Organizational Behavior and Management Styles
Organizational Behavior and the “Management Grid”
In different institutions and organizations there are different types of behavior of people who work there. From this depend both the methods of realization of the authority of the head and the criteria for the success of a common cause. The motives of control are mainly two factors. This is an interest in the production and care of people. The coordinates of the styles are located between these two axes.boards and reaction patterns of subordinates. Organizational behavior is a stable form of the overall activity of people engaged in a regular process, most often - in production. The effectiveness of the work largely depends on what approach of the boss will prevail - commodity or human. It is difficult to say which one is better, since there are many options for combining the parameters of a “relationship - final product”. However, each of them has a different set of techniques on how to attract people to work.
Organizational behavior and minimum care
There are two management styles that are characterized by minimal care for people. These are the so-called "poverty management" and "authoritarian leadership." The first of these is characterized by a minimum of effort to do the job. The head of this kind, as a rule, only takes office for a tick, but does not actually manage. People in such an organization are doomed to "stew in their own juice." Nobody resolves conflicts between them, because the manager is only concerned about himself and remains neutral. Authoritarian style requires unconditional obedience. Organizational behavior of people is interested in such a leader only insofar as they execute his orders. Their opinion plays no role for him. In this sense, they too are left to their own devices.
Organizational behavior and balance
In the 60s of the twentieth century, this style of work was considered the most fruitful when the leader maintains a balance between the need to get a result and maintains a certain level of concern for people. He tries to achieve solutions to problems and conflict situations through compromises.Such a manager tries to maintain the strengths of his institution and avoid manifestations of the weak. However, he is always afraid of losing popularity in the team and in fact becomes dependent on him. As a rule, he does not have a bright personality. Leadership in the style of "country club" considers the main priority to maintain good relations with employees. Such a manager creates a “paradise” for his subordinates. But quite often this way of leadership leads to stagnation. An analysis conducted by experts over the past 20 years has shown that teamwork is the most effective. This is a “sporting” approach to achieving the goal through mutual assistance, partnerships and constructive resolution of conflicts, which allows, on the one hand, to positively motivate each person, and on the other, to achieve his maximum contribution to the institution’s work. Of course, these examples do not exhaust all models of organizational behavior and the whole palette of management styles. However, they are basic, basic, and all the rest can be considered as their combination.