Behavior of the organization

The patterns in the workplace now predict how organizations will behave in the future. The service sector is growing at the expense of manufacturing in countries that are quickly industrializing and industrializing, and businesses are expanding their highly trained and educated labor force. In the majority of businesses, there are more women than males working there. Workers are now working off-site, and workplaces are seeing a reduction in permanent employment agreements in favor of a profusion of temporary, contract, and part-time employment options. Globalization is the main factor influencing how job conditions are changing. Particularly, globalization causes businesses to lessen their push for control and standardization of relationships of employment and focus more on the workplace as the center of industrial relations. This essay reflects on the organizational behavior in 2020.

Ethics

Ethical conduct entails moral conduct in the production processes. It ranges from poor judgment to outright illegal conduct. In 2020, ethical misconduct will feature more in the national news channels and press. Managers will be concerned about making headlines that demonstrate positive ethical conduct. Ethical behavior will be integrated into day to day decisions at the workplace (Ferrell, Fraedrich &Ferrell, 2016, p.15). Enterprises will institute cultures supporting ethical decision making and seek to be at the forefront in ethical thinking and conduct and commit themselves to the same. They will emphasize on employing leaders that can be role models in the ethical conduct in order to create and promote a positive image. The reward distribution of rewards will also be fair, honest and equitable. More resources will be employed in training workers to improve their ethics. Learning about ethics among stakeholders will not be based on reading books but brainstorming about situations that ethical present dilemmas and finding solutions for the same.

Employee engagement

Worker engagement entails creating employee enthusiasm to make them utilize talents and their discretionary effort to make a difference in their employer’s quest for business success sustainably (Kompaso, and Sridevi, 2010 p. 89). A broad body of research demonstrates how worker engagement facilitates effective utilization of talent and creating a conducive climate for human growth at the workplace. Future fostering of worker engagement will be based on increasing the worker’s passion for work. Apparently, most organizations will embark on approaches that ensure each of their workforces is proud, involved and enthusiastic about their work (Alfes etl al.2010, p 33). With that, each of them will have a line of sight about the organization’s future and help the organizations achieve their mission and goals. Employees will perform at the top of their ability and be happy about it to increase customer loyalty, turnover rate, which will eventually raise profits. With highly engaged employees, and job satisfaction will be high because of a belief that the employers are concerned about their welfare

Technology and information

Most organizations will embark on technology to improve their way of doing things and increase business opportunities. Employing workers with a lot of knowledge about internet and nanotechnology will allow for increased business opportunities and facilitate a competitive edge (Rastrick and Corner, J., 2010, p.310). New software and more powerful computers will be acquired to improve the service delivery process, improve customer satisfaction and increase harmony among employees. However, the challenge of overuse of emails will increase, thereby becoming a major challenge. While some company will begin programs such as n’ no email Fridays’ to make people utilize other communication channels, others will encourage it as the best approach to serve their customers more smoothly. Moreover, the internet will continue providing a more leveled playing field especially on the basis of access to information. As a result, innovation, and knowledge will be easier than today and sharing ideas across different cultures and time zones will be easier.

Green Business Practices

While most enterprises will continue emphasizing on generating stakeholder value, awareness about social-economic and environmental sustainability and viability will rise. As a result, performing well socially and environmentally will become a benchmark for success for most organizations. Green-washing, whereby enterprises market products and processes as green while engaging sustainable business practices will become widespread (Peattie & Crane, 2005, p.358). All the greening measures will be a strategy of reconciling accountability that the firms that are owned publicly to generate wealth for shareholders are also attending to the bottom line of socioeconomic and environmental viability. Sustainability in marketing will be more popular because most customers will prefer buying from enterprises whose current production processes do not compromise the needs of the future generations.

Aging Workforce

By 2020, most of the baby boomers will retire a, paving way for entry of generation X and Y into the labor force. Research reveals that the aging population converges with accessible technology. The Millennial generation has technology embedded in their lives. Additionally, they tend to value teamwork, challenging tasks, instant feedback, which allow them to develop new skills more than other generations. The demographic trend will become both a challenge and opportunity for all organizations by 2020. Most enterprise will be forced to deal with massive retirement projections appropriately to minimize losses as a result of loss of experienced workforce and employing inexperienced ones. Organizations will face a challenge of managing workforce across different generation lines because the groups value teamwork differently (Delcampo, 2010 p. 25). Future managers will be forced to reform their workplace interaction strategies to reap maximum from the generation. Other issues that will be addressed more include facilitating work-life balance, organizational rewards and desired levels of instructions for a mixed workforce.

Staffing

Labor is a necessary factor of production but the cost labor continues to pose a significant challenge to most organizations when balancing books. By 2020, outsourcing will prevail in most organizations, especially in the developed countries where the cost of labor is high. More specifically, the Western countries will continue to ask outside organizations and individuals to perform tasks that they can purchase locally at a higher cost. Temporary employees, consultants, and workers will be hired to perform tasks that are done by local employees. However, the trends will increase unemployment domestically, but will be an opportunity for organizations to exercise a flexible workplace staffing. The flexible staffing processes will give employees an opportunity to consider working as consistent fulltime worker or temporary workers or consultants, especially while developing careers. Nonetheless, other organizations will face a challenge of working with employees of different nationalities with different culture and language.

