Organizational Behavior Issues in College Of Business

Companies and institutions as they grow from a small establishment to a large establishment, some issues accompany their growth, which gives them a hard time to deliver on their mandates. Organizational behavior issues range from institutional structure to individual interactions. However, personal interactions form the primary source of the organizational problems as people working together end up having different aspirations coupled with their origin, level of education, and level of tolerance to other people’s opinions and diversity. In an institution where there are many parties involved, a precise and concise mission statement is vital to enable the institution to move in one direction without strain or some people feeling left out. In an event, some feel left out, and the composite measure should be taken to resolve the issues before they escalate to a more significant hindrance. The college of business is faced with several issues ranging from bad management to weak individual interactions. The following issues are evident in the case study.

Lack of Organization culture
Lack of motivation
Poor communication
Poor conflict management and resolution
Organization structure and change
Decision making
Demographic and cultural differences
Individual attitude and behavior
Understanding people
Poor management of stress

Lack of organizational culture

From the case study, it is evident that the college of business (COB) lacks a clear mission statement as each new permanent deans comes out with their procedures, which to some work and others fail. When the mission statement is clear and well understood, the college leadership and junior staff move in Unisom in delivering the objectives. According to Morcos (2018), culture means the shared values of the people in the company. These values help in regulating employees, customer service quality, and also how they are close in meeting the overall institutions’ mission. The cob mission is to teach business to many students and also introduce more fields to cater to market demand, however, it seems this is not the case as each new dean has a different perspective from professors who are teaching the students. Moreover, despite the cob giving the freedom to teach and make decisions freely, it did not create a strong team since when the dean left, everything crashed, and the interim and new permanent dean all came with their unique ways of running the college.

Organizational culture is essential in that it helps in reducing conflicts among workers. According to Saylor(2020), culture is invisible to people. However, it affects how people behave and think. Moreover, when employees a chance to compare other organizations’ cultures, they seemed to have an excellent opportunity to be aware of their own establishments’ culture. By use of the P-O-L-C framework, leaders of any college or department can plan, organize, lead, and simply control their juniors. However, in the cob culture can be cultivated in various ways that would enable in meeting the desired goals. Major culture dimensions that can be employed include innovative, team-oriented, outcome-oriented, and also stable cultures. Creative culture helps in bringing new ideas to the college that would enable the smooth running of the institution. Outcome-oriented norms emphasize results, while our stability culture will assist in coordinating and aligning people’s efforts to greater levels of efficiency.

Demographic and cultural differences

The college depicts an environment with many people who hold different multicultural behaviors that are required to be tolerated by all people to bring the institution to a familiar path. Diversity in the college varies from the level of education to cultural differences, also age, religion, and gender. Discriminating people basing their diversity is a criminal act in many countries, especially race, gender, and disability; therefore, many institutions such as cob have a mandate to accommodate all people despite their origins. However, the college seems to adapt to this diversity, which, in some instances, has helped in achieving their goals. Allowing women in the leadership has helped the college to improve their public accreditation; also, it helped in improving levels of creativity in the management as the female dean is depicted to have initiated several changes that brought major achieves in her tenure.

Managing different people is a challenge, but when a leader adopts tolerance, they stand a better chance of leading the organization. Diversity has various benefits as it helps in creative decisions, also helps in understanding between faculty lectures and other non-teaching staff as well as students. Moreover, tolerance to different people’s opinions helps institutions in improving their performances as well as creating a satisfied workforce that is capable of meeting the set-out goals. The college is recommended to increase more diversity, especially in leadership, which will help in achieving more.

Conflict manament\

Conflicts in a workplace are frequent, which at some point are positive, but they largely bring negative energy to the organization. It is prudent for any organization to have a conflict resolution mechanism that would enable in ironing out differences before they escalate to a bigger problem. Conflicts are brought about by various reasons which include multicultural behaviors, personal aspirations as well as inadequate communication. The college has several instances of conflicts that arose from its own ambitions and understanding of issues. The female dean who left due to poor performance compared to other institutions was a failure to resolve the arising problems which were brought much late by her juniors. If the items were resolved earlier, the college could not have faced the reduced number of foreign students as well as reduced quality of education.

Conflict management and negotiation should be carried out by selected people either grouped into committees or disciplinary committees. To resolve these conflicts, mana leadership to have these committees sit right from the source of the conflict. Departmental committees should first address the differences and should only refer the matter to a higher office if the conflict magnitude is more prominent or is out their powers. Other potential causes of conflicts within the college were limited resources that lead to overworking of lectures, an organizational structure that was somehow disjointed and lacked a clear mission. However, these problems could be rectified in the future by employing a conflict resolution mechanism that will resolve ragging matters in a short time. Yet, conflicts have a positive side as they help in giving different opinions on different issues. Interpersonal conflicts bring new ideas, clarification of issues, and increasing participation and creativity. To achieve this without causing the negative side, the college could build up opposing force such as competitions within the faculties or departments: hence the ideas given can help in improving the overall college performance. Idea difference within an establishment can be of help or can cause ruthless results as well; hence proper mechanisms to identify them should set to handle them before they metamorphosize to other problems.

