Management and Organisational Behaviour †Free Samples to Students

Question: Discuss about the Management and Organisational Behaviour. Answer: Introduction: The main aim of practising management theory in an organisation is to understand and evaluate the need of planning in an organisation and emphasizes the effectiveness of proper planning in terms of achieving the goals of the organisation. Management deals with dynamic, uncertain, and ambiguous situations. Management deals with relationships in organisations, that are complicated and manages all the crisis of the organisation (Mullins and Christy 2013). The growth of management theory practise is to influence the organisation to follow a proper planning that would ensure good outcomes as well as manage the organisation at the time of crisis. Taylor was the one to consider management as a process, which with its scientific approach leads an organisation to success. His principle of management theory initiates a revolution by broadly evaluating the role of the manager in an organisation (Mullins and Christy 2013). Mintzberg was the one to explain the role of a manager as someone who is in charge of directing an organization in a proper way so that it can be able to achieve goals. For a manager in any public, private and non-profit organization, having the ability to follow an informational and decisive role is very important to influence the organisational behaviour. The goal of management is to support not only the customers, but also the organisation including culture, structure and process. The main aim of management theory is to e stablish flexibility at the work place and reduce the crises of the organisation. The importance of good structure and consequence of deficient structure: The management theory implies that organizations are manufactured and are constantly in an evolving type having no fixed mechanical systems (Mullins 2013). They follow certain structures, but those structures cannot be separated from the processes of the system. Contingency approach is the only way to ascertain the breakthrough of the management practise and theory of an organisation. Diverse situations are unique and it requires a managerial response based on specific decisions, considerations and inconsistencies. The proper use of a management theory can be therefore claimed as contingent on a set of inconsistencies that allow the organisation to ascertain the required theory to the scenario and to the problems. Adapting any management theory to the organisational context is therefore enormously important for an organisation to develop an organisational culture and structure. Bad organisational structure of an organisation fails to reach the desired goal or manage any crisis. Malay sia Aviation Group Bhd follows a good organisation structure. In the book management and organisational behaviour, it is stated that for practising any management theory, the proper application of the selected theory or concept is extremely influenced by the situation. Any organization structure functions through many layers of management and then ascertains which is best in constant organisational conditions followed by routine operations. The stakeholders of Malaysia Aviation Group can be classified by the contribution of the organisation to the stakeholder relationship by attributions of power and influence along with the size of the organisation and its level of performance. The interests of any organisation with their stakeholders are ascertained by the objectives of the organization. In management and organisational behaviour Mullins and Christy implied the fact that The stakeholder relationship of any organisation like the Malaysia Aviation Group makes intangible contributions as well as includes certain sections of knowledge, ideas, con nections, financial connections and an effort of voluntary work. The practise of management theory stresses on the requirement for the development of constructive organizational culture and learning in every workplace like the Malaysia Aviation Group. The changing nature of workplace and the demand of flexibility to meet the challenges: This company unlike others has a human resource department that is in charge of the recruitment process. This particular department in any organisation announces the vacant position in the organisations using the various media and allows qualified persons to apply for the positions. The recruiting is done through a recruitment process, which involves checking of the skills and abilities as well as illustrating the experiences the candidates have. However, in today's world, the human resource department in any organisation assigns a complex reward system that motivates the workers to provide more input to the organisation, which will lead to more output in production. This in exchange ensures more competition in an organization that automatically increases the production levels. Human behaviour can be motivated through positive motivations. Hence, the human resource managers in any organisations are thus required to positively reinforce and utilize the process of reward to increase th e production. The application of the reward and recognition system leads a company towards improved production in the work places by motivating the employees to work with more enthusiasm. The way for organizations to ensure the need of competition is to make surethat the employees are following a continuously learning process, which will help them to be more productive as well as help the company to achieve their desired goals (Mullins and Christy 2013). For any organizations that want to stay in the competition, they must make sure that their employees learn the use of technology and use the same as their skills. They also need to practise agile workforce quickly adapts the changes of the market. As a manager, while hiring,the must seek for candidates who can be lifelong learners. Seeking for talent whodemonstrates the intention to learn new skills and develop their career will help the company to be successful. Looking for services thatspecializes in providing up-to-date technologies is very important for every organisation to ensure more productivity. There is often a problem about what the employees are learning and how that is helpful, this can be solved by setti ng tutorials where the employees can learn the use of the use of