Paper Example on Organizational Behavior and Human Resource Management

Introduction

Organizational behavior (OB) is the study of both individual and group performance and the activities within an organization. Organization behavior is an attempt by a business organization in a creative manner. OB helps organizations to understand and examine the various factors necessary to guarantee the effectiveness of an organization and the entire company. Therefore, the organization behavior of a company can either break it or make it. Useful OB within a company ensures that the company runs all their activities efficiently and effectively (Miner, 2015). Thus, a company is guaranteed of achieving their set organizational goals and ultimately the success of the company. On the other and, poor OB, which could involve a company ignoring some concepts of OB easily, leads to the disaster within a useful OB, it quickly leads to inefficiency within an organization, and ultimately it's downfall. Therefore, the purpose of this essay is to discuss the role of organizational behavior in the achievement of a company's strategic goals (Robbins & Coulter, 2005).

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The employees within an organization are naturally different from their normal behaviors within society. This is due to the various aspects within the society but mostly because of the organizational structure and work environment within an organization. The Organizational behavior of, a company is influenced by multiple factors including the management effectiveness, employer and employee relations, employee relationship, and company's policies and procedures (Robbins & Coulter, 2005). All these aspects are incredibly vital to inspire employees so they can work harder and improve the overall production of an organization. Therefore, by understanding how best to motivate and encourage employees to work to their optimum, a company ultimately becomes more productive and gains a high competitive advantage over its competitors. With this in mind, an organization must have various organizational behavior aspects to facilitate the proper effectiveness of their employees and eventually achieve their strategic goals (Armstrong & Taylor, 2014).

First, there is an organizational culture. When the corporate culture of the company profoundly influences corporate recruits new employees, the manner in which they behave. The human being is social beings in nature; therefore, when they move into a new environment, they strive to fit in their new environment. Thus, in a new company, the current organizational structure within the organization is what determines how the new employees behave. Hence, if a company's organizational structure encourages employees to voice their concerns without the fear of punishment, new employees will be confident enough to give their various opinions and ideas on the current operations within the organizations (Brockhaus et al., 2015).

Also, this allows employees autonomy within their workplace which further leads to creative and innovative employee ideas which if implemented better the overall functioning of an organization. However, when the organizational culture of a company does not in any way allow for employees to give their views or opinions, new employees fear to go their employees lest they are reprimanded (Miner, 2015). In this way, a company does not get to grow because employees may have innovative ideas or opinions which could help achieve the company's set strategic goals yet they withhold them. Therefore, for a company to be guaranteed of their success, they should improve their organizational culture. A company can influence their corporate culture by stressing on their vision, values and exercising them daily (Armstrong & Taylor, 2014).

Also, companies should embark on a rewards system. The main reason employees go to work is so they can earn a living. Furthermore, organizational behavior depicts that employees need other motivational factors for optimum production. This is because employees are work harder when they know that their work will be noticed and rewarded. Therefore, to optimize their production, companies should set up a reward system for the various employees whose work and is outstanding compared to the rest.

Moreover, companies should ensure that their reward systems are fair, equitable and worth ton inspire and motivate employees to increase their performance, so they get rewarded. Company managers can motivate their employees by setting up realistic and achievable goals for them to achieve. Also, they should monitor the progress of employees to identify their progress towards achieving the set goals. Employees should then be rewarded for attaining the set goals or being the most focused on delivering those (Robbins & Coulter, 2005).

Additionally, organizational behavior helps in decision making. Whether an individual or corporate level, people within an organization are faced with multiple situations which require vital decision making. Companies with diverse, healthy and productive communication mechanisms guarantee that their managers and employees make wise decisions regarding the well-being of the company (Cropanzano et al., 2017). This is because; they fully understand the business context and the various risks that could arise from irrational decision making. An organizations approach towards risk is exclusively determined by the degree in which the employees feel comfortable indulging in various risky discussions. Therefore, organizations which support risk-taking nurture both creativity and innovation within their organization which eventually lead to increased production (Robbins & Coulter, 2005).

