Organisational Behaviour Literature review Example | Topics and Well Written Essays - 1250 words

Organisational Behaviour - Literature suss out ExampleThis paper can help at understanding the concept of organizational conduct. It is all important(predicate) because without it, innovation and changes can never be welcomed which are hugely necessary for maintaining a successful position in the market and ensuring customer satisfaction. Facts and literature review presented in this paper are basically meant to rack upress the problem that with fierce competitiveness that forms the hallmark of the present business age, resolving myriad organizational behavior issues like leadinghip, change, etc. remain unaddressed due to which the whole organizational structure starts destroying beyond repair. Literature review included in this paper focuses on addressing this problem and the take to maintain stability in an organization and for this, both leaders and employees should respect each other while taking care to add the element of solidarity to the organizational framework. Accordin g to, strict yet understanding and focused leadership is excessively important for stabilizing the structural framework of organizational behavior. A leader should definitely ensure if all of the employees, should they experience any issue or problem, have easy access to him/her or not for discussing that issue. Most of the times, conflicts maturate when there is no kind of communication or any friendly relation between the leader and subordinates, with the result that small issues grow into an oversized giant creating much trouble and pandemonium in an organization. The research study presented by (Mills, 2005) in his book regarding the critical importance of leadership lays stress on the need to adopt such a leading style that would not discourage the employees to bring forward any ideas they have in their minds for the betterment of the organization, rather a broadminded leader should hold regular meetings with the employees working at every level so that intricate visions can be shared and strategies can be introduced. It is a reality that focused leadership and positive organizational behavior focuses primarily on constructs such as compassion, virtue, and forgiveness as ends in themselves for todays organizations. (Luthans, 2002, p. 698). With a haphazard and uncoordinated leadership that never remains focused, organizational doctorup becomes stagnated, slow, and targets become virtually unreachable. It is justifiably claimed that walking at the front isnt really leadership unless the person in front is actually choosing the direction (Mills, 2005, p. 14). Coming to the models that organizations around the world operate out of, (Medsker, Williams, & Holahan, 1994, pp. 439-464) have laid furiousness on the four major models proposed for broadening the concept about organizational behavior and recent developments made in these models since the time they were introduced. This research study lays extra stress on the need to evaluate these models so that ambiguities could be removed and better understanding for the overall benefit of an organization could be ensured between the leaders and employees. Development of understanding and bias-free respect for each is majorly marred by negative notions that are most of the times, absolutely groundless and by following a set useful organizational behavior model, coherency in thinking and implementing ideas can be achieved by the leaders. The autocratic model is probably the most