Q

Present assignment focuses on one of common issue within scope of organizational behavior i.e. managerial challenges.

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Introduction

Organisational behaviour is described as the characteristics or culture of a group or individual’s performance and attitude within the organisation and its impact on that organisation. According to Kitchin (Kitchin, 2017), this is referred to as a human tool for analysing, predicting, and controlling the behaviour of employees within the organisation. Further, it also focusses on improvising the employees’ behaviour towards attainment of organisational goal. While conducting research on the organisational behaviour, it is necessary to study the attitude of employees for the purpose of capitalising the skills and enhancing the overall organisational performance (Chumg, Seaton, Cooke, 2016).

The basic objects of incorporating organisational behaviour includes; countering economic burdens, overseeing workforce multiplicity, reacting to globalisation, refining customer service, improving efficacy and quality, creating a positive work environment, and improving employees skills. Nowadays, the present business environment has foster several challenges for the organisation, among which organisation behaviour issue is the major one. In most of the multinational companies, the HRM (human resource department) find it difficult to manage the entire employees and make their performance useful for the organisation. Since understanding of organisational behaviour includes many challenges as well as opportunities, it is therefore necessary for the management department to understand and resolve the issues at workplace in effective manner.  

In the present report, the focus is on one of the most common issue of organisational behaviour, related to the “managerial challenge”. The discussion is based on the learning based on experience while working in XYZ Company. In addition to this, the information presented are also correlated with ideologies, theories, and viewpoints collected from peer reviewed sources (Hashim, & Wok, 2014). Overall, the content of this report discusses explicitly the issues faced by managers related to cultural diversity, workforce management, and implementation of changes. Based on the analysis, further recommendation are described which could be applicable to any organisation. It is also believed that the information present here will be effective for other scholars and employees to manage the workforce effectively and achieve the organisational objectives.    

Managerial challenges: Common organisational behaviour issue

The study of organisational behaviour does not link with the emotions, as it is considered to be irrational. However, presently the managers focusses on the study of emotional intelligence, as it helps in understanding the behaviour of individual employees and any kind of organisational behaviour issue at the workplace. Emotional intelligence is basically grabbing an employee's emotions and analysing its impact on their behaviour. For instance, an emotionally intelligent employee holds a strong sense of self-awareness. One of the major organisational behaviour issues faced by most of the organisation is the managerial challenges. Moreover, managers who are well capable of understanding emotions have the capacity to; recognize mood swings in organisational behaviour, organisational design matrix, conflict resolution practices, and effective decision making models (Mester, Andrews, Allen, 2018). Managerial challenges describe the various issues related to organisational behaviour which are being faced by the managers on a regular basis, which are described in the preceding section. 

Firstly, the work force diversity is one of the most common and vital challenges being faced by the organisations while dealing with different employees. The major reason for this is the cosmopolitan nature of organisation and making the workforce heterogeneous diverse in terms of race, gender, and ethnicity (Davies, 2016). Apart from this, the employees also vary in some other way viz., physically handicapped, age, sexual orientation, cultural differences, and nativity. Earlier the members of these diverse groups were used to be in less population within any organisation, leading to fewer issues. However, with the increased usage of technological standards it is more common to find a common workplace with diverse group of people working on a common organisational objective. It is found that the gender roles and their expectation from job are often distinctive for different group of culture. Certain kind of non-verbal gestures may be taken as offensive or friendly based on different people. For instance, giving a polite tap on someone’s shoulder might be taken as an offensive act by some group of people, but not for others. With increase in globalisation, there is increase in employee outsourcing from other countries, which bring various people of different cultural backgrounds to a common workplace. Initially, the international employees will face problems in understanding the local language, culture and co-employees of the new organisation (Christina, Dainty, Daniels, 2014). In this case, the manager should take the entire responsibility to make these employees feel home-like environment. He/she should make them aware of the important local culture and language. Companies employing international employees should follow one common workplace language (especially English).    

On the other hand, diverse employees have increased within organization, which results into complex control at workplace. For instance, having diverse work force always receives frequent complaints from employees of facing discrimination in workplace. According to survey reports, 70 percentof the hourly employees in companies are women and 40 percent out of them complaints of facing gender discrimination. Discrimination based on gender is one of the major issue reported by most of the personnel because they are deprived of some opportunities and benefits. In our organisation, during 2000-2005, women employees are paid less as compared to the male employees, which directly reflects a sense of gender biasness. It is the responsibility of the management team to respect the diversity in their workforce and make ethical advantage of them. They need to move their philosophy of treating each employee equal to responding and recognising the needs of each diverse groups without discriminating them (Kitchin, 2017). 

