CHALLENGES OF ORGANIZATIONAL BEHAVIOUR IN THE CONTEMPORARY NIGERIA SOCIETY AND ITS PROSPECTS


CHALLENGES OF ORGANIZATIONAL BEHAVIOUR IN THE CONTEMPORARY NIGERIA SOCIETY AND ITS PROSPECTS
INTRODUCTION
Organizational behavior describes the behaviors and attitudes of employees and the organization as a whole. Your company’s behavior does not just lie in the specific norms for individual and group behavior and the degree to which those norms are followed. It also matters what actual behavior patterns achieve for your small business in terms of employee performance and commitment to the organization. For example, you might wonder whether employee implementation of customer service policies is producing customer satisfaction.
Organizational Behavior is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives.
Organizational behavior is the manner in which individuals and groups act and relate with each other in the workplace. Various factors influence these acts and relations, such as leadership, organizational culture, and the personal objectives of individuals within the organization. Organizational behavior influences the way managers approach the task of managing personnel in the workplace. Various challenges confront managers and the entire organization within the context of the company’s organizational behavior.
CHALLENGES OF ORGANIZATIONAL BEHAVIOUR IN NIGERIA
Organizational behavior is the culture of the organization, which includes how the employees interact with one another. It also involves how the employees feel about the company itself. The challenges of organizational behavior that most companies face include overcoming cultural and ethnic differences, improving productivity, hiring employees that fit into the organizational culture or who can improve it, and helping employees to find proper level of a work-life balance.
One of the primary challenges of organizational behavior is overcoming ethnic and cultural diversity among employees. Because different employees have different beliefs, opinions and ways of working, it can be challenging for employees to work together because of these differences. Some organizations choose to offer diversity training courses or workshops to help overcome these issues. The point is to illuminate how the diversity of an organization actually makes it better for the different benefits that each of the employees bring to the table.
Another challenge related to organizational behavior is finding ways to motivate employees as a way to improve activity. Some of the ways organizations improve productivity within the organization is to empower the employees. When organizations and businesses empower its employees, it gives them a sense of loyalty to the company because they feel like they are part of the success of the business.
A third of the challenges of organizational behavior is hiring the right employees for the company. Hiring the right employees for the organization is not only about finding the people with the skills and knowledge that the position requires, but also employees that fit into the organizational culture or can help to improve employee relations.
For example, it can be de-motivating to employees if upper management is not open to progressive thoughts and actions that can move the business forward. Hiring a progressive and forward thinking executive manager who also has the experience and knowledge can help to give the employees a new outlook on the company.
Another of the main challenges of organizational behavior is how to run a productive company, but also show its employees that it cares about them as well. In other words, it is about helping employees find the right work-life balance. For example, a company that provides an on-site daycare center as an employee benefit or at a reduced cost is one way for the company to show that it cares about its employees both professionally and personally. This can lead to the employees contributing to organizational behavior and culture in a positive manner.
Other challenges to organizational behavior include;
Diversity
• The workplace is an increasingly diverse space. There are people of different races, cultural backgrounds, sexual orientations and ages. The challenge facing managers from an organizational behavior point of view is how to manage this diversity in a way that will positively impact the organization. Managers have to move away from treating everyone alike while at the same time valuing every individual employee’s contribution to the growth of the organization so as to maintain its valuable employees.
Ethics
It is easy for corporate scandals to reach the public within a short time. Organizations often have policies that facilitate ethical behavior within the workplace. The challenge for managers is to promote an ethical organizational behavior and culture such that employees will not put their individual interests ahead of organizational interests. Personal interest is an aspect of organizational behavior and managers face the task of encouraging group interest over personal interest so as to preserve ethical values.

Globalization
Through globalization, organizations that were once local become global. Managers have to manage international personnel with different cultural backgrounds, work ethics and values. As such, managers have the challenge of understanding the organizational behavior of the personnel in the company’s subsidiary organizations. The global manager uses this information to improve those subsidiaries’ organizational behavior to tally with the overall organizational culture of the company. Resistance by the subsidiaries to this improvement is an eminent possibility.
Technology
Information technology plays an integral role in workplace communication. Additionally, workplace communication also influences how people and groups behave in the organization. Although technology brings with it efficiency in collating and disseminating knowledge, it can also alienate individuals such as the elderly within the organization. The challenge here is in finding ways in which technology promotes organizational communication and inclusion rather than exclusion and discrimination

PROSPECT OF ORGANIZATIONAL BEHAVIOUR IN NIGERIA
The importance of organizational behavior rests in understanding how individuals, groups, and organizational structures interact and affect one another. Organizational studies examine communication patterns between individuals and groups, as well as the structure and culture of organizations. A detailed look at workplace behavior, business culture, and organizational practices generates greater insights about communication patterns and conflicts. Such findings sometimes spark solution-oriented policies and organizational change, causing leaders to implement rewards systems, new communication methods, or innovative management approaches.
Organizational behavior describes the behaviors and attitudes of employees and the organization as a whole. Your company’s behavior does not just lie in the specific norms for individual and group behavior and the degree to which those norms are followed. It also matters what actual behavior patterns achieve for your small business in terms of employee performance and commitment to the organization. For example, you might wonder whether employee implementation of customer service policies is producing customer satisfaction.
Studying the ways that individuals and groups interact is often critical for explaining challenges within an organization. Due to fear of change, employees may be reluctant to embrace a new piece of technology, thereby interfering with an organization’s advancement efforts. The importance of organizational behavior in such a situation is highlighted by an effort to understand and effectively manage fear of change across the organization. In this case, fine tuning of leadership strategies may be necessary for the organization to meet and exceed its goals. As a solution, managers might hold one-on-one meetings with employees, establish incentives, and/or implement training sessions to help employees adapt to new systems.

CONCLUSION
Organizational behavior refers to the way individuals and groups interact within and toward an organization. The combined behaviors create a company climate that can bolster or undermine an organization’s success. Operating from within a company’s system, both management and staff might have difficulty recognizing patterns of behavior and also how profoundly those patterns can influence a company’s performance. To make sure that influence is positive, leaders must help others grasp the importance of organizational behaviors so that everyone involved in a company’s future can better understand and shape the internal conditions of an organization. It must be emphasized that the challenges and prospects of organizational behaviour must be met by organizations if they are truly concerned about survival uprightness, integrity, and competitiveness. What is needed in today’s complicated times is for more organization to step forward and operate with strong, positive and ethical cultures. Organizations must ensure that their employees know how to deal with ethical issues in their everyday work lives. As a result, when the ethical climate is clear and positive, everyone will know what is expected of him or her when the inevitable ethical dilemmas occur. This will definitely give employees the confidence to be on the lookout for unwanted unethical behaviour and act with the understanding that what they are doing is correct and will be supported by top management of the organiza

REFERENCES
• Moorhead, G., & Griffin, R. W. (1995). Organizational behavior: Managing people and organizations (5th edition). Boston. Houghton Mifflin.
• • Wagner, J. A., & Hollenbeck, J. R. (2010). Organizational behavior: Securing competitive advantage. New York: Routledge.
• • Barnard, C.I. (1938), The Functions of the Executive, Cambridge: Harvard University Press
• • Simms, L.M., Price, S.A., & Ervin, N.E. (1994). The professional practice of nursing administration.Albany, NY: Delmar Publishers. (p. 121)
• • Miner, J.B. (2006). Organizational behavior, Vol. 3: Historical origins, theoretical foundations, and the future. Armonk, NY and London: M.E. Sharpe.
• Jex, S. & Britt, T. (2008). Organizational psychology: A scientist-practitioner approach. 2nd ed. New York: Wiley.

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