technology in a well defined manner. Learning always requires practice and learning something new for the employees require practicing as well. The significance of leadership in the work organization: Leaders in the selected organization, figure out the ways to evaluate and reward the agile talent, in terms of motivatingthe employees to learn and work with more efficiency (Mullins and Christy 2013). To weaken is to lose their place in the market and this is what the company follows. As professional leaders, they also play a role in ensuring the importance ofdigital wave. Neither the company nor the employee can stay constant; they must evolve to be more competitive. this can only be done with the help of the leaders and managers as they have the ability to guide the organisation towards the right decision. A team spirit is incorporated among the employees by the managers and leaders to ensure they can work together to achieve the objectives. In modern context, this principle is applied to increase the performance of the employees and enhance more efficiency in their work. Management theory has altered with democratic type where the views of each employee are taken into considerati on at the time of the planning. The leaders of this organisation regularly hold meetings to give a chance to everyone and listen to their views for the organisation. This has helped the organisation with increase of effective communication within the organisation. Leadership as Position: Position-based leadership describes that it is only where and which place the person operates and that is what makes them leaders. This definition clarifies the fact that the chosen leader is less important than their position. It is only the position that depicts the power of an individual. Leadership as Person: This particular type of leadership emphasises on the importance of thepersons character and how it helps the person to be an effective leader. Person-based leadership answers the question of who as a person an individual is and then ascertain how it will make them a leader. This particular approach requires the individual to have the capacity and intention to drive the employees towards the fulfilment of a common purpose by working together by inspiring them with confidence and trust. Leadership as Result: this particular leadership approach highlights the results of leadership. Results-based leadership highlights and brings out whatleaders do and how they do that. Leadership as Process: The definition of this particular leadership highlights the relationship between leader and practice. It is all about what and how the leaders do their work. Situational forces and variables in the style of leadership adopted: Leadership is not like management. This is because Management looks over leadership and includes planning, organising, staffing and controlling. No leaders will exist without followers, and those followers need the influence, persuasion and inspiration that will make them follow the leader. However, leadership is not domination and can be effective through supporting or coordinating behaviour. Leaders were made and when the leader is gifted with superior qualities that makes them different others than only it can be identified. The team members can be motivated to work more effectively when their leaders influence them. The best policy for the leader in any bad or good condition is to be directive, task-oriented. The success of every leader always depends on several factors, their character, management values, self-confidence, and capability, trust in his team and the ability to cope with stress. Any Particular style of leadership works effectively by dealing with some person only ra ther than others. The distracting Factors like rough personality and temperament constraints the leader to portray their effectiveness. Hence, Leaders must control their behaviour and maintain good and well-behaved orientation with their subordinates in order to take into considerations the problem of personality differences among the team members. Impact of leadership towards the organisational culture and changes towards the organisation: Organizational culture is a concept that was established or developed, by some people, in any organisations in order to, make them learn the process that helps in coping with stress, how to observe and how to think about the upcoming crisis. The organizational culture is limited to the viewpoint, ideals and values that the members of any organisation shares. Every organization requires a leader that is ready to commit to any challenge and encourage their followers and is a powerful influence for them. They help the employees to transform their work into productivity by showcasing a certain goal of future. Every leader takes an oath to bring change in the organization culture. Organizational leadership is an intended role in any business and it concentrates on other certain goals to increase the companys productivity. Leaders are always concerned about vision, path, and change. Therefore, leaders are always ready to work by adapting the upcoming changes by magnetizing the prospects an d contributing their effort for enhancing the productivity. Leadership and organizational culture are set to work together in Malaysia Aviation group, and here leadership plays a major role and is an effective factor that brings change in culture of the organization and foster the impact of it at the time of decision making by decision makers. Conclusion: For any organizations that want to stay in the competition, they must make sure that their employees learn the use of technology and use the same as their skills. They also need to practise agile workforce quickly adapts the changes of the market. The practise of management theory stresses on the necessity for the developing of optimistic organizational culture and learning in every workplace like the Malaysia Aviation Group. References: Alexander, K. ed., 2013.Facilities management: theory and practice. Routledge. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Burke, W.W., 2017.Organization change: Theory and practice. Sage Publications. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015.Managing and organizations: An introduction to theory and practice. Sage. J Mullins, L. and Christy, G., tenth edition., 2013.Management Organisational Behaviour. Pearson Education.