Table of ContentsIntroductionOrganizational BehaviorOrganization TheoryOrganizational DesignManagement and LeadershipWhy Ethical Leader Behavior, Decision Making, and Social Responsibility Are Necessary in Business Organizations? What are the key elements related to employee motivation?SystemHuman ResourcesEmployee behaviorIntrinsic and extrinsic motivationStructureMechanistic and organic organizationsCultureConflict managementWork environmentsConclusionRecommendationsIntroductionIn today's competitive business market, there are increased challenges related to workforce diversity work, increased concerns about ethics and how to encourage workers to work together. There is a need for a more balanced approach from organizational leaders, management teams, and HR professionals to understand what behaviors negatively or positively affect organizations. Understanding organizational behavior is a topic that really needs to be discussed more in today's competitive business market. The historical importance of organizational behavior should never be underestimated or ignored. It is very important for professionals to understand the behaviors of others and make others understand the goals of an organization. Organizations need to know how words impact people, make them feel, think, act and respond to feedback in the workplace. Organizational behavior can be defined as an approach to understanding how to manage business performance, employee motivations, and organizational culture. Most managers are ineffective change agents because they fail to communicate with employees, focus on individual employee needs, use the right motivation tools, and forget to learn about their organization's culture. service. The objective of this research paper will be to explore the organizational components that revolve around organizational leadership, structure, employee motivation and their impact on business performance. In order to effectively manage a business, the study of organizational behavior is essential. Implementing and monitoring organizational behavior in an organization's business environment is not just about driving business operations. It's about how to improve morale, increase communication, align our structure and take control of outside influences. According to Draft. (2016), a competent manager can shape an organization and have a significant impact on its life. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Organizational Behavior The study of organizational behavior helps us understand as saints or sinners depending on a person's behavior pattern. This helps us better understand employees and monitor their behavior in the work environment. Every company's financial success is determined by employee performance, sound data-driven decision-making, and consumer satisfaction. The following organizational principles of organization theory, design, and management will further help the reader understand the importance of organizational behavior. Organization Theory The main objective of organization theory is to analyze the nature of a business, to determine whether the right structureis in place, how to manage change and how different cultures work in modern businesses. Haveman and Wetts' (2019) research studies Marx and Engels' social cohesion as it relates to how individual social classes struggle against alienation and exploitation in the business sector. According to Haveman and Wetts (2019), organizations constitute a fundamental set of people, visible assets, business resources, and information about people who share common goals. Organization theory asserts that culture dominates every organization and shapes how volatile behavioral issues are communicated and addressed by employees. Haveman and Wetts' (2019) article reflects on the social structure, demographics, and cultural concepts associated with organizations. Organization theory also explains the individual or group behaviors of the people we interact with to accomplish internal and external business tasks. The authors believe that human activities are best organized and managed by managers through rational decision-making, clear objectives and defined standards. Organizational DesignAccording to Draft (2016), organizational design is an analysis of management concerns with respect to the external environment and structure of an organization. . One thing we know for sure about businesses is that they continually evolve to stay competitive. Changes in the operation of a business or organization occur more frequently due to adjustments in policies, strategies, and performance. Whenever a design change occurs, it is important to notify employees and ensure they understand the reason for the change. According to Vantrappen and Wirtz (2018), the challenge for managers is to explain that frequent changes are normal and beneficial for the organization. Failing to properly convey your message to employees can breed cynicism and leave people confused. According to Vantrappen and Wirtz (2018), organizational design is similar to a system of checks and balances that revolves around the concept of structure, processes, people, technology, and culture that address effectiveness and efficiency organizational. During times of change, managers must apply a systematic approach that aligns resources, structures, processes and places people in appropriate positions to positively impact operations and increase efficiency. Management and Leadership Successful organizational change can only happen when there is transparency and honesty in both directions. communication between managers and employees willing to devote sufficient time and energy to achieving new goals. According to Draft (2016), transformational leadership is well suited to leading change in today's ever-changing business environment. Transformational leaders have the ability to dig deep into processes, explore values ​​that impact the organization, experiment with taking risks, and share ideas to find adequate solutions to improve performance. Leadership is a never-ending challenge for anyone trying to motivate and inspire people. According to Koohborfardhaghighi and Altmann (2017), leadership is probably the most important factor that shapes organizational success and guides employees towards company goals. Research by Koohborfardhaghighi and Altmann (2017) also focuses on organizational learning and the need to establish a hierarchy of authority to set goals andorientation within the organization. Managers are often tasked with applying these goals to different situations and must learn