Another issue is related to the varying demographics of workforce also create challenges for the managers. The various types of workforce demographics include: dual career couples, gender factor, and increasing young employees.   

• Dual career couples- in this situation, both the partners are pursuing their respective professional careers. In our organisation, employees are made to physically reallocate to different units when they are promoted to upper level positions. However, the dual career couples show hesitation in accepting such assignment and limit their flexibility. As a result, it hampers organisational flexibility in attaining and developing skill and talents (Garnero, Kampelmann, & Rycx, 2014).

• Gender factor- often stereotype people have the notion that women are suitable for traditional career like teachers, nurses, and secretaries. However, women are now successful in breaking this stereotype thinking by entering into male dominated professions like doctors, lawyers, and executives. They are also moving into sectors like engineering, information technology, and civil services. On the other hand, men are also entering into women dominated professions like cooking, nursing, textile designing, and fashion. These changes in gender job choice have their own impact on the HRM of the organisation. In our company, however, in recent time there exists several opportunities for the women employee to excel by contributing to the organisational objectives. 

• Increasing number of young employees- nowadays most of the employers prefer to hire young employees because of their work efficiency and technological knowledge. These employees have new ways of thinking and judging the world. They view differently about work and the employment relationships. They are ambitious, fresh, innovative and full of enthusiasm. These young people believe that one should work to live rather than live to work. They prefer a life according to their conditions, so the mangers should handle their personal needs with care.        

Another important issue within the scope of managerial challenge is related to the response for globalization. This is important because, inclusion of overseas employees in a team is common. The consideration of flexibility in work time, using motivational tools to encourage employees, and offering them value for their contribution are important traits required in this context. Likewise, understanding the individual requirement for driving positive environment at the workplace also is a challenging task for managers as the organisation.  

Conclusion

The present report describes the present-day organisational behaviour issues which are encountered by most of the multinational companies. It has been found that the company has been dealing major with the managerial organisational behaviour issues. Moreover, the company is not motivating its employees for performing their job responsibility effectively. It is also evident that the diverse workforce within the organisation is one of the cause which led create discrimination among the employees. In order to resolve these issues the management team of the company must focus on the reorientation of their management structure, which will later adopt a positive organisation culture. The management team should catered the needs and requirement of the employees for their satisfaction. Moreover, company should organise reward and recognition program for encouraging the workers so that they can refine their work performance (Goswami, & Goswami, 2018).  Therefore, it is necessary for every organisation to recognise and understand the OB challenges as it can only lead to effective strategic plan. Clarity of these issues will lead to an access of formulating plans, identifying talent opportunities and achieving goals. Organisational behaviour issues when addressed proactively will provide an opportunity for the company to create bright future or spell a disaster.   

Recommendation

The above discussion suggests that the organisational behaviour of the employees does not create a positive work environment. First of all, there should be effective leadership style as well as organisational policies for motivating the employees in order to improve their performance. If this does not work, the company can follow few more recommendations for effectively resolving the OB issues.

• First, the management team of company should focus on providing a standard and sufficient wage to employees for satisfying their psychological needs. The salary should be equivalent with the present economic status of respective country. 

• The manager should try to establish a two way communication relationship with the employees, so that they can freely express their problems, concern, ideas and views (Moen, Kojola,& Schaefers, 2016). 

• The middle level management should be well trained for improving their communication style with the employees. It is sole responsibility of the executives to motivate the employees for better work performance. 

• The management should focus on developing organisational culture which can support innovation, creativity, suggestions and provide sufficient growth for new opportunities. 

• In order to maintain talented employee retention and attract new workforce, there should be provision for career growth opportunities for the employees. 

• There should be provision for improving employee morale, and eradicating gender discrimination in workplace. With the purpose of implementing it effectively, the company has to create an anti-discrimination policy and make the employees to abide by it strictly. 

• It is the responsibility of manager to effectively and wisely distribute responsibility among workers and make them understand the aim of performing the activity will help in motivating the employees.

• Lastly, there should be provision in company for reward and recognition policy for encouraging the employees in achieving their excellence.   

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