What is Participation? Pre-requisite for Successful Participation.

Participation: Participation is an important vehicle for empowering. Participation is the mental and emotional involvement of people, in group situation that encourages to group goals and share responsibilities for them.

Participation is a sharing process that may increase the powered of both employees and the manager, because power is an expendable a verity of benefits for both employees and employers.

Level of Participation: Following are levels of participation, which is listed down:-

=> Informative Participation,

=> Consultative Participation,

=> Associative Participation,

=> Administrative participation, and 

=> Decisive Participation.

Pre-Requisites for Successful Participation: The successful participation is directly related to how well certain pre-requisites conditions are met as follows:-

• There must be time to participate before action is required participation is hardly appropriately in emergency situations.
• The potentials benefits of participation should be greater than the cost.
• The subject of participation must be relevant and interesting to the employees will look upon it merely a busy work.
• The participation participants must mutually able to communicate to talk each other;s language in order to be able to exchange ideas.
• The participants should have the ability, such as intelligence and technical knowledge to participate.
• Neither party should feel that its position is threatened by participation.
• Participation for deciding a course of action in an organization can take place only within the group's area of job freedom.

Herzberg's Motivation Two Factors Theory.

According to the Two Factors Theory of Frederick Herzberg people are influenced by two factors. Satisfaction and psychological growth are a result factors of motivation factors. dissatisfaction was a result of hygiene factors. Herzberg developed this motivation theory during investigation of 200 account and engineers in the USA.

Hygiene Factors: Hygiene factors are job factors that can cause dissatisfaction if missing but do not necessarily motivate employees if increased. Pry working condition supervisors company policies fringe benefits these factors help prevent dissatisfaction.

Motivation Factors: Motivating factors intrinsic factors, such as achievement, recognition, the work itself, responsibility, advancement and growth. People will be either satisfied or not satisfied. Achievement responsibility work itself recognition growth advancement these factors promote satisfaction.

The following table present the top six factors causing dissatisfaction and the top six factors causing satisfaction, listed in the order of higher to lower importance.

Factors Affecting Job Attitudes

What is Organizational Environment? Discuss Various Types of Organizational Environment.

The organizational environment is the set of forces surrounding an organization that have the potential to affect the way it operates and its access to scarce resources. The organization needs to properly understand the environment for effective management.
Scholars have Divided these environmental factors into two main parts as,
A) Internal Environment,
B) External Environment.

 

      A) Internal Environment: The internal environment consists of the organization's owners, board of directors, regulators, physical work environment and culture. In the internal environment include strength and weakness of an organization. Trade union, Management, Current employee, Share holders. 

     B) External Environment: In the external environment include opportunities and threats of an organization. In the external environment include legal, physical economic, technology, social, political, culture. The external environment consists of two layers. They are:

                1) Task Environment:    2) General Environment.

i) Task Environment: Task environment is composed of the specific dimensions of the organization's surrounding that are very likely to influence of the organization. It also consists of five dimensions: Competitors, Customers, Employees, Strategic, Planners and suppliers.

ii) General Environment: General environment is composed of the nonspecific elements of the organization's surrounding the might affect its activities. It consists of five dimensions: Economic, Technological, Sociocultural, Political-Legal and International.

What is Communication? Discuss Importance of Communication.

Communication: Communication is derived from the Latin word :communis" which means to "to share" that is shearing of ideas, concepts, feelings and emotions. Communication is a linking function between two or more person. Communication is a meaningful transfer of information from one person to another.

According to Newman & Summer, "Communication is the transfer of ideas, feelings, opinion and emmotion between two or more person."

According to Jaques, :Communication is the sum total of directly and indirectly consciously and unconscious transmitted feelings.

According to Barher, "Communication is a dynamic, ever-changing, unending process by which people transmit information and feelings to other."

Importance of Communication: Effective communication is a building block of successful organizations. In other words, communication acts as organizational blood. The importance of communication in an organization can be summarized as follows:

• Promotes Motivation: Communication promotes motivation by informing and clarifying the employees an bout the task to be done, the manner they are performing the task, and how to improve their performance if it is not up to the mark.
• Source of Information: Communication is a source of information to the organizational members for decision-making process as it helps identifying and assessing alternative course of actions.
• Altering Individual's Attitudes: Communication also plays a crucial role in altering individual's attitudes, i.e. a well informed individual will have better attitude than a less-informed individual. Organizational magazines, journals, meetings and various other forms of oral and written communication help in molding employee's attitudes.
• Helps in Socializing: Communication also helps in socializing. In today's life the only presence of another individual fosters communication. It is also said that one cannot survive without communication.
• Controlling Process: As discussed earlier, communication also assists in controlling process. It helps controlling organizational member's behavior in various ways.

What is Organizational Development? Discuss Organizational Development Process.

Organizational Development: Organizational development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization's effectiveness.

According to Newstrom & Keith Davis."Organizational development is an intervention strategy that uses group processes to focus in the whole culture of an organization in order to bring about planned change."