how to gain a competitive advantage over other companies. These benefits start with people receiving the proper resources and training to do their jobs. Knowledge management, communication, collaboration and information sharing are essential to creating new products and services for customers. Why are ethical leader behavior, decision making and social responsibility necessary in business organizations? An ethical leader is someone who treats everyone equally and is considered fair and just. Ethical leaders do the right thing when no one is watching and remain impartial when resolving conflicts between team members. When it comes to ethics, employees must take responsibility for both good and bad results. Someone who is kind, friendly, fair and easy to talk to. According to Sanders, Wisse, Van Yperen, and Rus (2018), business leaders must absolutely focus on the well-being of their employees. Too often, some leaders forget to focus on the best interests of their employees due to their pride, self-interest and lack of humility. Unethical leaders are the ones we read about in the news who are caught up in some sort of corporate scandal today. Sanders, Wisse, Van Yperen, and Rus (2018) suggest that unethical behavior by leaders negatively influences fan behavior, the organization, and culture. However, leaders who communicate the importance of holding people accountable according to the ethical standards outlined in policies will always be respected and successful. What are the key elements linked to employee motivation? Organizational leadership is defined as “a process of planning, organizing, directing, and controlling the efforts of team members and resources within an organization with the overall goal of achieving its goals.” Leaders are placed in certain positions to accomplish their tasks and motivate workers to improve. The organizational leader must be able to make decisions and solve problems so that they are both effective and beneficial. According to Mikkelsen, Jacobsen, and Andersen (2017), an inspired employee is a valuable asset, who can bring great value to the organization in the form of revenue growth. Every organization strives for success and sustainable progress. Only a few organizations believe that the organization's employees are its greatest asset. To improve leaders' understanding of employee motivation, managers must understand the constraints employees face in the workplace and the differences in individual needs. Managers can better understand employee motivation by reading Maslow's hierarchy of needs. Maslow's hierarchy of needs discusses employees' needs for growth, security, love, and esteem. Most employees receive bonuses or rewards to boost employee morale and optimize performance. Benefits, compensation and recognition are some of the key elements of employee motivation. The scripture of John 4:34 is the perfect example of motivation. This particular passage of scripture explains how our motivation comes from God. We are here on earth to please God through obedience and following the law of the Bible. The organizational behavior of the system is consideredsuch as management that helps reduce absences, improve efficiency, decrease employee turnover, improve internal citizenship and job satisfaction of employees. Organizational behavior is designed to teach managers how to effectively manage the behavior of subordinates and employees in the workplace. According to Gagné (2018), goal setting is an effective way to control the behavior of employees and subordinates. Gagné (2018) explains in his research how employee behavior should translate into the achievement of objectives. These goals can take the form of education, sports, life or work. The author also explains how managers should focus on leveraging intangible resources and human motivation in the pursuit of employee motivation. According to Gagné (2018), the pursuit of organizational objectives is part of the motivational model of a company which is divided into two levels and two stages which ask the question what, why and how. The organizational and individual levels want to know what the employee's goal is and why that goal motivates them. The deliberation stage decides which goals should be pursued in an organization and the implementation stage explains how the goal will be implemented, when and where in the organization. It is important for managers to develop a strategy and timetable for implementing goals. The key to organizational success is developing through employees who are determined to always work towards achieving the organization's goals. Human Resources Every organization has a human resources specialist in its department. Human resources specialist where he was hired to help managers improve employee satisfaction and motivation. Motivation in today's society is very different from twenty years ago. There is a constant need to identify what motivates young and old since our workforce is very diverse. According to Rožman, Treven, and Čančer (2017), businesses today operate in a globally competitive environment and are forced to improve their productivity to remain competitive. It is imperative that managers ensure workplace satisfaction in order to reduce turnover and poor employee performance. It is crucial that management makes employee satisfaction the number one priority in its organization. Organizations that are able to successfully implement business strategy and satisfy employee motivation are considered to be highly effective and efficient organizations. Research by Rožman, Treven, and Čančer (2017) determined that employee motivation can be easily satisfied if the following factors are satisfied. Employees want organizations to offer flexible working hours, ensure fair distribution of work, adequate compensation, training and opportunities for advancement. If these needs are met, so too are employee motivation and satisfaction. Employee BehaviorEmployee behavior can be defined as the way employees behave in the workplace during business operations. How employees respond to conflicts, decisions, and the implementation of organizational policies. Employee behavior can harm or help an organization. Employee behavior is shaped in the workplace by their beliefs, values, culture and expectations. Customer requirements, organizational citizenship, job tasks, technology and internal culture also affect theemployee behavior. According to Li, Chiaburu, and Kirkman (2017), positive leadership can have a profound impact on employee behavior. Nowadays, positive leadership is needed in the