Misbehaviour Should Be Accepted In Organisations Commerce Essay

Misbehaviour Should Be Accepted In Organisations Commerce Essay Normal behaviour in an organisation has been analysed by many university experts and management theorists. These people believe that these positive activities contribute a lot to the organisation. Hard-work and discipline are good examples. However, the opposite theory misbehaviour in organisation behaviour is attracted by more and more people in a modern well-run organisation. The purpose of this report to ascertain what is a well-run organisation, what the accurate definition of misbehaviour is, and how misbehaviour influences a well-run organisation. After we have researched this theory comprehensively, it will be clear to see the reason why companies accept misbehaviour and how misbehaviour can create a positive effect in modern companies. The scope of this report will cover employees misbehaviour in the workplace and the relation between management hierarchy and workers. 2) Definition of a well-run organisation: The key characteristic of an organisation is that it is an purposefully organised group, department or family to achieve present targets set in the decision making state, and organisational present constitute member should adapt to the change of exterior or interior situation in order for the organisations survival. Generally, an organisation must be able to effectively implement and integrate with some controlling power for the successful continuation of the organisation. (Wilson Ronsenfeld, 1990). Organisations are always expected to successfully achieve targets in the process where from output to input, it then of course depending their resources should be used appropriately. Otherwise, an organisation is not only supported to be successful but also to be effective related to the output, involved in their final result and target. There are some related factors that could improve organisational performance, such as increasing profitability, improved service delivery and to maximise efficiency in key activities. In addition, efficient organisations must ensure that it reaches a satisfactory target, understanding the clients demand and requirements, and are compliant to specific requirements, adaptable in the change of exterior and the demand situation. (Mullins, 2007). 3) Definition and classification of misbehaviours: Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Yoav Vardi and Yoash Wiener 1996). However, all errors, mistakes, or even unconscious negligence do not constitute organisational misbehaviour, despite the bad effect it produces in the organisation. We will be focusing on individuals who are directly and intentionally involved in some form of misconduct in a well-run organisation. But this phenomenon may also come from a group of individuals or indeed the organisation itself. Organisational misbehaviour may also change in different situations and it can be functional or dysfunctional, positive or negative, short term or long term; it depends on the circumstances and manner of acting. The organisational misbehaviours are grouped into 3 major categories: misbehaviours that are intended to benefit the self, misbehaviours that intend to benefit the members employing organisation as a whole and misbehaviours that intend to inflict damage and be destructive. Misbehaviours that are intended to benefit the self are internal and often victimise the employing organisation or its members. Examples of such misbehaviour is the distortion data, the stealing and selling manufacturing secrets, the harassment of others, misleading customers and sabotaging processes. Misbehaviours that intend to benefit the members employing organisation as a whole are for the most part external in nature, usually directed toward outside victims such as public agencies, customers, social institutions, or other organisations. This sort of misconduct is self-serving and organisations members will take benefit of this cheating. Falsifying records, cheating governments and the misleading of customers belong to this category of misbehaviour. Misbehaviour that intends to inflict damage and be destructive can be both internal and external with the main goal being to hurt others or the organisation, to cause minor or considerable damage, both visible and invisible such as mistreatment, sabotage and theft. 4) Why can we accept misbehaviours in well-run organisations? Organisational misbehaviour can be as minor as being late for work, or as serious as theft, such as the stealing company resources. One research done in 2003 in the United States for example, claimed that over 95% of all businesses experience employee theft, with an estimated loss of $25 billion every year. Before we discuss whether or not misbehaviour is acceptable within an organisation, we should first know the source or reason of such behaviour. Peter Michael Blau, an Austrian sociologist and theorist, produced many theories about social phenomena and population structures. One of them, namely the Social Exchange theory, explains organisational misbehaviour. The Social Exchange theory is a combination of theory of economics, psychology and sociology, used to explain social behaviour of humans, based on exchanging benefits between two parties. When putting this theory in a workplace, it explains that the relationship between employees and employers are built based on the exchanging of benefits. Employees devoted their effort and time to work in exchange of their salary paid by their employers. When one party gives more to another, it is expected to receive more in return. There are both material and non-material benefits. Financial rewards or salaries for employees are both material benefits. Whereas, non-material benefits can be appreciation from managers and supervisors, or merely a certain level of support. Employees might receive their salary each month but they might not receive non-material benefits as frequently, such as job satisfaction. Employees have the potential to feel mistreated, causing the relationship between employees and employers to be ruined. When employees feel that they are unfairly treated in the workplace, while there is little chance that they can come forward or take a stand against their employer, the only way employees can repay such mistreatment is to engage in organisational misbehaviour. Understanding the reason of organisational misbehaviour, we then know why we should accept such behaviour other than taking eliminations and punishments. As an unkind action will repaid by an unkind response, making misbehaviour counter-productive. 5) Advantages of misbehaviour: Despite the fact that misbehaviour can be destructive, misbehaviour can also be seen a useful tool for well-run organisation. The hierarchy can see the dysfunction in the organisation: In the organisation, an employee will not always obey their superior; they will argue their point if there is something wrong or if they simply have a different opinion. It is preferable if the management can clearly see the dysfunction in the organisation. Therefore, the management is forced find the best way of preventing mistakes in advance of any challenges to their decisions. Increasing the rules, procedures, and bureaucratic control: Misbehaviour in an organisation also can be explained there are some leaks in the regulation of the organisation. For instance, in some organisations, discrimination is a normal situation. Regardless of race discrimination or the discrimination between the upper class and the lower class, there must be set rules to control them, in order to treat everyone equally. The management need to be in control of the organisation because misbehaviour will arise if ignored. As a result, the potential for misbehaviour encourages improved control by the management. Hierarchy need more concern to their employees: In certain situations, there will be a conflict when employers feel that they are unimportant, or indeed they feel that they are not totally involved in the organisational culture and feel uncomfortable in their position. Therefore, the organisation could understand they need to pay more attention to their employees and ask their opinion. When these employees feel that they are important to the organisation and they can contribute to the organisation, they will be more obedient and productive. Stimulate innovation and adaptation: Innovation is a very important part in an organisation. Misbehaviour means people challenge the status-quo, the result being that they misbehave. To stimulate innovation and adaptation not only benefit the organisation but also its employees who are stimulated by new challenges. Increasing the quality of decision making: Should one person make a decision independently of others, this course of action will ultimately cause others to challenge it. Many people will have differing opinions which they will want to put forward. To gather and coordinate the employees differing opinions on finding the best way to deal with a given issue will increase the quality of the decision making process and will remove the chances of disobedience, as the employees can voice their opinions. 6) Conclusion: Based on the information we have gathered, including the text book and internet sources, we have come to the decision that misbehaviour should be accepted in a well-run organisation. Organisations should emphasise misbehaviour as well good behaviour. Employees work for organisations, the aim employee working is variety, but in common the aim is to earn money to support themselves and their families. On the other hand, the employer has the employee, that is an equivalence exchange. Bosses should not be angry if an employee misbehaves with economic efficiency. An organisation is consisted by group, and a group consists of employees. Due to different backgrounds and different learning capacities, these people will definitely conflict when their opinions differ. The upper management power need rules and regulations to stop the dysfunction in a well-run organisation. Overall, satisfaction for employees is very important in well-run organisation, because employees may misbehave if they feel dissatisfied with the working conditions and management decisions. Companies are willing balance the benefits between the employer and employee. At last, employees can make a valid contribution to the organisation and enhance the companys productivity and competitiveness in the markets in which it competes.

