Expatriates In Effective Global Management -Myassignmenthelp.Com

Question: Discuss About The Expatriates In Effective Global Management? Answer: Introducation The essay discusses the various theories and concepts associated with human behaviour in organization. The concepts of organizational behaviour revolve round the employees of any organization and the managers are directly provided with the benefits by utilizing these theories in their organization. Proper study of organizational behaviour guides the management or leaders to judge, feel, plan and make decisions according to their organizational settings. For the Managers as well as the employees this knowledge will help to predict, control and lead all the organizational events. This paper compares and contrasts various components which include core topics like importance of motivation, interpersonal communication among the employees and their superiors, group structure, their processes, attitude and perception development, change processes, work design, learning and work stress (Shapiro et al., 2016). This paper analyses theories of organizational behaviour from different perspective s. The theories of Intelligence analyse the persons ability to develop knowledge that need to be applied to certain tasks. In most of the cases, the knowledge is confused with intelligence but intelligence is ability to acquire knowledge and skills as well as remembering suitable information to do similar kind of job. According to the theorists, emotion is more important than rational intelligence or technical skills. In contrast to this, the Emotional Intelligence Theory aims to discuss the individuals ability to identify, understand, integrate and reflectively manage own and others feelings. There are two traits of emotional intelligence are positivists and Constructivist (Terera Ngirande, 2014). The managers in organizations need to understand their employees and know the best method to motivate them. As opposed by Vaiman, Haslberger and Vance (2015), One General Intelligence Theory is known a structural model in which the theorists believe that all intelligence originates from one general factor. In this theory the individuals measure every aspect of life from a particular perspective. It is a high affirmative correlation between the cognitive abilities and intelligence that reflect in learning any process and apply them in the organizational skills. On the other hand Cyrenne (2018) opines that Theories of Multiple Intelligences completely contrast one general intelligence theory . Another set of theorists like Gardner and Sternberg opposes this previous one. According to them, there are almost seven factors that affect the intelligence which help the employees in an organization to increase analytical, creative and practical intelligence. More the employees possess intelligence more that contribute in growth of their organizations. The employees of the organizations have mixture of different personalities, characteristics, beliefs as well as qualities based on which they contribute in the organizations which give rises to the Theories of Personality (Tillman, 2013). In the Personality Types A and B the theorists pursue that there are two extreme personality trait or behaviour syndromes that allow to judge different stress levels that control the peoples personalities. Type A personalities are found to be competitive, enduring of more work pressure, and attached to their tasks. These people work long hours and accomplish larger amount of tasks within tight deadline (Cyrenne, 2018). Type B are just opposite to type A. these people are more relaxed with their tasks and confident with completing any difficult tasks within deadline. They do not rush and cope with stress well therefore turn decisions around. Unlike type A they are less strive for perfection. The theorists like Vaiman, Haslberger and Vance (2015) argues that the personality has great importance in Predicting Job Performance. The leaders or manager of any organization can predict the actions of their employees based on their personality traits. They find abilities like conscientiousness, emotional stability, extraversion and agreeableness in their inferiors so that it become easily to run the operations. Beside these, 16 Personality Factors of Catell reveal that there are some contradictory personal factors which drive the personality of people greatly. Eysenks Dimensions of Personality discusses two dimensions such as extroverts and introverts. The extroverts are active, sociable, expressive and outward. The introverts on the other hand are reserved, quiet and passive. The leaders of the organizations realise and control or motivate the employees according to their personalities. The theories of Motivation capture the importance of motivation in an organization where the managers influence the employees based on their intensity, persistence of efforts to attain a goal (Westphal Zajac, 2013). Motivation combines various methods to produce needs, job design and satisfaction. There are numerous theories of motivation which have been developed in organizational behaviour literature. The Common-sense Theory differentiates the employees according to their common sense based on which the leaders motivate them. Theory X identifies people who are not so trust worthy, irrational, lazy whom the leaders motivate through money and threaten by punishments (Henry et al., 2015). Without proper control, these people follow their own goals which are contrary to that of the organization. Theory Y identifies people seeking independence, reliable therefore self-developed. These employees are more creative and capable of looking beyond the immediate circumstances. They adapt new components easily and strive for good of their organization. According to Expectancy Theory of Porter and Lawler, the individual motivation depends on the prediction of the outcome (Peltokorpi, Allen Froese, 2015). This theory focuses on chief three points valence, expectancy and instrumentality. These factors are closely related to one another. The researchers have identified different almost nine factors that affect the work motivation. These are Perceived value of rewards, Effort, Expectation of getting rewarded through performance, Individual abilities or traits, Role observations, Intrinsic rewards, Extrinsic rewards, Apparent equity of rewards, Work satisfaction. Fundamental Attribution Error on the other hand focuses on the reasons of some incidents occurred by people and identifies their next steps based on their personality often overlooking the external factors like social and contextual impacts. This is why various problems occur in the organization such as learning, communication, perception and motivation problems. There are cont extual factors like social, political and technological problems (Gerhards Mutz, 2017). In addition to this, there are competition, group formation, stricture and processing problems within the organization which affect the organizational behaviour greatly and directly control the operations. In contrast to this the Goal-setting theory established four chief proposition based on which the employees as well as the leaders set goals according to the needs of the organizations. It helps to explain the work behaviour, strive to try to meet all the objectives. The four factors are creating challenging goals, creating particular goals, participation objectives, predict the consequences of objectives. Goal setting theory help to enhance the equality of tasks, performance therefore results According to Gilley et al. (2015) in Herzbergs Two Factor Theory came up with the idea that would looks into the factors causing job satisfaction as well as job dissatisfaction. These factors that usually influence the employees to make a job satisfying are called the Motivator Factors and the factors that make the job dissatisfying are called Hygiene Factors. People feel motivated when they gain power, achieve authority and affiliation. These help them to gain more necessary skills that are needed in an organization. Theories of Attitudes and Behaviour is one of the most important aspect in the organizational behaviour (Shapiro et al., 2016). Attitude is a style of thinking and feeling something in a particular state of mind and accounting is a way that regulate the actions of an individual. Both these factors vary from person to person and changes with time and situation. Behaviour Modification theory discusses the methods through which people change their attitude and behaviour by newly found knowledge or learnings as well as technical support. These used by the employees to act in different ways. Scientists like Luthans and Kreitner found out that peoples behaviour alters and gets modified through five steps like identification, measurement, establishment, development and evaluation. The chief aspect of the Reinforcement theory is that peoples behaviour changes and repeats when gets reinforcements but continues to be same when reinforcement factor is absent (Bezrukova et al., 2016). This theory revolves round the positive and negative reinforcements where the behaviour changes with consequences. The Single and Double Loop Learning theory focuses on the learning process of the employees in the organization. In singe loop learning, people use feedback for making continuous adjustments or adaptations for maintain performance (Asrar-ul-Haq Kuchinke, 2016). On the contrary the double loop learning focuses on the challenging and redefining the assumptions so that the performance can be improved. Despite the fact that the time consumed by the single one is much shorter that the double one, but the idea is to improve quality where double loop process is more valued by the organizations. Social Cognitive theory opposes loop learning theory and points out that people lear n from others and then replicate them in their own behaviour. The employees learn from their superiors and colleagues and gain experience. This method is usually focussed on the listening and viewing behaviour rather than learning from own experience. Therefore, it can be concluded that the people of an organization are the chief components that must be cared for. These are the employees who are responsible for the growth of the organizations as well as their deterioration. This is the reason why the organizational behaviour is so very important to study for the authorities. By utilising these theories, they motivate their employees to contribute best for the organizations. References: Asrar-ul-Haq, M., Kuchinke, K. P. (2016). Impact of leadership styles on employees attitude towards their leader and performance: Empirical evidence from Pakistani banks.Future Business Journal,2(1), 54-64. 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