The establishment of mutual employee esteem in the organization setup is critical to its effectiveness. Employee mutual respect raises the organization's awareness of effective human resource practices and helps to create a positive working environment. Employee harassment and discrimination, for example, are decreased by management. Mutual respect fosters a positive organizational culture based on trust and respect (Krot & Lewicka, 2012). It promotes good group dynamics, which fosters unity in organizational systems and, as a result, success. As a result, mutual respect among employees and between workers and management boosts the likelihood of economic success. It positively influences organization behavior making it easy for the administration to suppress conflicts if they occur swiftly. Moreover, mutual respect enhances the management ability to improve collaboration, capitalize on opportunities, attain equal employment opportunities, and achieve intercultural diversity (Krot & Lewicka, 2012).
A respectful workplace is imperative in the contemporary business environment. It creates a productive workforce and enhances fully exploitation of their potentials for the success of the company. Today, there is a mixed consideration manager's accord to mutual employee respect in the organization. Despite it being clear that mutual employee respect has a primary role in increasing firm's performance, some managers continue to disrespect employees. For this case, disrespect of employees has increased discrimination and harassment of workers. Respect of employees by the management is the pillar for positive organization dynamics. Employee harassment and discrimination is an unsolved problem that is experienced in most organizations. Discrimination and harassment are done to both female and male employees depending on job positions.
Employee discrimination and harassment has increased the level of employee turnover, reduced employee engagement, increased conflicts, escalation of grievances, reduced productivity, etc.
It is the real problem that is currently experienced in my organization. The problem has demoralized employees and further impacted on group formation. Most of the unconstructive organization dynamics are encountered in this business. As a result, the management has diverted the focus of enhancing achievement of strategic aims. Instead, there is a waste of time in handling operational problems that are solvable through the adoption of effective management practices. The problem has even resulted to devaluing of employee's plight in decision making. Operational decisions are crafted by the executives and department managers. Workers have been converted to be total subjects and implementers of the decision regardless of their impacts on the productivity of the employees.
However, this is a challenge that the management requires to apply the scientific approach and change everything. For instance, there are frequent conflicts, grievances and increased discontentment among the employees. Since this issue has been modified and created more other problems that indeed require to be solved systematically. The management needs to identify the problem, gather data concerning the challenge, formulate the hypotheses, test the hypothesis and finally formulate the solution. Approaching the issue in this way offers the opportunity of identifying all the possible benefits the business will derive from the solution. It also allows the inclusion of the relevant parties who can share their opinion and assist in the formation of an appropriate solution. Fixing this issue will enhance restoration of human dignity, positively impact on the interaction of individuals in the organization. The management can customize on the unity, teamwork, and collaboration of the employees to advance business goals. Consequently, the business can retain talented and skillful employees, and achieve diversity which is vital in augmenting competitive advantage of the company.
Benefits of the Organization Behavior on the Current Day Security Manager
The study of organization behavior enhances the understanding of how individuals behave and act in the business (Frederick, 2014). The complex nature of people and interrelationships with each other in the organization as a group or as individuals can be understood. The current day security manager can learn a lot from the study of organization behavior (OB). OB sheds lights on various issues and guides the security manager on how to appropriately handle security problems. The security manager is expected to learn the psychology of most people and couch strategies that address problems before they happen. Security issues can be appropriately handled by individuals who can foresee challenges and solve them before they occur. Giving a security issue a chance causes more havoc to the organization once they occur. Generally, the understanding of the OB enhances identification of security threats and timely fixing them by preventing their occurrence.
Other benefits the security manager can get from the understanding of organization behavior include predicting and controlling the human behavior (Frederick, 2014). A security manager always lingers with the questions of "what if." There is a continual simulation of questions concerning human behavior in the organization. Each scenario ought to be given the best solution, and effective plans are put underway. OB, therefore, will help the security manager identify security issues and solution per challenge. Further, OB is crucial in controlling human behavior. This function is derived from the identification or prediction of interrelationships of people in the organization. Afterward, the security manager can formulate control measures to ensure safety issues are accorded the required priority and safety prevails in the business.
Additionally, the security manager can apply the knowledge of OB to improve industrial relations. Establishing healthy relationships with employees is essential for understanding the root- cause of most problems in the organization. Peaceful coexistence between employees and the management bolsters prioritization of security issues. Hence, the manager can timely understand the positive and adverse effects of every security action pursued. The good relation also enhances employee participation in security matters by sharing their views that can be implemented by the security department.
Ways OB Can Help the Safety Manager to Handle Conflicts in the Organization
Usually, conflicts arise because of personal or ideological differences among people. It can also arise because of the misunderstanding between the management and the employees. Persistence of conflicts in the organization de-motivates employees and creates a frozen relation among individuals which ultimately leads to poor performance of the company. However, the OB helps the security manager to understand the employees and organization in a better way. The manager identifies factors causing behaviors in individuals and hence establishes various strategies to handle issues. The manager uses the understanding to create a healthy relation with employees. The existence of a good connection between the manager and the workers reduces misunderstanding. Most matter is probably shared, discussed and a joint agreement is usually formed. Therefore, security manager customizes on the strong relation created with the workers to amicably fix conflicts or any issues before they affect the organization.
References
Frederick, P. R. H. (2014). Organizational Behavior and its Role in Management of Business.
Global Journal of Finance and Management, 6(6), 563-568.
Krot, K., & Lewicka, D. (2012). The importance of trust in manager-employee relationships.
International Journal of Electronic Business Management, 10(3), 224.