Ray Charles Robinson Essays -- Soul Music Biography Musician Essays

Ray Charles Robinson Ray Charles Robinson, more commonly known as Ray Charles (to avoid confusion with boxer Sugar Ray Robinson), was born in the southern city of Albany, GA on September 23, 1930. He was a prolific, multi-talented singer, pianist, bandleader, and composer who, when on stage captivated his audience not only by his musical ability, but also because he was a blind, African American man. He was given the nickname â€Å"the Genius† for his capability of combining the music of gospel, jazz, pop, country and rhythm and blues (R&B), known as â€Å"soul music.† Charles began going blind at around age five, and had completely lost all eye sight by age seven. The cause of his blindness was never confirmed, but most believe it was due to glaucoma. By then, his family had moved to Greenville, FL, and Charles had already begun playing the piano. Charles’ mother never took pity on him, she began teaching him things even before he became completely blind. He never saw his being blind as a weakness, and that helped him out tremendously as a child and into adulthood. He soon began attending the St. Augustine School for the Deaf and Blind, as a charity student, where he perfected his piano skills while learning how to play various other instruments. He also learned how to read and write music, type, and compose scores in Braille. Both of Charles parents were dead by the time he was fourteen, and at age fifteen he was orphaned and left St. Augustine to begin his professional music career. For almost two years, he played for local bands in Florida, but then he headed to Seattle, WA which has been said to be the turning point in Charles’ personal and professional career. During the ear... ...lobe Award nominations. Works Cited "Charles, Ray." Encyclopedia Britannica. 2005. Encyclopedia Britannica Online. 22 Jan. 2005 < http://search.eb.com/eb/article?tocId=9022591&query=RAY%20CHARLES&ct= >. "Charles, Ray." Encyclopedia Britannica. 2005. Encyclopedia Britannica Online. 22 Jan. 2005 < http://search.eb.com/ebi/article?tocId=9310645&query=RAY%20CHARLES&ct= >. Ray Charles: The Official Site. Comp. Chad Hanson, Ira Merrill, and Raenee Robinson. Mar. 2001. RCR Production, Inc. 22 Jan. 2005 < http://www.raycharles.com/ >. "Ray Charles." Ed. Larry Sanger, and Jimmy Wales. Wikipedia: The Free Encyclopedia. 15 Jan. 2001. Wikipedia Online. 22 Jan. 2005 < http://en.wikipedia.org/wiki/Ray_Charles >. The History of Rock 'n' Roll. Comp. D K. Peneny. Mar. 1998. 22 Jan. 2005 < http://www.history-of-rock.com/ray_charles.htm >.

