Page 17 - eBOOK ORGANISATIONAL BEHAVIOUR FULL REPORT (eISBN)

f) Stimulating Simulation and Changes

An organization’s employees can be the impetus for innovation and change, or they can

be a major stumbling block. The challenge for managers is to stimulate their employees’

creativity and tolerance for change. The field of OB provides a wealth of ideas and
techniques to aid in realizing these goals.

g) Coping with “Temporariness”
Globalization, expanded capacity, and advances in technology have required

organizations to be fast and flexible if they are to survive. The result is that most

managers and employees today work in a climate best characterized as “temporary.”

Today’s managers and employees must learn to cope with temporariness, flexibility,

spontaneity, and unpredictability. The study of OB can help you better understand a
work world of continual change, overcome resistance to change, and create an

organizational culture that thrives on change.

h) Working in Networked Organizations

Networked organizations allow people to communicate and work together even though

they may be thousands of miles apart. Independent contractors can telecommute via

computer to workplaces around the globe and change employers as the demand for

their services changes. The manager’s job is different in a networked organization.
Motivating and leading people and making collaborative decisions online require

different techniques than when individuals are physically present in a single location.

As more employees do their jobs by linking to others through networks, managers must
develop new skills. OB can provide valuable insights to help with honing those skills.

i) Helping Employees Balance Work-Life Conflicts

Employees are increasingly complaining that the line between work and non- work time

has become blurred, creating personal conflicts and stress. At the same time, today’s
workplace presents opportunities for workers to create and structure their own roles.

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