The article being reviewed is “the Giving of orders” by Mary Parker Follett. The thesis of the article is that people can obey an order if previous habit patterns are triggered or if new ones are created. When an employer considers giving an order, they should attempt to form habits that will ensure the orders are being carried out. The author notes that business success is largely dependent on whether the business is organised and administered in such a way that habits or mental attitudes are formed. Employers often become angry because an employee would not do as ordered. The truth is usually that the employee could not do as ordered because it is contrary to lifelong habits. The author notes that when an order is given in a disagreeable manner, the individuals being addressed feels that their self-respect is being attacked and they begin to think of their rights, an attitude, which is always fatal in the successful implementation of orders. If an order goes against what the employee thinks is the best way of doing …show more content…
Giving orders in a way that demands unquestionable obedience is not a positive practice for the business. It is important to keep in mind that employees who are receiving the orders have a set way of doing things and it is difficult for them to adapt to change. People have beliefs, prejudices and experiences that prevent them from changing the ways in which they do things. It is not sufficient to reason with an employee on an intellectual level, but I s necessary to change the habit patterns in order to change the employee’s beliefs or thought process. There are three things that are done to change habit patterns. The first is building the desired attitude, the second is finding ways to express the desired attitude and the third is expanding the released response. Changing the habit pattern changes the way an employee reacts to an
‘The notion of a psychological contract implies that there is an unwritten set of expectations operating at all times between every member of an organization and the various managers and others in that organization.’ (Schein, 1965, p156)
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
...ear that each and every principle is actually enforced in today?s business environment except in some circumstances in specific fields, that ensures the employee a secured job. In our days, every one is replaceable.
J. Richard Hackman, Edward E. Lawler III and Lyman W. Porter Perspectives on Behaviour in Organisations, McGraw Hill 1983
Morley, M., Moore, S., Heraty, N., Linehan, M. and Maccurtain, S. 2004. Principals of Organisational Behavior: An Irish Text. 2nd ed. Dublin: Gill and Macmillan.
Mary Parker Follett’s “The Giving of Orders” in this essay addresses the complexities of given orders and received. She presents that it is apparent through observation and through psychology that you cannot get moderate results with people when orders are given, pressured, influenced or manipulated. She articulates the need for the change in habits and patterns in people and correlates it to administration and organization. She proceeds in her article to further understand through, analysis that consists of three things. The first is the “build up certain attitudes,” the second, “provide for the release of these attitudes,” and the third, “augment the released response as it is being carried out.” If these three things are implemented,
There are certain guidelines and standards that each employee should be aware of, and expected to follow. This is what is normally used to measure a person’s job performance. When not living up to these qualifications, an employee may a gentle reminder of his failure to comply. If held accountable for unacceptable behaviors, it will often turn this performance around. If not, after a certain amount of warnings, it becomes obvious that this person does not take his job very seriously, and therefore may be dismissed.
Stephen P. Robbins and Timothy A. Judge in "Organizational Behavior", 12th ed. Upper Saddle River, New Jersey, 2005, p. 407
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
Stephen Robbins , (2010). Management and Organisational Behaviour. 9th ed. England: Financial Times Pitman Publishing.
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.
Thompson, P & Mchugh, D 2002, Work organisations: A critical introduction, 3rd edn, MacMillan Palgrave, New York, viewed 4 April 2014, http://site.ebrary.com.ezproxy.uow.edu.au/lib/uow/docDetail.action?docID=10038997&p00=organisational+behaviour.