Employee Behavior: Actions of employees
Employee behavior and actions of employees can make or break an organization or the strategy the organization is trying to implement. This being said there are behaviors that are beneficial to the advancement of the organization and those that are detrimental. Willingness to change, accepting new company policies or strategies, and having a positive, can-do attitude are all behaviors that benefit an organization. However, other behaviors such as a negative attitude, resistance to change, and unwillingness to perform necessary actions to fully implement the new strategy can all detrimental to an organization. Regardless of whether the behavior of employees is beneficial or detrimental, these are the behaviors will have the most dramatic impact on the organization (Henry, 2008).
Employee Behavior: Influences
An employee’s behavior can be influenced by many factors. Putting aside the personal factors that influence behavior, it is important to look at the work settings that drive such behaviors. A work setting where employees are regularly involved and whose opinion is sought is likely to have a more favorable behavior. Likewise, if employees are rewarded or acknowledged for their efforts positive behavior is also likely. However, if management mandates changes, fails to recognize or acknowledge employee efforts, and there is a terse relationship between upper level management and employees, unfavorable behavior is likely. Therefore, it is important that the company foster a positive work environment in order to easily implement change as necessary (Kavanagh, and Ashkanasy, 2006).
Recruiting Practices and Training Efforts
Employee behavior will also influence the organization’s recruiting practices and training efforts. If employees are receptive to changes than recruitment processes will likely stay the same. Meanwhile, training should be minimal—just enough to convey the information to employees effectively with feedback from employees as well. However, if behavior is negative, recruiting practices will likely change by the organization looking for different personalities to avoid the negative behavior. Likewise, if resistance is seen from employees than additional training will likely be required, as implementation of the new strategy is not being implemented properly. In fact, it is possible that in such a situation training will become more convincing employees rather than training on the strategy its self.
Organization Culture of Starbucks’: Employee Behavior
Take for instance the organizational culture and behavior of Starbuck’s employees. When the company implemented its new Refreshers line of drinks as a strategy to strengthen their hold in the market, the company was dependent upon the behaviors of their employees. If employees were resistant to the new line of drinks or resistant to having more recipes to remember and follow the company’s success of the product would not have been realized. However, the upbeat personality of Starbucks’ employees accepted the change and successfully helped promote the new product, making it a staple on their menu.
Henry, A. (2008). Understanding strategic management. New York, NY: Oxford University Press, Inc.
Kavanagh, M.H., & Ashkanasy, N.M. (2006). “The impact of leadership and change management strategy on organizational culture and individual acceptance of change during a merger.” British Journal of Management. 17(SI). S81-S103.
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An organization can come up with the best strategy but in order to execute and be effective/successful it takes human capital to implement. Employees (management and staff alike) need to be bought into any strategy and its proposed results—this can make or break a plan. Understanding organizational behavior is an important part of plan execution. Using the Internet, respond to the following for your own organization or an organization you know well: Identified and explained the positive and negative individual behaviors that can have the most influence on an organization and the cause of these behaviors.
What are the individual behaviors that you can observe that have the most dramatic impact on the organization’s performance (good or bad)?
What within the work setting drives these behaviors?
What are the implications of these behaviors for recruiting and training new employees?