Trade Unions

Various actors and circumstances such as political philosophies, economic imperatives the role of the state shape business development. Traditionally, labor relations were viewed as strategies for reducing conflict, preventing agitation of unions and controlling employers and winning votes. The primary approaches to conflict resolution were settlement and prevention of disputes through reconciliation, arbitration and labor courts.in other countries such as South Asia, firms were allowed to impose prohibitions on the freedom of action or workers in matters such as employment terminations, employee transfers, and closures. Other nations restricted trade union actions to control them with a notion that trade unions can be obstacles to business development. However, the South Asia strategies translated to a neglect of industrial relations. Additionally, factors that used to mirror the external social system such as hierarchies in management and respect for authority became inconsistent with the two-way communication. Healthy results were achieved in areas such as Japan and Australia. In Japan, enterprise unionist combine conjunction with industrial relations in large enterprise enhanced workplace flexibility and relations. Australia and New Zealand embarked on centralized Industrial relations but the trend has changed radically since the 1990s (Buchanan & Nicholls, 2002). Perceptions of workers as assets rather accosts o the organization will rise among managers in 2020. Open communication and goal orientation will be considered more important than labor unions.

Workplace Diversity and Motivation

Workplace diversity will also be emphasized in 2020. More specifically, it will comprise of increased recognition of legitimate differences among workers and resolving conflicts using effective relationships and procedures. With appropriate employee relations, it will be possible to add values to all areas of organizational performance and reward, retain and motivate the outstanding workers more effectively. Moreover, because labor will be significantly flexible, organizations will emphasize on rewarding worker to promote or reinforce positive behavior as opposed to punishing workers to prevent negative behavior. With the approach, the organizations will minimize loss of talented employees that make risks that result in losses.

Worker Involvement in Decision-making

The principal aspects of organizational change is the mission strategy and change in the behavior and culture. Mission and vision strategies are unique to every organization but changes in organizational culture and behavior depict commonality across organizations. Despite that visions and missions differ, organizations have an interest in the future. Therefore, in 2020, interpretation of the change expected will be stimulated by conducting debates involving every stakeholder across the organization about the current happenings and the underlying factors for such happenings. The process will seek to challenge workers to contribute towards a better and broader comprehension of the future. Prediction of the changes will call for utilization of various instruments such as regressions but the major issue is to ensure that workers become agents of change.

Organizational Culture

The future of organizational culture change is associated with emphasize on boundaries, empowerment and strategic thinking. On the other hand, strategic thinking entails doing things in the present with a sense of the future. Individuals will conceive the future environment including the potential visions at that time. When forecasting about the cultural change in the future, the main aspects to be considered will be organizational values and processes (Reisyan, 2016, p.69). Organizations, managers, and planners will continue measuring and controlling what will happen in the future using modified statistics of the present. Changing the future will not be on the basis of planning but the way in which the planning process takes place. To change the existing mindset, organizations will alter existing processes to allow the values to change with time. To set the tone of the desired changes, organizations embark on educational programs. Workers will be forced to learn to be constantly energized by what they do and the new patterns of behavior.

Change of behavior among organizations is a common phenomenon in a rapidly globalizing world. Organizations seek to be increasingly patient, connected, committed, trusted and emotionally intelligent. The attributes call for behavioral change of manages and workers. Despite that it is associated with a variety of challenges but it will be emphasized by in 2020 because its value outweighs the emotional labor that is invested.

Emphasis will be made on reading, contributing and distributing information to the organization about the forecasted trends of the future. Organizations will distribute thought-provoking material, to enable the stakeholders to change their current actions Managers will be expected to take full ownership of the ideas to enhance the change to take place. The main approach to ensuring that the ideas are owned will be to ensure the ideas are independent from alteration. External information will help to build on the ideas. Information enhances scanning and early warning. Relevant stakeholders will remotely monitor and scan potential challenges to the implementation of the ideas and form the strategic intelligence for planning. Scanning will focus on the future while monitoring processes will assess the past and present events.

Conclusion

In 2020, organizational behavior will be significantly different from the current one. The current rapid change of organizations will terminate the status quo to permit things that are perceived as impossible to become a reality. Decision-making will shift from the management to workers themselves. Organizations will seek to balance between short-term and long-term goals through strategic planning. On the basis of corporate culture, philosophies and values of the organization will be maintained while minimizing the conventional learning from mistakes. The reward system will shift from, negative to positive as a result of increased working flexibility. Nonetheless a desire to create a network of flexible entities to meet the challenges posed by frequent changes will be emphasized. Managers will design jobs taking support relationships into account. Learning will be at the center of team competency and feedback mechanisms that reflect on how the human resources are performing and their experiences will utilized. Organizations will be required to accommodate different workers and harmonize pay systems to reward skills and performance. Moreover, most organizations will devote more resources for employee development in the dimensions of tasks and relationships and performance will be focused more on teams than individuals. Lastly, more companies will utilize green strategies in marketing because it will be the foundation of a positive corporate image.



References

Alfes, K., Truss, C., Soane, E., Rees, C. and Gatenby, M., 2010. Creating an engaged workforce: findings from the Kingston employee engagement consortium project.

Buchanan, Paul G., and Kate Nicholls. Labour Politics in Small Open Democracies. Palgrave, 2002.

Delcampo, R. G. (2010). Managing the multi-generational workforce: from the GI generation to the millennials. Farnham, Gower.

Ferrell, O.C, Fraedrich,J &Ferrell, L.(2016).Business Ethics; Ethical decision- Making

Kompaso, S.M. and Sridevi, M.S., 2010. Employee engagement: The key to improving performance. International journal of business and management, 5(12), p.89.

Peattie, K. and Crane, A., 2005. Green marketing: legend, myth, farce or prophesy?. Qualitative Market Research: An International Journal, 8(4), pp.357-370.



Rastrick, K. and Corner, J., 2010. Understanding ICT Based Advantages: A Techno Savvy Case Study. Interdisciplinary Journal of Information, Knowledge & Management, 301-313.

Reisyan G. D. (2016). Neuro-organizational culture: a new approach to understanding human behavior and interaction in the workplace. http://public.eblib.com/choice/publicfullrecord.aspx?p=4068107.