According to Schmuck & Miles,"Organizational development can be define as a planned sustained effort to apply behavioral science for system improvement, using reflexive and self analytical methods.

Warren Bennis describe organizational development as," A complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so that they can better adapt to new technologies, markets, and challenges."

Organizational Development Process: The organizational development process is complicated and it takes long time to complete the process. It takes minimum of one year and sometimes continues indefinitely. There are different approaches to organizational development process but the typical process consists of seven steps.

• Initial Diagnosis: It is necessary to find out the professional and competent people within the organization to plan and execute OD activities. If Competent people are not available within the organization the service activities analysis of documents and reports for diagnosing the problem.
• Data Collection: Survey method is used to collect the data and information for determining organizational climate and identifying the behavioral problems.
• Data Feedback and Confrontation: Data collected are analyzed and reviewed by various work groups formed from this purpose in order to mediate in the areas of disagreement or confrontation or ideas or opinions and to establish priorities.
• Selection and Design of Interventions: The interventions are the planned activities that are introduced into the system to accomplish desired change and improvements. At this stage the suitable interventions are to be selected and designed.
• Implementation of Intervention: The selected intervention should be implemented. Intervention may take the form of workshops, feedback of data to the participants, group discussions, written exercises, on the job activities,  redesign of control system etc.
• Action Planning and Problem Solving: Groups prepare recommendations and specific action planning to solve the specific and identified problems by using data collected.
• Team Building: The consultants encourage the employees throughout the process to form into groups and teams by explaining the advantages of the teams in the OD process, by arranging joint meetings with the managers, subordinated etc.
• Inter Group Development: The consultants encourage the inter group meetings, interaction etc, after the formation of groups/teams.

Conclusion: The organization finally has to evaluate the OD programs, find out their utility, and develop the programs further for correcting the deviations and/or improved results. the consultants help the organization in this respect. All the steps in the OD process should be followed by the organization is order to derive full range of OD benefits.

Overcoming Resistance to Change.

Overcoming Resistance to change: There are several thing of overcoming resistance to change. They are given below:

• Education: Educations employees always effective for resistance to change. An organization want to good result from those educated employees. They have to ability to reduce any kind if resistance.
• Communication: Resistance can be reduced through communicating with employees to help them see the logic of a change. This tactics basically assumes that the source of resistance lies in misinformation or poor communication. If communication is continue then and established changing process.
• Participation: Participation is the most effective technique for overcoming resistance to change. This is managing an organizational resistance to change very effectively.
• Facilitation: Several facilitation procedures are also advisable. For instance, making only necessary change, announcing change will be advance can help reduce resistance to change.
• Support: Change agents can offer a range of supportive to reduce resistance.
• Negotiation: Another way for the change agent to deal with potential resistance to change to exchange something of value for a lessening of the resistance.
• Manipulation: Manipulation refers to convert influence attempts. Manipulating is more attractive, withholding, undesirable, information and creating false to get employees to accept a change are all examples of manipulation.
• Cooptation: Cooptation is to "buy off" the leader of resistance group by giving them a key role in the change decision.
• Selecting People Who Accept Change: We can reduce resistance by selecting people who accept change.
• Coercion: Last on the list of tactics is coercion. That is the application of direct threats or force of the resistance. The other examples of coercion are threats of transfer, loss of promotions, negative performance evaluation and poor letter of recommendation.

What is Organizational Change? Sources of Resistance to cahnge.

Organizational Change: Change is any altercation occurring in the work environment that affects the easy in which employees must act. These change may be planned or unplanned, catastrophic or evolutionary, positive or negative strong or weak, slow or rapid stimulated either internally or externally. Regarding of their source, nature, origin, pace or strength, change can have profound effects on their source, nature, origin, pace or strength, changes can have profound effects on their recipients.

Many authors have define organizational changed. Which are listed below:

Newstrom & Keith Davis,"The team work change refer to any altercation that occurs in the overall work environment."

Kast &Rosenziweih,"Organization inevitable change because they are open system inconstant interaction with their environment.

W.M. Glueck,"To change an enterprise is to make the enterprise different in some way in order to better achieve its objectives."

Source of Individual resistance to change:

1. Habit

2. Security

3.Economic Factors
4. Fear of the unknown
5. Selective Information Processing
Sources of Organizational Resistance to Change:
1. Structural Inertia
2. Limited Focus of Change
3. Group Inertia
4. Thereat to Expertise
5. Threat to Established Power Relationship
6. Threat to Established Resource Allocations.

What is Leadership? Function of a Successful Leader.

Leadership: Leadership is the art of influencing people so that they will strive willingly and enthusiastically toward the achievement of groups goals. The ability to influence people toward the attainment of organizational objectives.

According to H. Koontz & O' Donnel."Leadership may be defined as the ability to exert interpersonal influence by means of communication towards the achievement of a goal."

