Organizational Behavior: Key to Corporate Advantage - Essay Sample

Introduction

Organizational behaviors (OB) is a primary source of competitive advantage in the contemporary corporate world. It is through efficient management of organizational practices that the members or both employers and employees can share diverse skills, abilities, and motivations. Interaction of corporate members, therefore, provides an opportunity to gain a competitive advantage in global markets. Therefore, organizational leaders are required to identify individual differences of each employee and use them to design strategic plans aimed at boosting performance. Similarly, this provides an opportunity to adopt well-incorporated strategies that suit the skills of each employee. Although stress occur in many instances of a person's life, individual differences have raised diverse emotions, workplace stress, and other challenges that affect organizational performance and productivity.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

Stress result from different areas ranging from personal to organizational issues. Although employees are trained to adopt utmost professionalism, stress can occur at any time of a person's life (Uhl-Bien, Schermerhorn & Osborn, 2014). It is a fact of nature which can occur from the forces and pressures outside the world. Workplace stress is events that cause physic and mental responses. These are common responses. However, they are expressed differently depending on the personality and an individual's ability to adopt coping skills. Sometimes, issues that can be stressful to one person might not cause an instance of stress to another person. Other predictors of organizational stress include job conditions and weak management system. Although the causative conditions of stress are broad, psychological disorders and different types of emotional disorders can contribute to such terms.

Examples of such instances involve dissatisfaction, native maladaptive behaviors, and cognitive behaviors. The problems affect the memory and concentration at work

Stress varies based on the nature of its causative agents. For instance, task and role demands are some of the leading causes of stress. Another issue is interpersonal and physical demands, which causes strenuous activity when exposed to extreme working conditions. Work-related stress is organization. They are manifested through instances such as poor working relationship, lack of communication hand inability to deliver work of the desired quality (Thorsteinsson, Brown & Richards, 2014). Such an impact is more detrimental to the customers since the problems affect hard work and change the attitudes through which employees relate to each other or their customers.

I have noticed significant cases of workplace stress through my experience as a sales agent and a release consultant. Dissatisfaction and failure to meet the set goals majorly contributed to the rising instances of importance within an organization. Dealing with the business of New-used car sales provide an opportunity to interact with diverse customers. Moreover, the employer sets higher goals to ensure that the organization gains a competitive advantage. Consequently, many employees have found themselves in a situation that reduces their ability to interact positively with the employers. Also, dealing with customers require diverse marketing skills developed over time (Bolino et al., 2015). Furthermore, instances of new recruitment is challenging since new employees can be challenged to adopt with few measures of requirements or conditions required of employees within an organization.

A substantial interaction at work could result from economic factors facing the employees. Increased tension levels associated with such factors can result from investors who have invested in the company and can easily withdraw their money due to underperformance. Moreover, the lack of professional unions at the workplace has threatened the success of achieving timely goals. Sales of cars is currently facing inter-company rivalries caused by global competition. Therefore, this has increased chances of managers pressurizing the employees to achieve specific targets' without consideration of reward strategies to motivate the employees. Another critical aspect is the changing business environment, which has threatened many workers and stakeholders from progressing toward achieving long terms goals.

An example is a case where companies adopt strict policies that affect the positive outcomes associated with productivity and performance. Sales companies have often focused on establishing policies that govern their sales strategies. However, investing in human capital is critical in ensuring that human needs mare provided and workers access adequate support from the managers.

My role as a leasing consultant exposed me to dynamic instances of work regulated stress. Some of them include increasing trends of competitions to the business and improper planning and management of risks from the mangers. These challenges contributed to poor performance since the company had failed to provide adequate training for employees to adopt the required coping skills at work (Thorsteinsson et al., 2014). Many problems associated with goals achievements have initiated significant pressure among the lease consultants. Understanding the context and nature organizational work is critical in adopting the required coping skills. Besides, human resource management should play a crucial role in ensuring that the workers access the right support in achieving organizational goals.