Management Essay

1) What forces for change are evident at the Oconomo plant? (5) The forces for change that are evident at the Oconomo plant are the callenges dealing with high labor cost. As a result Lamprey is deciding to lower wages from $16 to $1.60 per hour. Also the union and Oconomo are disagreeing with this new change taking place with the wages. 2) Which of the forces in force-field analysis do you think would be more powerful than the other in this situation? Between the two forces I think the Driving Force would be more powerful than the other in this situation. The greatest force that drives the company to expect change is that it’s operating at a high cost and instead of giving returns it’s giving out loses. As a result, the aim of the company is to make changes so that it can appreciate profits in the future. In additional to there being high cost the thing that needs to be understood is that in order for the company to meet its operations it must realize some of the returns from what it has invested. Having invested in the company the managers and shareholders should expect that the company is going to provide sufficient returns which will be shared and at the same time enable the company to stay in the market. There also exist the risks of the competitors who are in the market currently. For the company to make it in the market, it must change its working conditions so that they fit with the current market situation. Another problem is the workers point of refusing to cooperate. The company is planning to reduce the amount of pay it’s going to provide to its workers with a significant drop. This is a great problem which workers are not ready to accept the desired change of the company. Another force for change is that competitors are in the market and of late they have threatened the company from the services and products that they are providing to the society. Quality is one thing that the company should look at so as to retain its market segment else the upcoming companies will outperform the company. 3) What is the primary type of change needed – changing â€Å"things† or changing the â€Å"people and culture†? The primary change that is appropriate at the moment is changing the people and their culture. The reason as to why changing people and culture is of importance to the company is that having changed people all other things will work accordingly. People’s culture is of importance in the way the company operates simply because if the culture or people fit in the objectives of the company then all other things will be in place. People are the main target of any given business set up. This means that in changing anything that is in respect to the company’s operations then the people and their culture is the initial thing that should be taken into consideration. Another thing is that having changed people’s perception competitors will have no say because you would have drove the attentions of the market to your operations. 4) What do you think is the underlying cause of the union leaders’ resistance to change? Union leaders are resistant to change due to a single reason which the company is reluctant to handle. The reason as to the resistance is that Oconomo plant has plans to provide workers with less wages which they feel they cant live within that budget. Looking at some companies which are emerging, union leaders are not ready to accept the change simply because those companies are giving out wages which are high and the quality of services and products that they have is almost outdoing the one Oconomo plant is providing. Jim has a hard time of convincing union leaders on what should be done. What he is supposed to do is to give union leaders the risk behind getting a new job if they lose the one they have. There are so many people in the town who are looking for job. Also, he should convince them to work as the negotiation is being carried out for a better change. There are benefits that workers get from the company and if they resign, such as medical and insurance benefits, then they will no longer get until they get another job.

Uses of Scientific Methods in Business - 1174 Words

Uses of Scientific Methods in Business Uses of Scientific methods in Business An Overview: Scientific research serves us to comprehend the world around us, how things work and why certain things look or act the way they do. Scientific research consists of intrusiveness, observations, experiments and evaluations. It attempts to use these to answer questions about what causes differing phenomena. It is important to note that scientific research does not provide absolute solutions to questions, but preferably gives apparent answers based on, evidence gathered and contemporary knowledge. New information can lead to the denial of ideas previously believed to be true. This article is about applications of scientific methods in Business.†¦show more content†¦Executives and managers who use business research methods are able to better understand their company, the position it holds in the market and how to improve that position. Scientific methods can be applied in Business in many dimensions. And they can flourish business in number of ways. Few of them are as follows ï ‚ · Improving standards of competition: The fundamental way to keep ahead of competition is through exceptional thinking; perpetual innovation; entrepreneurship; creativity; and more complete problem solving and decision making. Through which entrepreneurs can meet global challenges with more complete problem solving and decision making skills. Organizations productivity can be enhanced by encouraging employees to learn and use scientific methods. ï‚ · Provides training for change and innovation: It encourages entrepreneurs to re-establish their thoughts, ends aimless wandering, helps ideas transforming shape, motivates self-confidence and helps them to avoid snap judgments. It provides tracks for change and innovation, etc. ï‚ · Improving performance chart: It enables how to manage and how to plan basic problems. 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