Understanding people

Organizations employ different people who come with different personalities, knowledge, and also personal ambitions. Managing people with different characters is very difficult, mainly when one introduces religion and race in the mix. The college, due to international marketing, has received different people around the globe who come with different multicultural behaviors. Managing ambitious people in the workplace is difficult, especially when they are at the top in management. The female dean is said to be ambitious and energetic; hence when she was making mistakes, no one was eager to rectify her.

On the other hand, she seems to have lost contact with her juniors’ capacity to handle her ambitions ad also lost connection with the reality as she entered into politics without knowing. According to Youshan and Hassan (2015), understanding workers’ personalities is critical as it helps in making sure the organization meets the set goals successfully. Failure of the institution deans to understand their characters, as well as their juniors, lead to some leaving the top seat unceremoniously, leaving a trail of negative views from juniors.

Understanding self-traits, as well as personal capacity and skills, is very imperative as it helps in making decisive decisions and consequently reduces conflicts. Skills alone cannot make one a great employee, even if one has the highest education credentials. However, their personalities, coupled with relevant skills, will help them be good workers if well understood and managed, especially the Big Five Traits (Klinger and Mallon, 2015). Moreover, giving the correct task to an individual helps in maximizing skills and reduce conflicts; this helps in complementing each other in the workplace (Khan et al., 2012). in the context of the college, the management has the mandate of employing and giving the correct task to individuals that conform with their capacities and, to some extent, those tasks that will not interfere with their personal life to reduce stresses.

Individual attitude and behavior management

The workplace environment affects people’s behavior and attitude, depending on if they like it or not. Behavior-attitude combination affects overall personal performance; hence when employing workers, their behavior traits are very worthwhile to note-taking. The college at first seems to have a “don’t care” dean who did not supervise juniors well hence gave too much freedom that consequently led to the deterioration of the institution. The general behavior and attitude of the workforce was not to effectively deliver nor give new ideas but just attending classes. They also seemed to be satisfied and secure with their jobs; hence no need to work extra hard to improve the standards. Moreover, the female dean came with a strong attitude, which ended her career as she made more mistakes; her behavior also appeared to have changed due to her aggressiveness.

Attitude and behaviors of people are determined by their personalities and work relationships with other people as well as the establishment. Employee attitude towards an organization is based on its commitment to achieving its goals (D’sSouza and Poojary, 2018). The college should employ people with the right attitude as it will help in achieving its goals. However, a person may have the right attitude, but the job may change their behavior completely, and also behavior can lead to change attitudes( Sharda et al., 2019)

MOT

Organizations across the globe face the challenge of making their employees go extra harder with minimal supervision as well as low resources. These efforts are meant to improve performance. However, the motivation given by the management is not sufficient for the workers to push more, but also personal motivation is required to meet the expected targets. Employee motivation is, however, an organizational strategy whereby a company gives its workforce relevant needs to make them push harder, which may include fare pay as well as new skills by intrinsic learning through experienced workers or workshops (Khan, Ahmed, Paul & Kazmi, 2017). Motivated workers help an establishment in meeting the set goals as well as bringing new ideas and creativity.

The college of business is exhibiting well-skilled staff who, however, fail due to negligence, failure of their superiors as well as the college as a whole. For instance, when the workload was exceeded beyond normal. Some tutors left the college; this was due to demoralization caused by the college management. Moreover, lack of communication also causes a lack of morale to work due to unclear instructions (Rusu & Avasilcai, 2014). To improve employees motivation, the management department should select a competent dean who will intern help the junior staffs to work proficiently; this can only be met through setting the clear mission and goals as well as having proper communication channels through competent human resource management office (Ismajli, Zekiri, Qosja & Krasniqi, 2015). Moreover, keeping employees is very vital as it helps in retaining skills, furthermore paying well these skills will help in preserving a well as motivating them to increase their output (Mahajan, 2015). therefore it is essential to keep employees motivated as they can make an institution prosper or make it fail, for the college management, maintaining a happy workforce is eminent in retaining the college’s regional competitiveness as well as attracting foreign students and doing more researches.

Prop[er communication channels

Communication is crucial in an organization as it helps in relaying information, which includes instructions and ideas. Successful organizations keep their communication channels open and wide to aid in keeping their horizontals and vertical communication active(Argawal & Garg,2012). Excellent communication helps management in setting out clear messages and goals to juniors; also, it helps staff to share information among themselves hence reducing conflicts and misunderstanding. The college scenario, though there were set out channels, at some point the communication seems to have broken. The top management did not listen to the woes of tutors who were overworked by an increased number of students and courses, which in return lead to reduced enthusiasm to work while some left other colleges.

