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The article intends to familiarize scholars with aspects of organizational behavior (OB), both theoretical and practical. Most importantly, the reader should understand the concept of OB in a broad and divergent context. It is noteworthy that this article is a guide for facilitators enlisted to serve at an adult education institution. They define the concept as a term related to the study of dynamics present at individual and organizational levels, in addition, to the nature of the organizations individually. It informs that OB comprehends and projects factors that come into play whenever persons interact within the organizational setting. Its importance increases by the day since persons from different cultures work together on numerous occasions (Ashraf, 2011).
It is written to educate persons running adult education centers and staff members therein, enabling them to manage their institutions competently. This translates to equipping administrators with crucial principles regarding concepts, which aid governance procedures undertaken by the firm. OB also results in organized and systematic methods.
Consequently, the writer aspired to encourage the adoption of OB in institutional management, including such a facility he cites as a case. These results from the numerous advantages he quotes as he writes this publication. Most importantly, the writes emphasize the importance of this model in present-day management.
The concept breaks down several facts adequately, for example, redundancy, impartiality, and sustainability, which are necessary when devising methods of regulating undesirable acts at the workplace. In addition, operations are carried out easily in such institutions, due to the sense of direction offered by embracing OB.
Additionally, these institutions provide quality service to their customers. In this case, such schools have higher enrollments, since patrons receive improved significance for currency as compared to other institutions. Technically, the ground holds across all institutions applying principles of OB. Such firms receive positive reviews and experience increased customer traffic at all times. This implies a guaranteed source of income for the firm, spelling financial bliss during its existence. It also positions the firm strategically, enabling diversification and other expansion measures whenever the need arises.
Improved workplace relations also result from such a move. This is because structures guaranteeing channels of communication are clearly defined. This implies the existence of responsive management teams and cooperation among employees themselves.
Reaction to the article
This is a tremendous job by the author, by discussing most aspects of the topic exhaustively. The omission of several factors bearing unrivaled importance as regards this topic. Models of OB comprise an integral facet of the course. They occur in four modes, custodial, collegial, autocratic, and supportive.
Autocracy implies a power that includes a managerial orientation of influence. The realization of subsistence needs translates to minimal results. Summarily, employee orientation centers on obedience and dependence on the superiors. Custodial models economic resources based on funds and other economic resources. This implies employee orientation studies focused on benefits, protection, and reliance on the employing firm. Passive cooperation results from employees since it satisfies appointee security needs.
Collegial OB exists in cooperation with managerially oriented teams. This includes proper manners and personal discipline. Staff members realize actualization needs, making moderate enthusiasm the expected result. Lastly, the supportive model also features this category. It covers leadership anchored on managerial orientation. Orientation centers on workplace participation and performance. Awakened drives and impetus result from applying this mode of OB in a working atmosphere.
Ashraf, T. (2011). Organizational behavior. Unesco.org. Web.