Essay Sample on Organizational Behavior Models

Introduction

Organizational behavior is the study of the individual behavior in an organization, the interface between the individuals' behavior and the organization and more significantly the organization itself. The organizations tend to develop various techniques or models basing on the determined person behavior. The models rely on the assumptions which the organizational behavior management portrays concerning its people and the goals and missions. The models of the organizational behavior operate under the behaviorist, cognitive and social learning approaches. Thus the different models of the organizational behavior are the autocratic, custodial, collegial, supportive and the system models. Different administrations opt to utilize one of these models so that they can achieve their set goals and objectives without deviating from their mission. Therefore, this paper will focus on the best appropriate behavior that I would adopt in the organization and the ways these elements impact the employees' behavior in the organization.

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In my organization, I would adopt the collegial organizational model since it has some elements of the supportive models and its employees and the management work towards achieving a particular goal. The model develops an appropriate environment in the organization which makes the employees feel they are the stakeholders or partners in the organization. Due to the conducive environment, the workers view their managers as their contributors and not the bosses (Griffin& Moorhead, 2011; Huczynski & Buchanan, 2010; Secchi, 2015). This would help in ensuring the tasks carried out in the organization run smoothly without being pressured by anyone. A favorable environment would help the employees to have a close relationship with each other thus sharing information which would help in propelling the company to the next level.

The collegial model instils teamwork among the employees on the organization. Through the partnership, the workers follow their responsibilities since it is their obligation leading to the achievement of the set goals and objectives which are set by the organizations' management. Employees who adopt teamwork will work for hand in hand with the management and inquire from the managers the steps to undertake so that they can deal with specific issues in the organization. Due to teamwork, the workers table their ideas and discuss them into details thus helping in decision making concerning various issues. Employees work on the company's projects as a team since they have a close relationship with each other hence increasing the work-flow speed. Also, workers feel that they have a sense of belonging to the organization thus making them want to be on the winning side as the setbacks and challenges will be bearable (Juceviciene, 2009; Van Maele & Van Houtte, 2011). Therefore, the collegial model would help in developing oneness in the organization leading to teamwork.

The employees in the organization utilizing this model have job satisfaction hence making them be committed to the actions they undertake in the organization. Due to job satisfaction, employees end up producing quality work which ensures the company achieves their set goals and the objective. Job satisfaction in this organization is brought about by the respect which is showed to the employees by the management. Since employees are satisfied with the job, they become committed and work wholeheartedly ensuring they achieve the best from the services they provide to clients. For example, the competitive pay in an organization makes the workers feel valued thus having fewer reasons to search for jobs in other companies (Ashraf, 2012; Cameron & Whetten, 2013; De Dreu & Nauta, 2009). Job satisfaction helps the company to acquire the maximum profits from the services they disseminate to the clients thus creating a stronger bottom line.

The model assumes the set of values which are held by the employees in the organizations. The benefits of these employees guide the managerial responsibilities thus making the organization focus on the specific goals. In the collegial model, the employees and the managers discuss some justification in the organization until they arrive at a particular policy and aims to govern tasks for the institution. Also, during the decision-making process the management has to create small groups among the employees so that everyone's idea can be heard (Creighton, 2007; Walumbwa & Schaubroeck, 2009). For example, in institutions such as schools, the democratic element of being listened to lies on the allegiance that is owned by the employees in particular departments.

Conclusion

The collegial model has various elements which made me adopt it in the organization. The model ensured that employees were given a chance to participate in making decisions since they were among the stakeholders of the company. Participation in the decision-making process helped the management in knowing the thing which affected employees and needed to be addressed. The model also supports the organization in creating teamwork among the employees thus ensuring that tasks are carried out quickly and efficiently. The partnership has helped in improving the company's productivity as it develops a close relationship with the employees making the organization to acquire maximum profits from the services it provides to the clients. Therefore, this model would propel the organization to greater heights since the employees and management speak in one voice thus being united.

References

Ashraf, G. (2012). A Review on the Models of Organizational Effectiveness: A Look at Cameron's Model in Higher Education. International Education Studies, 5(2), 80-87. Retrieved from https://files.eric.ed.gov/fulltext/EJ1066736.pdf

Cameron, K. S., & Whetten, D. A. (Eds.). (2013). Organizational effectiveness: A comparison of multiple models. Academic Press. Retrieved from https://onlinelibrary.wiley.com/doi/abs/10.1002/pam.4050030351

Creighton, T. (2007). Organizational change in the field of education administration. Connexions, Rice University. Retrieved from http://www.opentextbooks.org.hk/ditatopic/17925

De Dreu, C. K., & Nauta, A. (2009). Self-interest and other-orientation in organizational behavior: implications for job performance, prosocial behavior, and personal initiative. Journal of Applied Psychology, 94(4), 913. Retrieved from https://www.factorvijf.eu/wp-content/uploads/2012/04/dedreu-nauta-2009-self-interest-and-other-orientation-jap-f65c7c.pdf

Griffin, R., & Moorhead, G. (2011). Organizational behavior. Nelson Education. Retrieved from https://www.amazon.com/Organizational-Behavior-Ricky-W-Griffin/dp/0538478136

Huczynski, A., & Buchanan, D. A. (2010). Organizational behaviour. Harlow, UK: Financial Times Prentice Hall. Retrieved from https://ebrary.net/2814/management/models_organiational_behaviour

Juceviciene, P. (2009). The alternative trajectories towards the learning organization. Social Sciences (1392-0758), 64(2). Retrieved from https://www.researchgate.net/publication/228421217_Towards_learning_organization_in_agricultural_higher_education_in_Iran

Secchi, D. (2015). A case for agent-based models in organizational behavior and team research. Team Performance Management, 21(1/2), 37-50. Retrieved from https://www.researchgate.net/publication/276729570_A_case_for_agent-based_models_in_organizational_behavior_and_team_research

Van Maele, D., & Van Houtte, M. (2011). Collegial trust and the organizational context of the teacher workplace: The role of a homogeneous teachability culture. American Journal of Education, 117(4), 437-464. Retrieved from https://psycnet.apa.org/record/2011-15969-001

Walumbwa, F. O., & Schaubroeck, J. (2009). Leader personality traits and employee voice behavior: mediating roles of ethical leadership and work group psychological safety. Journal of Applied psychology, 94(5), 1275. Retrieved from https://www.ncbi.nlm.nih.gov/pubmed/19702370