Moreover, communication was hampered by the presence of many multinationals in the college though however, they ended up resolving. However, the major hurdle was communication between the committees and also the executive committee. The problem could be ego, lack of understanding of each other, or even lack of capacity to handle tasks given.

Given the importance of communication in the college, all relevant players are required to keep their differences aside and, after that, streamline their aspirations towards improving the institution’s performance cohesively. Hargie argues that communication has a lot of importance as it helps in improving working relationship, decreases absenteeism, reduce staff turnover, creates job satisfaction, and increases performance among other benefits (2016). Moreover, communication is a management function that helps in creating, sharing, and interpreting ideas, feelings, and facts (Markovic & Salamzadesh, 2018). Communication helps in strategic management; therefore, since the college is having a competition with other like institutions, it is prudent for the administration to effectively communicate their strategic management measures to assume overall competitive advantage (Kelvin-iloafu, 2016). Finally, effective communication helps institutions in delivering messages to their workers without hindrance and also in return, helps the juniors to share ideas with their seniors. Moreover, excellent communication alleviates conflicts and misunderstandings.

Decision making

Decision making in the college seems to be left to a few top management personnel. This, in return, has caused conflicts as the majority of employees were not involved. This top brass was a close-knit of professionals who looked for each upon a problem. This could be the reason they selected themselves and each time failing on small issues. Management of such a big institution requires proper decision-making channels that will help full participation of all groups. Effective decision making enhances the performance of an organization; hence the top management should not take the sole responsibility of making choices as they might make mistakes; thus, rational decision making should be applied (Al Shra’ah, 2015). For a proper decision making process, the college could adopt either majority or consensus rule where groups are allowed to air their views(panpatte. However, some decisions are left to senior management in an event the issues being dealt with requires decisive action.

Decision making is part of human beings’ life and is similar to organizations in day-to-day activities. The college decision making should be spread across all levels. According to Marchisotti, decision making is both rational and intuitive: rational as sometimes it requires practical experience while intuitive decision making does not have any competence-based research (2017). However, the college has done tremendously in allowing women in the hierarchy to make decisions. Hence, going forward, the college should involve all multicultural groups in making crucial steps that affect them. Moreover, several models can be adopted by the college in ensuring the decision making is effective, which includes, an ethical model which alleviates emotions, normative model suited for quantitative judgments while administrative model which looks for choosing alternatives. However, it reduces the quality of the decision made (Velma, 2014). Finally, decision making is critical in any organization as it helps in relaying vital information among the workers; hence the model adopted should be efficient and competent to deliver quality decisions.

Managing groups and teams

Group management is very vital in a big organization as it helps to improve efficiency as smaller groups are simple to manage. Moreover, decision making is easy as few people are involved. The college has endeavored to create groups through faculties, departments, and other non-educational groups. This is an essential activity as it has helped in specialization and effectiveness. These smaller groups help in reducing conflicts among them as communication is faster as well as conflict resolution. However, the team formed to lead the college at the management level seem disjointed and are working to cater only to their interest rather than college improvement.

Teams are essential in that they are formed with a specific mutual goal. Teams are usually in small in number; hence cohesiveness is enhanced, and performance is achieved (Contu& Pecis, 2016). Teambuilding helps in improving cohesion within workers of different departments as well as understanding each other. On the other hand, groups works within a given division for a long time where they sometimes work with a common goal, and sometimes each person with different purposes (Asci. There are distinct differences between teams and groups in the workplace. Groups have a formal leader while the team has a temporary leader, also in groups, each member has specific responsibility while the team members share responsibilities zoltzn. Workgroups and teams represent basic organizational structures est up by to help in achieving set goals and overall performance of the establishment.

Managing stress

It is the responsibility of management to ensure its workers work in a stress-free environment. Workplace stressors are occasions that cause stress that causes a mental or physical response. Workplace stress can reduce performances; hence measures to reduce stress by the use of professional counselors are critical (Panigrani. The college workers are said to have been overworked, and that could have led to tension among the affected personnel. This eventually reduced their performance as well as their motivation. The top causes of work-related stress include poor work organization, low pay, job content, interpersonal relationship, and also organizational culture and roles NCBI. Moreover, work-family stress erupts when one is demanded more in the workplace and has less time with the family, also known as inter-role conflict (NART & BATUR, 2014). Reducing work-related stress involves the use of different measures such as reviewing and revising job policies, creating a supportive climate, and also improving communication ( Washington University, 2014). Taking actions to help a person reduce workplace stress is an advantage tom the organization and also the health of the employee.

Conclusion

Organizational behavior issues are very diverse and very critical as they determine the performance of individuals. Effective management requires noting all these issues to enhance institutional performance. Human resources are the epicenter of any organization; hence its management is vital as they help in attaining the goals. Moreover, keeping the relevant skills and also reducing employees’ turnover is essential in retaining good employees and also decreasing the frictional time a new employee takes to learn the culture of the company. Therefore keeping a happy workforce requires various actions that will help in alleviating conflicts, dysfunctions, misunderstanding, and also the stress-free environment.

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