Another issue noted was the impact of organizational changes such as laying off of workers, new policies, and increased workloads. Such changes typically require reputation of employees in terms of both training and emotional support. On the contrary, the current corporate tend to work fast and quick to adopt changes resulting from management advancements and increased integration of new organizational models. Most of the workers are left unprepared for such changes and tend to develop stress in adopting new policies changes and set of corporate standards (Uhl-Bien et al., 2014). One of the steps taken at the workplace is to provide social support. The strategy can be achieved through counseling and interventions of a psychotherapist. However, many organizations have not acquired adequate resources to have all these support teams in place. As a result, most of the workers tend to work with untreated instances of work-related stress. Working in such conditions increases the chances of conflicts within an organization. Conflict cases are often reported. As a leasing consultant, I also had the opportunity to engage with many employees with less work drive. While workplace pressure and dissatisfaction were raised as the main issues affecting them, most of such instances had been left unattended. Such cases change the attitude and the view through which the workers new the working environment.

Strategic plans to boost organizational reputation requires efforts and positive attitudes of the employees. Supporting them to have the rights attitudes provides an opportunity to market efficiently an explore new possibilities of gaining competitive advantage across the world. Stress outside workplace similarly affects the work and performance of the employees. Examples of personal stress that can hinder performance at work include home demands and particular demands. Such applications cause significant consequences in the workplace. Therefore, incorporating appropriate measures is critical in the achievement of performance efficiency as well as job satisfaction.

Improving future organizational performance require solutions aimed at reducing stress. However, it is important to understand sources of such problems to adopt the right interventions. Organizational behaviors provide an opportunity to study people's characters and develop a work-related understanding. In a dynamic, changing, and complex environment, managers should monitor different practices and act accordingly. OB further offers solutions for addressing issues such as frustrations at the workplace and allows employees to challenge demanding working environments (Uhl-Bien et al., 2014).

Corporate entities face many challenges in addressing issues of stress. One of the primary problems is decreased the involvement of managers in reducing organizational stress due to the increasing competitiveness in the corporate environment. Traditional management and hierarchical structure seem to be too slow to adopt changes linked to the changing management systems. Increasing workplace expectations also affect coping capabilities of the employees. New generation of workers could have less tolerance for working due to less work experience. The problem has raised concerns regarding quality of workplace suitability to meet their needs. Increasing impact of technology means that there is a need to upgrade employees' skills. The step is essential in meeting global working standards and adopting organizational technology. It also ensures that success is achieved through the incorporation of technology in corporate management.

Improving organizational work setting can reduce instances of stress. Organizational structure should allow leaders and employees manage diverse work-related challenges by working as teams. Similarly, this is reflected in the way corporate roles are provided and adopted by the managers. One of the most challenging issues is the lack of proper leadership and poor incorporation of stress management methods.

Organizational stress has substantial effects on productivity, performance, and motivation at the workplace. Lack of motivation could cause job insecurity, poor coordination of activities, and physical and emotional ailments (Lambert et al., 2016). When such stress levels are left unattended, they tend to affect the entire department or the company. Therefore, organizational leaders and managers should identify and act on organizational stress as part f thee strategies to address the problems.

Addressing stress issues should also focus on improving individual's ability to engage in productive activities. Stress contributes to instances of negativity and lack of willingness to explore new work opportunities. It also reduces the ability to meet work expectations and deadlines. Therefore, the ability to prioritize is also affected by a lack of control for their work. The situation could also provide to increased instances of turnover rates due to unpleasant experiences by the employees. As a result, lack of experience employee contributes to organizational losses due to increased cost of hiring and recruiting (Iqbal et al., 2014). Besides, getting other experienced employees could be challenging when the company's working environment is known to be stressing the employees.

Although addressing organizational stress is challenging, some entities have adopted strategies to ensure that instances of stress reduction. Managers have the responsibility of communicating with their employees and offering feedback on operations such as performance appraisals and reward outstanding jobs. Moreover, flexibility should be provided at the workplace. Critical thinking skills provides a room for suggestions is essential. Leaders should allow the employees to speak openly and resolve their complaints regularly (Biron & Karanika-Murray, 2014). Facilitating staff meetings for employees to raise problems is critical in ensuring that the primary solutions are providing to create an environment for timely solutions.

Conclusion

Strategic plans to lower stress is critical in promoting a healthy workplace. Self-development programs are important to employees aiming to achieve dreams both within and out of workplace. Cultivating a culture of happy employees facilitates an atmosphere of innovation and...