The Dynamics Of Organization Behaviour


Key elements of Dynamics Organization Behaviour

Organizational Dynamics


The dynamics of organization behaviour reaches far beyond an organization's product or service and its processes. The study of the dynamics of organization behaviour focuses on aspects of human resources and includes the firm's cultural structure, how to motivate employees in the organization, how to handle  conflict and how to lead change. Thus organizational dynamics affects the necessary business functions, which can cause changes in organizational dynamics. You need a positive environment in order to work truly and profitably in your business. However, many business functions can affect the dynamics of your business and bring out behaviors in employees that can be counter-productive. You cannot end these tasks, but you can be aware of their potential effects on your company, and see signs of change in your organization so that you can move quickly to re-establish positive morale. Organizational dynamics is a central focus on people in major organizations and applies to almost every industry. Employees gain marketing skills ranging from analysis of personal relationships to overreaching management of the organization. Some key concepts include in organization dynamics, which are  understanding the key organizational principles, team dynamics, effective communication, interaction conflict management, cultural competence, and data analytics. There are following organizational dynamics functions.

Organizational Foundations


Organizational Foundations focus on understanding the characteristics and qualities of human behavior and how they interact to make organizations work. This will include analysis of historical perspective as well as review of contemporary theories. The successful organization's case studies will be used to demonstrate the application of theoretical concepts of case studies for practical situations.

Organizational Theory And Practice


Organizational Theory and Practice gives an overview of how organizations work, including theory, research, and applications. Employee will get understanding of organizational structure, culture, communication, and strategic planning processes within internal and external business environments. Current trends and cases will be discussed and students will engage in experiential exercises to facilitate critical thinking and then apply the course content to an organizational setting.

Team Dynamics


The focus of the Team Dynamics is to use of team spirit behavior in organizations. Employees will gain a deep understanding of team structure, processes and performance reviews, team roles, leadership and decision making. And create a self-directed work environment by using the concepts and processes of team dynamics.

Negotiation/Conflict


This negotiation conflict skill focuses on managing disputes within organization. The negotiation skills is used to analyze complex conflict and dispute situations, shape appropriate processes to engage the right parties, creatively compromise, select arbitrators and facilitators, and It emphasizes conflict management and resolution leadership.

Cultural Competence


Cultural Competence is designed to develop decision-making methods to solve problems and to facilitate effective and appropriate cultural competence. Employees need human resource management, supervision and staff development, team building, motivation for performance, inter-organizational collaboration, organizational learning strategy, cultural competence is a tool to effectively serving diverse and multicultural people in the organization. And by this skills employee will learn aspects of program planning, strategic management and planning, and strategies for major change efforts.

Organizational Leadership


The Organizational Leadership introduces leadership and management principles concepts. It offers opportunity for the employees to apply these principles through case analysis and to enhance personal skills development through self-assessment exercises. The organizational leadership identifies present and as well as contemporary perspectives on ethics, networking management, organizational culture, diversity, strategic learning leadership, and crisis leadership.

Quality Control


You need quality control measures to ensure that your employees can produce the best work. A quality control supervisor is required to investigate the work and identify problems with the employees working. While quality-control measures can improve quality, but they can also cause employees to become dissatisfied. Some may even get annoyed with checking their work. Dynamics in your organization can change a climate of collaboration and teamwork.

Cost Controls


You have to control your expenses. One of those expenses is payroll. In fact, payroll may be your biggest expense. If you start reducing overtime and cut the amount you are paying in wages, these cost-control measures can create fear and anger through your organization. Anger and fear can promote unproductive behavior such as rebellion and low productivity.

Productivity Improvements


If you want to maintaining maximum production, which can be big challenge for you as a business owner. You can initiate a series of small production, then measures and closely monitor production to detect the development of problems. Employees and supervisors can resist your efforts and introduce a dynamic to your organization, which we find "versus them". You should improve productivity as a way to work together as a team to avoid battling reluctant employees.

Data Analytics


This data analysis examines the ways in which organizations can use data to gain insights and make better decisions. Data analytics are implemented in operations, marketing, finance, and strategic planning, among other functions. The ability to use data effectively to make rapid, accurate, and profitable decisions has been an important strategic advantage for organizations.

Staff And Professional Development


If you provide specialized training to improve skills in your workforce, you can think of the effort as a positive step. However, employees may see additional skills as a burden that they are not being paid to take. You should try to make it clear that skill-improvement is a necessity to maintain profitability and current salary levels. You should also recognize that many employee resistance can be based on fear of not being able to master new skills. Assure your workforce that you are initiating employee development to make employee functions more appropriate to the needs of the new company. To avoid the inefficiency, new development is necessary.