workplace as employees' expectations are changing from the uncertainty of their employment in the company due to increased global competition. When managers identify a problem with employees, try not to resolve all the issues at once to avoid overwhelming the employee. Choose a few things to prioritize and work on. Finally, the organization must strive to treat employees with dignity and respect. When employees don't feel respected, they move on and you lose the skilled work and knowledge they brought to the team. Productivity and efficiency will ultimately suffer from the loss of the employee. Intrinsic and Extrinsic Motivation As we discussed earlier, business success depends on employee motivation which is based on job satisfaction and rewards of some kind. Companies want their employees to be seen as pleasant, knowledgeable, considerate and responsive to consumer needs. Managers should continually encourage employees to achieve their personal and organizational goals in order to make the workplace more productive and exciting. A sharp decline in employee retention has increased organizational demands on human resource specialists to find the best and brightest due to significant technological advancements and declining product quality. The study of organizational behavior examines intrinsic and extrinsic motivational behavior at a micro level within an organization. Research by Kuvaas, Buch, Weibel, Dysvik, and Nerstad (2017) examines the different characteristics of intrinsic and extrinsic motivation. The authors examine a top-down reward system developed on positive workplace engagement, employee productivity, and task identification. There can be intangible and tangible incentives that accompany intrinsic and extrinsic motivation. The authors also study several outcomes related to job performance, turnover intention, attitudes, burnout, and work-family conflict to provide a general perspective on the relationship between the two types of motivation and the results. An individual who finds pleasure and inherent satisfaction in a task he or she performs is considered to be motivated by intrinsic motivation. However, an individual who achieves good results due to an incentive or to avoid some kind of negative consequences is motivated by extrinsic motivation. Research also found that most intrinsically and extrinsically motivated employees want to be included in organizational decision-making. Research by Kuvaas et al. (2017) revealed the following: It is important that employees are invited to participate in decision-making, that managers listen and are able to take their point of view, that employees are offered choices within structures and that they receive both positive feedback when they take initiative and non-judgmental feedback when they have problems. (p. 244) Although intrinsic and extrinsic motivation can coexist for different individuals in relation to certain tasks, they are intrinsically distinct measures of motivation, and the impact of one will likely dominate the other. When managers seek to control employee behavior through intrinsic and extrinsic motivation, job performancethe task can be improved through incentives such as a bonus or time off. Structure Every business organization has some sort of hierarchical structure for its employees. Business organizations need a solid structure, much like the military chain of command, to ensure that sound decisions are made regarding an organization's future. Organizations need a centralized or decentralized control system. The two most talked about systems are mechanistic and organic organizations. These systems can be negatively or positively affected by culture and internal conflicts within an organization. Within the healthcare industry, each department performs specific tasks and functions that meet the needs of patients. Doctors, nurses, and administrative staff all have responsible roles to perform in the hospital setting. These departments or professionals would not be able to perform their various functions without a hierarchical structure and open lines of communication. When structure is not properly aligned, patient needs, organizational goals and performance suffer. Acts 20:28 teaches Christians to watch over people. Acts 20:28 tells readers of the word to "pay attention to yourselves and to all the flock, over which the Holy Spirit has made you overseers, to take care of the church of God, which he has acquired with one's own blood" (ESV). God asks the pastor or CEO to guide people, watch over his congregation, save the souls of unbelievers and employees. Mechanistic and Organic Organizations Businesses around the world have a system of power, governance, and authority. Developing an appropriate design structure will enable an organization to implement operational and decision-making procedures that will help it achieve its objectives. Hospital and mass distribution manufacturers are examples of structures which choose organizational structures adapted to their individual needs and which allow companies to react and adapt to uncertainties and changes in their environment. Most business functions are managed through a mechanistic or organic design structure. Mechanistic and organic design evolved past functions of bureaucratic design. According to Draft (2016), a mechanistic design means that an organization has a clear hierarchy of authorities, standardized rules, and written procedures. An organic design has looser control, no written rules, is fluid and adapts to changes in its environment. Structure, organization, communication and hierarchy are important elements associated with every design. Research by Kessler, Nixon, and Nord (2017) identified Burns and Stalker's contingency theory as a widely cited management document on the relationship between organic and mechanistic structures. Each structure depends on the following variables: organization; centralization; structural complexity, planning, training, information flow and culture. According to Kessler, Nixon, and Nord (2017), some managers engage in unethical behaviors and make poor decisions that hinder the goal of organic and mechanistic structures. The military and airline industry are perfect examples of organizations that have a distinct hierarchy, rules and guidelines that rarely do. change. After reading and analyzing the data in the article, it is fair to say that mechanistic structures favor top management decision makers and the organic visions of the individual worker.most importantly.CultureEvery nation, raceand company has its own