Organizational Behavior Over the Last

Organizational Behavior

Over the last several years, the way managers are interacting with employees in the workplace, has been increasingly brought to the forefront. Part of the reason for this, is because globalization has lead to shifts in how organizations are interacting with their staff. As they are demanding more and are want lower costs. These two factors have meant that a variety of companies have begun outsourcing many jobs to: areas with low wages and skilled workers.

To keep up with these changes, a number of businesses will look at organizational behavior. This is when you are studying how employees are interacting with managers, customers and each other. The basic idea is to use various disciplines (i.e. sociology, psychology and statistics) to understand the work environment. ("Organizational Behavior," n.d.) Once this takes place, productivity will increase and costs will decline. This will help businesses adjust to the changes that they are facing from: globalization and advances in technology. To fully understand how these shifts are occurring requires: examining an actual business. In this situation, we will be studying Patagonia Inc. This will be accomplished by look at a number of different variables that could influence the organization to include: relevant problems facing the company, different options / alternatives and possible recommendations. Together, these elements will provide the greatest insights as to the underlying challenges and solutions Patagonia has available in deal with these issues.

Problems Facing Organizations

The biggest problem facing the company is: a sense of complacency. This is when there will be tremendous amount of success in the organization. On the surface, this makes everyone feel as if they are at the forefront of business and innovation. Yet underneath it all, is a sense of entitlement that is building. This is when employees will become use to the generous benefits that are being provided by the company. The problem begins when they believe they are entitled to these benefits and will become less productive because of them. This is the point that changes can begin to take place in the staff and at the organization itself. As, these two elements will: reduce efficiency and they will have an impact on productivity. At the same time, the company has operations in seven different countries. This means that they could be facing various cultural challenges. Once this occurs, the odds increase that employees will do less to help the company grow and they will not be as enthusiastic about environmental causes. (Fisk, 2010, pp. 102 -- 114) ("Organizational Behavior," n.d.)

Options / Alternatives

To address the motivational challenges facing the business are two approaches that can be utilized to include: examining various internal / external factors and addressing communication / cultural differences. Examining different internal / external factors is when you are looking at certain elements that will influence everyone's thinking to include: values, goals, adversity, character and individual beliefs. Addressing communication / cultural differences is when you are: studying how values and traditions from specific regions could influence the way an individual is motivated. These options are important, because they are providing tools that can be utilized to deal with various motivational challenges facing a business. (Cohen, 1993, pp. 343- 358) (Serkerka, 2009, pp. 565- 579) ("Organizational Behavior," n.d.)

Recommendations

The best strategy that can be utilized by Patagonia is a combination of: examining internal / external factors and addressing communication / cultural differences. These elements are important, because they will help to ensure that no one becomes satisfied with the current levels of success or the benefits that they are enjoying. Instead, they must be focused on different strategies that they can use to: help the company increase their bottom line and address the growing list of social causes. The only way that this can be accomplished is to: ensure that you understand what kinds of factors could be influencing the individual and making certain that you are communicating ideas that will help to improve motivation. Once this occurs, it will allow the company to maintain its lead, while making sure that no one is becoming complacent.

This solution is better than the individual alternatives, because we are using both to understand and improve motivation. As, we are focused on using the two together to: build the levels of enthusiasm within the organization. The management principal that is being used to achieve these objectives is: McGregor's Theory Y This is when you are helping to motivate and provide individuals deeper meanings for their lives. As a result, the approach that we are recommending will allow the company to build upon their past successes. ("Organizational Behavior," n.d.)

Questions for Discussion

What role if any does McGregor's Theory Y play at Patagonia? Explain.

The theory plays a major part in management philosophy that is used. As, they are working with employees to: motivate them. This is accomplished through: becoming involved in social causes (i.e. protecting the environment) and giving them competitive benefits. These factors create a sense of motivation beyond working for a paycheck. Instead, there is a deep sense of caring and compassion for what they are involved in. ("Organizational Behavior," n.d.)

How does Patagonia Build Human and Social Capital?

They achieve these objectives through: motivating their employees and encouraging them to become involved in various social causes. ("Organizational Behavior," n.d.)

How does this Case bring the Profile of the 21st Century Manager to Life? Explain.

The case is illustrating how managers are using these skills to work with employees vs. directing their every move. A few of the most common techniques that the company is embracing include: they are results driven, creating win -- win situations for everyone and having greater amounts of flexibility just to name a few. ("Organizational Behavior," n.d.)