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Challenges Opportunities in OB

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8 views12 pages

Challenges Opportunities in OB

Uploaded by

amansaad272
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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INTRODUCTION

TO
O R G A N I Z AT I O N A L
B E H AV I O R
CHALLENGES
AND
OPPORTUNITIES
IN
ORGANIZATIONAL
BEHAVIOR
RESPONDING TO
GLOBALIZATION
Working with people
from different Working in Working for
countries different different
countries countries
MANAGING WORKFORCE
DIVERSITY
• This refers to employing different
categories of employees who are
heterogeneous in terms of gender, race,
ethnicity, relation, community, physically
disadvantaged, elderly people, etc.
• The primary reason to employ
heterogeneous category of employees is to
tap the talents and potentialities,
harnessing the innovativeness, obtaining
synergetic effect among the divorce
workforce.

CHALLENGE
The major challenge for organizations is to
become more accommodating to diverse
groups of people by addressing their different
lifestyles, family needs, and work styles.
IMPROVING QUALITY AND
PRODUCTIVITY
• Quality is the extent to which the
customers or users believe the product
or service surpasses their needs and
expectations.
For example, a customer who purchases
an automobile has a certain expectation,
one of which is that the automobile engine
will start when it is turned on.
If the engine fails to start, the customer’s
expectations will not have been met and
the customer will perceive the quality of
the car as poor. The key dimensions of
quality as follows.
LABOR SHORTAGE

• A labor shortage means there are more jobs than people out of work.

•
Retain skilled labor – HOW?
IMPROVING CUSTOMER
SERVICE
• OB can contribute to improving
organizational performance by
showing drat how employees’
attitude and behavior are associated
with customer satisfaction.

• In that case, service should be the


first production-oriented by using
technological opportunities like a
computer, the internet, etc.

• To improve the customer service


need to provide sales service and
also the after-sales service.
EMPOWERING PEOPLE
• The main issue is delegating more power and responsibility to the lower level cadre
of employees and assigning more freedom to make choices about their schedules,
operations, procedures and the method of solving their work-related problems.

• Empowerment is defined as putting employees in charge of what they do by


eliciting some sort of ownership in them.

• Movement implies constant change an increasing number of organizations are


using self-managed teams, where workers operate largely without a boss.

• Due to the implementation of empowerment concepts across all the levels, the
relationship between managers and the employees is reshaped.

• Managers will act as coaches, advisors, sponsors, facilitators and help their
subordinates to do their task with minimal guidance
COPING WITH
TEMPORARINESS
• In yesteryears, there used to be a long period of stability and occasionally
interrupted by a short period of change, but at present, the change process
is an ongoing activity due to competitiveness in developing new products
and services with better features.

• Everyone in the organization faces today is one of permanent


temporariness. The actual jobs that workers perform are in a permanent
state of flux.

• So, workers need to continually update their knowledge and skills to


perform new job requirements.
WORK-LIFE CONFLICTS
A number of forces have contributed to blurring the lines between
employees’ work life and personal life.
• First, the creation of global organizations means their world never sleeps.
At any time and on any day, for instance, thousands of General Electric
employees are working somewhere.
• Second, communication technology allows employees to do their work at
home, in their cars, or on the beach in Cox’s Bazar.
• This lets many people in technical and professional jobs do their work
anytime and from any place.
• Third, organizations are asking employees to put in longer hours.
• Finally, fewer families have only a single breadwinner. Today’s married
employee is typically part of a dual-career couple. This makes it
increasingly difficult for married employees to find the time to fulfill
commitments to home, spouse, children, parents, and friends.
Should the employees of a chemical company
blow the whistle if they uncover the discharging
its untreated effluents into the river are polluting
its water resources?

Do managers give an inflated performance


evaluation to an employee they like, knowing
that such an evaluation could save that
employee’s job?
IMPROVING ETHICAL
BEHAVIOR
• The complexity in business operations is forcing the workforce to face
ethical dilemmas, where they are required to define right and wrong
conduct in order to complete their assigned activities.

• The ground rules governing the constituents of good ethical behavior has
not been clearly defined, Differentiating right things from wrong behavior
has become more blurred.

• Following unethical practices have become a common practice such as


successful executives who use insider information for personal financial
gain, employees in competitor business participating in massive cover-ups
of defective products, etc.

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