Starbucks Organizational Behavior

An example of the successful application of organizational theory to achieve the strategic goals of a company is that of Starbucks Corporation. Starbucks is the largest and most famous chain of retail coffee shops in the world. The corporation mainly benefits from roasting and selling their quality coffee beans and various other types of coffee, tea, and beverages. Starbucks owns more than 4000 branches of local coffee shops worldwide (Dias, 2018). Also, the corporation has been one of the most rapidly developing corporations in the U.S. Therefore, for a company as big and successful as Starbucks, they must incorporate a proper organizational behavior strategy to maintain and protect their current position and reputation as a company and further facilitate more growth within the company (Davis et al., 2018). Starbucks interlinks and successfully uses the three main concepts of organizational behavior to increase the strength of their organization. These are organizational culture, structure and employee motivation. By effectively implementing the three ideas, Starbucks has massively benefited and become so successful that the company is literary experiencing a monopoly in the U.S in their coffee business.

Stephen P. Robbins states that organizational behavior is, "a system of shared meaning held by members that distinguish the organization from other organizations" (2005). Henceforth, Starbucks has a dominant organizational culture which the company strives to protect. In fact, in Starbucks, all of the corporation's functions are centered on their organizational culture. Especially being a service-based company, customer satisfaction and loyalty are what make Starbucks because it leads to increased profit in the company (Davis et al., 2018). Henceforth, unlike other companies, Starbucks employs a different approach to customer service. When the company is recruiting new employees, they make sure that these persons fit within the requirements of their organizational culture. Also, the company seriously invests in treating their employees properly (Dias, 2018). Therefore, with the fit and satisfied employees, Starbucks attracts and builds customer loyalty through their happy employees.

Some of the qualities Starbucks looks for in their employees are their dependability, adaptability as well as general ability to work as a team. Despite Starbucks having deep-rooted culture, the culture is both supportive and laid back. The company gives priority on the happiness of their employees with the theory that employees treat customers' according to the way the company handles them. Therefore, when you treat your employees well, they will consequently treat your customers well.

To guarantee maximum production of their employees, Starbucks employs Starbuck motivation techniques. Employee motivation is an extremely vital factor for any business to boost their production process. Despite being treated well, employees may sometimes lose their morale or passion for work primarily due to repeated routine or fatigue (Cropanzano et al., 2017). Thus, for optimum employee production, Starbucks offers motivational aspects of their employees to boost their production. Hence, the company provides their employees with an interactive structure which makes them extremely focused on their job.

First, Starbucks offers equal treatment to all their employees. The managers of Starbucks have no favoritism among their employees. All the employees are referred to as partners, including the supervisors of the different Starbucks coffee branches. To reduce the gap between employees and managers, managers to work with their basic level staff to prove they are all partners in the company (Dias, 2018). Because of this, the company maintains a good management system to create an excellent employer-employee relationship than other companies. Therefore, not only do employees enjoy their jobs, but they are also enthusiastic about it which significantly attracts more customers to the company (Brockhaus et al., 2017).

Secondly, Starbucks listens to their employees, facilitated by their adequately organized employees' communication channel. The company greatly prioritizes on the company's labor. For instance, Starbucks manager plan and monitor employees working hours and also arrange their time off depending on the wants of the employee so that they can meet the set requirements. Also, the company conducts weekly interviews set to determine the various needs of their employees. The goal of Starbucks is to guarantee that all partners within the company are comfortable and aware of the company's policies and principles (Dias, 2018). Hence, the staff is also involved in setting the various the development plans for the company. Thus, the company has no limitation to their employees' ideas or opinions.

Additionally, Starbucks has proper welfare measures. In this context, all the company employees even the informal workers are offered great welfare policies. These include product discounts for their employees, vacations and medical insurance cover. Additionally, employees who work for more than 20hours weeks are eligible for various benefits (Dias, 2018).

Other than motivation, Starbucks employs a teamwork strategy. This is meant to maintain good relationships among the employees themselves and with the management. Starbucks refers to all their staff as partners regardless of their ranks to narrow the gap of bureaucracy. Also, Starbucks emphasizes that the employees work together to curb the distance between the various employees' statuses (Dias, 2018). Also, the different teams of the employees are mostly from there to six to guarantee that all the members are actively involved. Employee complaints and opinions are also highly regarded. Thus, each employee not only feels equally important but they feel important to the company which further boosts their respect and sense of participation.

Finally, Starbucks has a goal for public welfare. The company has various corporate social strategies which it uses to contribute part of its pr...