Organizational Behaviour Various Aspects of Workforce Diversity and Organizational Ethics

Organizational Behaviour Various Aspects of Workforce Diversity and Organizational Ethics
Submitted To: Sir Khalid Submitted By: Waqas Nasim

Reg # GF9-126
Minhaj University Lahore (Gulberg Campus)
Organizational Behaviour
Definition:
A field of study that investigates the impact that individuals, groups and structure which have on behavior within organizations for the purpose of applying such knowledge towards improving an organizations effectiveness.
Overview
Organizational Behavior study encompasses the study of organizations from multiple viewpoints, methods, and levels of analysis. For instance, one textbook divides these multiple viewpoints into three perspectives: modern, symbolic, and postmodern. Another traditional distinction, present especially in American academia, is between the study of "micro" organizational behaviorwhich refers to individual and group dynamics in an organizational setting and "macro" strategic management and organizational theory which studies whole organizations and industries, how they adapt, and the strategies, structures and contingencies that guide them. To this distinction, some scholars have added an interest in "meso" primarily interested in power, culture, and the networks of individuals and units in organizations and "field" level analysis which study how whole populations of organizations interact.
Methods used to study organizational Behaviour

A variety of methods are used to study organizational behaviour. They include quantitative methods found in other social sciences such as multiple regression, nonparametric statistics, time series analysis, Meta-analysis and ANOVA. In addition, computer simulation in organizational studies has a long history in organizational studies. Qualitative methods are also used, such as ethnography, which involves direct participant observation, single and multiple case analysis, grounded theory approaches, and other historical methods.
Different aspects to Organizational Behavior

Organizational behavior attempts to target the root cause of interactions between two professionals at workplace. As an example, for a company which does not have any organizational behavior practices will have their employees calling each other with abusive names and though, it may acceptable with some, it may not be a compulsion that everyone suit to that kind of addressing. Organizational Behavior accomplishes laying rules and guidelines for human behavior at work and asking the employees to focus and adhere to the micro-level practices. Interaction between two employees is said to be one of the backbones of success for organizations. Organizational Behavior targets this factor
which goes a long way in targeting in managing people further leading to the effective management of the organization.
Importance of organizational behaviour

A company may have 500 employees, with each performing different functions. It is of primary importance that employees interact with each other sufficiently and effectively, for the organization to achieve its objectives. If we consider that the company has employees from all over the globe speaking different languages and belonging to different cultures, the importance of stressing on Organizational Behavior gets doubled. More importantly, focus on the Organizational Behavior aspect at the micro level allows the company to focus on how it needs to plan its strategy on the macro level. Many companies have the best of resources and strategies but fail at the top level. This is due to the fact that Organizational behavior was not being given due to importance. If www.google.com is one of the topmost search engines, it is also known as the Employee's choice of place to work. It is employees which are contributing factors to the success story of a company. And Organizational Behavior looks at keeping the employees happy by streamlining the interaction process.
Workforce Diversity
Workforce diversity refers to ways in which people in a workforce are similar and different from one another. In addition to the characteristics protected by law, other similarities and differences commonly cited include background, education, language skills, personality, sexual orientation, and work role.
Organizational Ethics
Organizational Ethics is the ethics of an organization, and it is how an organization ethically responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture. Although, it is akin to both organizational behavior (OB) and business ethics on the micro and macro levels, organizational ethics is neither OB, nor is it solely business ethics (which includes corporate governance and corporate ethics). Organizational ethics express the values of an organization to its employees and/or other entities irrespective of governmental and/or regulatory laws.
Aspects of Workforce Diversity and Ethics

As we enter the 21st century, workforce diversity and organizational ethics have become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Generally speaking, the term Workforce Diversity and Ethics refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency. In this context, here is a quick overview of seven predominant factors that motivate companies, large and small, to diversify their workforces:
Social Responsibility
Because many of the beneficiaries of good diversity practices are from groups of people that are disadvantaged in our communities, there is certainly good reason to consider workforce diversity as an exercise in good corporate responsibility. By diversifying our workforces, we can give individuals the break they need to earn a living and achieve their dreams.
Economic Payback
Many groups of people who have been excluded from workplaces are consequently reliant on tax-supported social service programs. Diversifying the workforce particularly through initiatives like welfare-to-work can effectively turn tax users into tax payers.
Resource Imperative
The changing demographics in the workforce, that were heralded a decade ago, are now upon us. Todays labor pool is dramatically different than in the past. No longer dominated by a homogenous group of white males, available talent is now overwhelmingly represented by people from a vast array of backgrounds and life experiences. Competitive companies cannot allow discriminatory preferences and practices to impede them from attracting the best available talent within that pool.
Legal Requirement
Many companies are under legislative mandates to be non-discriminatory in their employment practices. Non-compliance with Equal Employment Opportunity or Affirmative Action legislation can result in fines and/or loss of contracts with government agencies. In the context of such legislation, it makes good business sense to utilize a diverse workforce.
Marketing Strategy
Buying power, particularly in todays global economy, is represented by people from all walks of life (ethnicities, races, ages, abilities, genders, sexual orientations, etc.) To ensure that their products and services are designed to appeal to this diverse customer base, smart companies, are hiring people, from those walks of life - for their specialized insights and knowledge. Similarly, companies who interact directly with the public are finding increasingly important to have the makeup of their workforces reflect the makeup of their customer base.
Business Communications Strategy

All companies are seeing a growing diversity in the workforces around them - their vendors, partners and customers. Companies that choose to retain homogenous workforces will likely find themselves increasingly ineffective in their external interactions and communications.
Capacity-building Strategy
Tumultuous change is the norm in the business climate of the 21st century. Companies that prosper have the capacity to effectively solve problems, rapidly adapt to new situations, readily identify new opportunities and quickly capitalize on them. This capacity can be measured by the range of talent, experience, knowledge, insight, and imagination available in their workforces. In recruiting employees, successful companies recognize conformity to the status quo as a distinct disadvantage. In addition to their jobspecific abilities, employees are increasingly valued for the unique qualities and perspectives that they can also bring to the table. According to Dr. Santiago Rodriguez, Director of Diversity for Microsoft, true diversity is exemplified by companies that hire
people who are different knowing and valuing that they will change the way you do business. For whichever of these reasons that motivates them, it is clear that companies that diversify their workforces will have a distinct competitive advantage over those that dont. Further, it is clear that the greatest benefits of workforce diversity and organizational ethics will be experienced, not by the companies that that have learned to employ people in spite of their differences but by the companies that have learned to employ people because of them.

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Organizational Behaviour Various Aspects of Workforce Diversity and Organizational Ethics

Submitted To: Sir Khalid Submitted By: Waqas Nasim

Minhaj University Lahore (Gulberg Campus)

Methods used to study organizational Behaviour

Different aspects to Organizational Behavior

Importance of organizational behaviour

Aspects of Workforce Diversity and Ethics

Business Communications Strategy

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