Function of a Successful Leader: Different functions of leaders-

• The leader is the top coordinator of the various activities of the group.He is responsible for the execution of the policies.
• A leader is expected to be the source of readily available information and skills.
• The leader should be the controller of in-group activities.
• To frame and formulate group goals and policies.
• A leader serves as an example to the group as how they should be and how they should do.
• He is looked upon as a father figure to whom the groups look upon for identification for transmission for feeling of submissiveness.
• The leader serves as ideologist for the group. He is the source of beliefs for the group members.
• A leader serves as planner about the ways and means by which a group could achieve goals.
• A leader is the representative of its group to other groups for external relation and communication.
• A leader has the power to give rewards or punishments to the group members for their work whatever is appropriate for smooth functioning of the group.
• A leader also serves as a target for group aggression of frustrated and disillusioned group members. A leader is target of positive as well negative reinforcement also.
• To give thoughtful attention to the needs of people for satisfying relationships, to lead to a comfortable friendly atmosphere and work tempo.
• The leader should be readily available to all employees so establish effective subordinate superior relationship.

Model of Organizational Behavior

There are five model of organizational behavior, such as-

1. Autocratic Model,

2. Custodial Model,

3. Collegial Model,

4. Supportive Model, and 

5. System Model.

Autocratic  Model: The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.

Custodial Model: The basis of this model is economic resource with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive co-operation.

Collegial Model: The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.

Supportive Model: The basis of this model is leadership with a managerial orientation of support. The employees is turn are oriented towards job performance and participation. The employee need that is met is recognition. The performance result is awakened drives.

System Model: An emerging model of organizational behavior is the system model. It is the result of a storng search for higher meaning at work by many of today employees. They want more than a pay-check and job security from their job. In this model helps for gowning sense of community among co-worker. Under the system model manager try to convey to each other that you are an important part of your whole system. We sincerely care about of you. We want to join together to achieve a better product or service local community and society at large. Make friendly environment, self motivation of the employee. They take responsibility to achieve their own goals. Trust to the employee psychology co-operative explain the best model of organizational model.

Organizational Culture. Types and Characteristics of organizational culture.

Organizational Cultural: Organizational culture is the pattern of shared values, beliefs and assumptions considered to be the appropriate way to think and act within an organization.

Schein perceives culture as whole which keeps the organization together. Culture is an integral part of the organization which all employees agree on, is and define as:

"Culture is that pattern of basic assumptions that a given group has, found or developed during a learning process owing to problems with external adaption and internal integration."

-Culture is shared

-Culture helps members solve problems

-Culture is taught to newcomers

-Culture strongly influences behavior.

Types of Organizational Culture:

• Dominant Culture
• Sub Culture
• Strong versus Weak Culture
• Organizational Culture versus National Culture

Characteristics of Organizational Culture:

• Innovation and Risk-Taking: The degree to which employees are encouraged to be innovative and take risks.
• Attention to Detail: The degree to which employees are expected to exhibit precision, analysis, and attention to detail.
• Outcome Orientation: The degree to which management focuses in results or outcomes rather than om technique and process.
• People Orientation: The degree to which management decisions take into consideration the effect of outcomes on people within the organization.
• Team Orientation: The degree to which work activities are organized around teams rather than individuals.
• Aggressiveness: The degree to which people are aggressive and competitive rather than easygoing.
• Stability: The degree to which organizational activities emphasize maintaining the status  in contrast to growth.

Organization, Organization Behavior, Objectives, Goals and Forces of organizational behavior

Organization: An organization is a collection of people working together in a division of labor to achieve a common purpose. the core purpose of an organization is the creation of goods and services.

An organization is a consciously coordinated social unit, composed of a group of people that functions on a relatively continuous basis to achieve a common goal or set of goals. Manufacturing and service firms are organization and so are schools, hospitals, churches, military unit, retail stores, police department, volunteer organizations, start-ups, and local, state and federal government agencies.

Organizational Behavior: Organizational behaviour is such a discipline which provided the organizational behaviour list to find out some ways and means a view to establish acceptable behaviour.

      According to J.W. Newstrom and Keith Davis,"Organizational behavior is the study and application of knowledge about human behavior in organization as it relates to other system elements, such as structure, technology and the external social system."

Objectives of Organizational Behavior: There are many objectives about organizatioanl behavior some are given below:

• To establish a social system in the organization.
• To determine the motivation level of employees.
• To encourage the people, to work enthusiastically in the organization.
• To create an environment for the development of effective leadership.
• To develop effective group behavior among the employees.
• To identify the reasons for conflict and to resolve the conflict.
• To find out the reasons for frustration and reduce or eliminate the reasons.
• To increase the moral of employees of the organization.
• To maintain the organizational environment favorable for the work.
• To find out the ways for effective organizational development.

Goals of Organizational Behavior:

1. Describe          2. Understand           3. Prediction              4. Control

Forces of Organizational Behavior: A complex set of forces affects the nature of organization. Four key forces are---

1. People: People make up the internal social system of the organization as individual and group.
2. Structure: It is define as a formal relationship and use of people in organization.
3. Technology: It is the resources with which people work and affect the tasks that they perform.
4. Environment: All organization operate within an internal and external environment, govt, family, society, other organization, unions etc. are part of environment.