee who responds negatively to a regulation that he understands goes against his beliefs or his culture will not work efficiently and consequently the performance and quality of the company will be affected and, in turn, his attitude will affect efficiencyof employees in their environment. That is why employers have the commitment to develop human resources programs aimed at achieving cultural diversity and eliminating discrimination. 

Conclusions.

It is important to eradicate the organizational culture of a company the stereotypes, and aspire to achieve an environment that focuses on a person’s abilities and skills and not on the perception or discrimination of an individual by the culture from which it comes. The improvement of multicultural relationships in the work environment requires the understanding by organizations of the competitive scope and the success factors related to cultural diversity. To achieve this, they must be aware of how important communication, values and attitudes must be, as methods of change to improve this multicultural environment

Human behavior within organizations is unpredictable because it originates in values and systems of values very rooted in people. There are no simple and practical formulas to work with people, nor is there an ideal solution for organization problems. All that can be done is to increase the existing understanding and capacities to raise the level of quality of human relationships at work. The goals are difficult to achieve, but they have great value. If you are willing to think about people as human beings you can work effectively with them.