Essay on Organizational Behavior Management

2021-07-19 01:19:58
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Management entails numerous thing, beyond the execution of the mandates. It encompasses the actual administration of the organization regarding the type of activity involved, and most importantly, it touches the prudent management of the workforce. Some agency typically ignores the authority of the employees rendering the companies into possibilities of failing (Terry, 1975). The section of the directorate which concerns with the welfare and management of employees in discussed under organization management. When the administration wants to make employees behave systematically, team management comes into full play. Organizational behavior management is, therefore, a discipline which involves the investigation of the impact an individual, group, and structures have on behavior within an organization (Organisational Behaviour, 2010). The purpose of applying this idea is important in improving the organizational effectiveness.

Organization behavior management is implemented in numerous successful business organization in the world like Google, Facebook, Coca-Cola, among others (Organisation Behaviour, 2004). The idea, skills, and practice of the behavior management have been a crucial strategy for most of their breakthrough in the market. However, there are a couple of organizations which are thriving due to lack of incorporation of the organization behavior management. Among them is Nike company, Nike has been having numerous challenges and complaints raised by employees concerning the practice management.

The type of workforce in Nike Company is concerned with the making of generally making of sports shoes, costumes, and balls. The company has been doing well, but of late, numerous issues have erupted ranging from organization to ethics (Nieto and Perez, 2000). The most recent issue in Nikes activity is the cutting off of two percent of the workforce. With the massive number of employees employed by the company, it is sad to image the inconveniences that would be caused. The problem might not be entirely on Organization behavior management. However, there is a glimpse of the truth that it is one of the challenges that affected Nike (Nieto and Perez, 2000). Besides the behavioral, there is diversity issues in the company. Nike is a worldwide organization, and the issues of diversity should not be highlighted. In most instances, they try to arrive in a particular country the sub-branch is located. Diversity issues have not been rampant though, but few have been noted taking root within the company.

It wasn't very long ago when Nike Company was shamed publicly for its poor labor practices to the level where the company was severely tarnished the company's image and hurt sales. As from 2005 to present, the Company is still posting its standard, commitments, and organization behavioral management (Mullins, n.d.). There is always a code of conduct and ethics governing the behavior in the Nike Company. Though the organization behavior is under a question for the above misconduct, the general code of conduct and ethics applied. The code of conduct spells out how the employees are expected to protect the property of the company. There are also the other prominent modes of behavior which ensure there is always respect among the worker, colleagues and the clients and customers. Having said that, the contentious issues could be on the conduct of the employees, which are not well managed because of lack of well-structured strategies.

Nike companies lack structures that should be dealing with the behavioral and diversity issues. Such strategies are critical in ensuring there is the smooth operation of everyday activities (Hayes, 2001). Describing the type of diversity management strategies that the organization employs. Diversity management is the approach of applying the best practices in an organization with proven results to seek, create and find an inclusive and diverse workplace. When the strategies and ideal and Successful, it should directly link the diversity progress to business results. Debatably, the identified diversity management strategies depend on the commitment from the sides of leaders like supervisors, managers, and employees. Additionally, it should encompass the group, organization and at the individual levels (Ha-Vikstrom, 2017). The goal of diversity management strategies should be to support all staff to the objectives and plans of comprehensive diversity management.

The reason why Nike might be lacking the diversity management strategies is due to severe competition and lack of framework for dealing with recruitment. Based on merit, diversity should be considered at the point of recruiting the employees into the organization (Geller, 2003). Another reason why it could be lacking the lacking the diversity management strategies is the weak missions, vision, and objectives of the organization. When the mission and vision of the organization are not addressing issues to with diversity, the effects are revealed in the implementation. Additionally, Nikes interest has always been profit making, and they have considered diversity issues to be of less importance. All these reasons, plus much more should be addressed for the success of the company shortly.

A lot can still be done to restore the face of Nick in the market again. Numerous ideas can be put in place in ensuring that the stated challenges are addressed. The management should recognize and appreciate the different diversities of the employees. Such acceptance should be extended to the workers themselves through encouragement and developing an interest in the diverse cultures (Distelhorst, Hainmueller and Locke, 2017). The next strategy can be the fair action when dealing with a colleague at the workstation. When fairness is seen in action at all levels of the companies, issues do with diversity will be forgotten. It should be done regarding facilities allocation, type of assignment distribution and payment according to the merit and work were done. Besides, all the employees should focus on themselves, and determine whether they are striving towards eradicating diversity issues at work.

There should be employee assessments as a strategy for dealing with diversity in Nike Company. Managers and business owners should conduct employee reviews and evaluations. Attitude, especially when working with others, should be put into consideration when conducting the evaluation (Brooks, 2009). When it is discovered that work is delegated based on race, ethnic or tribe, then the management should promptly address that. Some issues about employees should also be identified and used when assessing their performance. Finally, there should be the encouragement of interaction among the employees. The issues of diversity can be identified and discussed in a no confrontational manner.

It is worth noting that organizational behavior management and diversity management are some important aspects of an organization that significantly determine the success of any business organization. The strategies should be put in place to help in addressing the issues to ensure stable organization.

Reference

Brooks, I. (2009). Organisational behaviour. Harlow, England: Prentice Hall/Financial

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Distelhorst, G., Hainmueller, J. and Locke, R. (2017). Does Lean Improve Labor Standards?

Management and Social Performance in the Nike Supply Chain. Management Science,

63(3), pp.707-728.

Geller, E. (2003). Organizational Behavior Management and Industrial/Organizational

Psychology. Journal of Organizational Behavior Management, 22(2), pp.111-130.

Ha-Vikstrom, T. (2017). People-, Process- and Goal-Focused Leadership Behaviour: An

Empirical Study in a Global Company. Management, pp.75-103.

Hayes, S. (2001). The greatest dangers facing behavior analysis today. The Behavior Analyst

Today, 2(2), pp.61-63.

Mullins, L. (n.d.). Management & organisational behaviour.

Nieto, M. and Perez, W. (2000). The development of theories from the analysis of the

organisation: case studies by the patterns of behaviour. Management Decision,

38(10), pp.723-734.

Nieto, M. and Perez, W. (2000). The development of theories from the analysis of the

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Organisation Behaviour. (2004). New Age International.

Organisational Behaviour. (2010). Himalaya Pub. House.

Terry, P. (1975). Organisation behaviour. Industrial and Commercial Training, 7(11),

pp.462-467.

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