Employees make different opportunities depending on the environment and policies of the organizations in which they work. There is a need to study employee behavior regarding the company policies ad environment in which they operate.
The investigations of factors that lead employees to make certain choices can help me as a student of organizational behavior. It may help me have proper knowledge of the driving factors of the organization’s employee behavior. Brinsfield and Edwards (2020) reported that employees don’t wake up from their homes and report to work and behave differently. The investigation may help my career as I will know what instigates certain behaviors among employees.
Employees typically have how they want things to be done in the organization they work for. Owusu-Ansah (2018) maintained that it is advisable to listen to employees’ quest and consider them when in high-level management table of decisions. Many insights can be retrieved from the investigation that in the future at my workplace can influence my organizational decision making on behaviors. The study is an asset when I am involved in administrative policymaking. I can incorporate what the employees expect to be in the policy to ensure there is an excellent working environment and relationship between the management and employees at other levels.
Service organizations need to include customer needs and requirements in their quest for effectiveness assessment. Furman, Gibelman, and Winnett (2020) reiterated that service organizations thrive by providing better services to people, which earns them positive reviews. For significant business, they must ensure that customer satisfaction is the fast in the list for consideration. A service organization’s effectiveness largely depends on the quality services they provide and how the customers review their services. Therefore, in examining the organization’s potential, it is a requirement to include whether the organization has the required market for an operation that is gauged on accommodating the customer requirements and expectations on the services provided.
Workforce diversity means the differences and similarities among the employee force in terms of heterogeneity. Cho, Kim, and Mor Barak (2017) maintained that the mixture of people with different cultures, races, ages, gender, and ethnicities forms workforce diversity. The critical managerial skill needed to ensure that workforce diversity works is creating an inclusive work environment for all. For an organization to perform well, there is a need for true unity at the workplace, no matter the diversity of the organization’s employees. This is the only skill that will ensure the organization accomplishes its mission for which it was created.
Organizational behavior is essential in promoting corporate activities. To ensure the organization aims are achieved, there is a need for unity because of its diversity. Managers need to ensure that there is proper inclusion of employees to ensure uniformity in performance at their workplaces.
Reference
Brinsfield, C. T., & Edwards, M. S. (2020). Employee voice and silence in organizational behavior. In Handbook of research on employee voice. Edward Elgar Publishing.
Owusu-Ansah, S. (2018). Employee engagement and job satisfaction: An exploratory qualitative study of retail industry managers (Doctoral dissertation, Colorado Technical University).
Furman, R., Gibelman, M., & Winnett, R. (2020). Navigating human service organizations: Essential information for thriving and surviving in agencies. Oxford University Press.
Cho, S., Kim, A., & Mor Barak, M. E. (2017). Does diversity matter? Exploring workforce diversity, diversity management, and organizational performance in social enterprises. Asian Social Work and Policy Review, 11(3), 193-204.