personality, symbols, shared values, beliefs and brand of culture that influence the decisions and actions of the organization. Changes in economic globalization and traditions have forced businesses to rethink the way they conduct business. Most positive or negative business outcomes are a direct result of the culture within an organization. According to Draft (2017), organizational development is a method used by managers to quickly change organizational culture and balance diversity within the workforce. Organizations must always think about change and look to the future. Our workforce is very diverse and part of multinational companies where people speak different languages ​​and share opposing beliefs. According to Mathew (2019), more and more academics and businesses are interested in understanding organizational culture. The effectiveness of organizational cultures is based on the assumption that performance is measured on the four dimensions of mission, coherence, involvement and adaptability. In these dimensions, performance and income increased according to the study by Matthews (2019). According to Farrell (2019), small companies, such as a library, have an effective set of behaviors with unique communication patterns, values, and culture. Effective leaders must learn their organization's operating framework to succeed, change culture, and fully support strategic goals. It is also a long-term process that requires continuous adaptation to change. Conflict Management Conflict between individuals and colleagues will always develop in any organization. Managers, supervisors and ordinary workers must learn to manage conflict when it arises and before it arises. There are a number of cultural differences that affect workplace harmony, such as language, clothing appearance, and different nationalities, races, and ethnicities. These differences also appear in society according to social classes, people with disabilities, gender and political and religious affiliations. According to Hwang and Chung (2018), it is important to develop positive business relationships to avoid conflicts and provide employees with a conflict-free work climate. Hwang and Chung (2018) believe that the most effective way to manage conflict is to ensure that you employ the right people in your organization. Work EnvironmentsPositive work environments are essential for owners and managers to provide for employees. Employees who work in a clean, conflict-free environment work harder and are less likely to quit. An excellent work environment promotes productivity, performance and organizational sustainability. According to Lee and Ha‐Brookshire (2018), there are major dimensions of diversity and religion in the workplace. Organizational citizenship behavior is another behavioral component that shapes the personality of organizations. An employee who feels valued will work hard and for the benefit of the company. Philippians 3:20 speaks of citizenship. Philippians 3:20 says, “Our citizenship is in heaven, and from there we wait for a Savior, the Lord Jesus Christ” (ESV). The scripture passage speaks about our relationship with God and fellowship within the Church according to the rules described in the Bible. ConclusionDue to the expansion and challenges associated with globalization, it is more important than everthat managers get involved in organizational change. Organizational behavior requires a large amount of interaction with people from different backgrounds, cultures, beliefs and values. Managers who are able to engage employees, improve work relationships, set realistic expectations, and reduce employee job stress have been shown to be more effective and productive. Organizational behavior has proven to be a very complex and relevant business concept in all organizations. It is important for managers to learn and control human behavior inside and outside the organization. Hopefully, this article will familiarize the reader with concepts related to organizational behavior. Additionally, readers should have gained a better understanding of culture, organizational design, employee motivation, and citizenship behavior. According to Foss (2019), an organization can accomplish its mission systematically if all structures, processes, people, and practices are properly aligned. According to Groen, Wilderom, and Wouters (2017), employee engagement is an important measure of job performance that can be increased when employees are allowed to provide feedback on measures that affect their work. This will lead to high scores on organizational surveys that measure job satisfaction and employee motivation. There will be a major shift in the thinking of leaders and managers of organizations in the coming years, as people learn to adapt to new technologies and increasing business competition across borders. Managers who can embrace diversity and inclusion have the ability to break down cultural barriers and increase employee social awareness. Employees should feel pressured to perform and trust their leaders to meet their needs. Researchers argue that citizenship behavior should be the focal point of any individual or organization's lasting success. According to Burton and Obel (2018), a good organization must be designed based on empirical evidence found over decades of research. The design of the organization must take into account modes of communication, control and decision-making methods. Foss (2019) believes that these organizations should have a top-down leadership hierarchy that understands the costs and benefits of the business. Recommendations Some preliminary recommendations for any organization experiencing high or low performance or productivity would be for managers to engage more in their organization. . Eliminate conflict by sharing information effectively, offer rewards and encourage knowledge sharing. Managers should work to increase employee retention and find different ways to boost morale. Ensure employees are aligned with organizational policies that build a culture of inclusion. Keep in mind: this is just a sample. Get a personalized article from our expert writers now. Get a Custom Essay Focus on a two-way communication system so that workers can express their views. and ideas. Provides an organic culture or environment that supports innovation and provides opportunities for professional growth. A reward and recognition policy must be implemented to encourage workforce excellence. Managers are recommended to accept challenging leadership positions that embrace diversity. The organization must develop programs for.