Why organisational behaviour skills are vital
Mar 21, 2011
HAVE you ever gotten up in the morning and thought, “I really don’t want to go to work today?†I think we all have at some point in our lives. You may also have had times when you have thought or said, “I hate my job. I hate where I work.†These feelings have nothing to do with you, your j
HR INSIGHT With Paula Kyabaggu Mukama
HAVE you ever gotten up in the morning and thought, “I really don’t want to go to work today?†I think we all have at some point in our lives. You may also have had times when you have thought or said, “I hate my job. I hate where I work.†These feelings have nothing to do with you, your job or your workplace.
The problem might be that your supervisor or manager is clueless about organisational behaviour management.
What is organisational behaviour, one may ask. Put simply, it is the way in which people react to other people and situations in a workplace.
A good manager will observe employees so that they are placed in suitable positions within the company.
The logic behind this is that if an employee is happy in their position and the situations they have to deal with, they will be more productive.
This is not only good for the business, but it also gives the employee job satisfaction. If you had an employee who was a young, shy, softly spoken boy, for example, you would not make him a debt collector.
Instead, you might place him in a low-stress customer service position that would suit his nature and help him to build self-confidence in dealing with customers.
However, organisational behaviour is not just about keeping employees happy. It is about putting people in a position that suits their personality and experience as well as helping employees to grow in a way that they become more of an asset to the business.
Aside from recognising the importance of placing employees in positions that will make them happy and productive, you also need to recognise people’s reactions to others. You may have an employee who is quite happy to have you stand over them while they show you something.
Others, however, may feel intimidated or uncomfortable by this, in which case it would be better for you to sit beside them rather than stand over them.
If you cannot recognise when a person is feeling uncomfortable in a situation, you will find that they will become distracted and, thus less productive.
So how do you recognise if someone is uncomfortable in certain situations? Body language!
If you are standing too close or if they are uncomfortable with you standing behind them, you will notice that the worker will move away from you slightly.
If you continue to make them uncomfortable, they will most likely pick something up and fiddle with it.
You may also find that they will lose their train of thought making it difficult to say whatever it was they were meant to say to you.
These are just some of the basics of organisational behaviour, but as you can see, they can have a huge impact on a person’s happiness and productivity in the workplace.
Good managers will learn about organisational behaviour to ensure that they can get the most out of their employees and keep them happy at the same time.
Email: eresources@consultant.com
HAVE you ever gotten up in the morning and thought, “I really don’t want to go to work today?†I think we all have at some point in our lives. You may also have had times when you have thought or said, “I hate my job. I hate where I work.†These feelings have nothing to do with you, your job or your workplace.
The problem might be that your supervisor or manager is clueless about organisational behaviour management.
What is organisational behaviour, one may ask. Put simply, it is the way in which people react to other people and situations in a workplace.
A good manager will observe employees so that they are placed in suitable positions within the company.
The logic behind this is that if an employee is happy in their position and the situations they have to deal with, they will be more productive.
This is not only good for the business, but it also gives the employee job satisfaction. If you had an employee who was a young, shy, softly spoken boy, for example, you would not make him a debt collector.
Instead, you might place him in a low-stress customer service position that would suit his nature and help him to build self-confidence in dealing with customers.
However, organisational behaviour is not just about keeping employees happy. It is about putting people in a position that suits their personality and experience as well as helping employees to grow in a way that they become more of an asset to the business.
Aside from recognising the importance of placing employees in positions that will make them happy and productive, you also need to recognise people’s reactions to others. You may have an employee who is quite happy to have you stand over them while they show you something.
Others, however, may feel intimidated or uncomfortable by this, in which case it would be better for you to sit beside them rather than stand over them.
If you cannot recognise when a person is feeling uncomfortable in a situation, you will find that they will become distracted and, thus less productive.
So how do you recognise if someone is uncomfortable in certain situations? Body language!
If you are standing too close or if they are uncomfortable with you standing behind them, you will notice that the worker will move away from you slightly.
If you continue to make them uncomfortable, they will most likely pick something up and fiddle with it.
You may also find that they will lose their train of thought making it difficult to say whatever it was they were meant to say to you.
These are just some of the basics of organisational behaviour, but as you can see, they can have a huge impact on a person’s happiness and productivity in the workplace.
Good managers will learn about organisational behaviour to ensure that they can get the most out of their employees and keep them happy at the same time.
Email: eresources@consultant.com