How can we identify a Bad Organizational Behavior Before it Starts?
I have been analyzing and thinking a bit through different case studies about companies that nobody would think would fail, and after a while, they fell. Many companies believe that keeping the same culture and behavior that made them grow when the company started will help them continue growing. However, we have seen how some companies consumed other companies with great products and potential over time.
What makes a company continue and continue to grow? Or what makes a company fall and disappear? I do not have the answer to everything, but I could write something according to my experience and what I have studied according to this field. In the same way, I ask you to help me understand and analyze. How can we identify a Bad Organizational Behavior Before it Starts?
Among many studies, We can see that companies that use an adaptive culture can reach more people. In the same way, the company evolves to improve product quality for a lower price using the right resources, which helps them earn higher profits. I have identified one of the root cause why companies do not evolve, and from being at the top, they fall off the cliff.
Bad Organizational Behavior
To not lengthen this article, I will write right to the chase to identify the root cause of the problem and how The organization can improve.
It all begins with the availability of the management to listen and communicate. Several studies of these cases have been carried out, such as in 2013, by the Society for HR Management, “The Cost of Poor Communications,” which includes 400 companies with 100,000 employees each. A conclusion was reached in which Inadequate communication incurs an average of $ 62.4M in loss caused by overhead, misaligned work, and incorrect information. The lack of communication from management to employees creates confusion and work stress. This was pointed out by (Dimoff, Jennifer K, and Kelloway, E, 2018). In their study, "The impact of workplace mental health training on leader behaviors and employee resource utilization." Mental health awareness training for workplace leaders suggests that a 3-hr training is capable of significantly improving leaders' knowledge, self-efficacy, and promotion intentions concerning employee mental health (Dimoff et al., 2018). Findings also suggest reductions in leaders' stigmatizing attitudes surrounding mental illness.
In this particular case, the focus should be on providing managers with better training in communication, for at least 3-hour per month. The training is capable of significantly improving leaders, focusing on proper documentation, which will result in having good training in the work area. Employees' mental health will improve, they will work happier, and their performed job will become more proactive.
By making this simple change, we could begin to create leaders who will change the company's organizational culture. It will help our company to evolve and position itself among the best. The word 'culture' comes from the Latin cultus, which means 'care', and from the French colere which means 'to till' as in 'till the ground'.
As I mentioned initially, I do not have the answer for everything, but I would like to hear about your organizational experience, together we can evolve and grow
References
KATIE SHONK, K. S. (2019, September 10). how to resolve cultural conflict: overcoming cultural barriers at the negotiation table. Retrieved from https://www.pon.harvard.edu/daily/conflict-resolution/a-cross-cultural-negotiation-example-how-to-overcome-cultural-barriers/
Kelloway, E. Kevin, D. J., & Dimoff, Jennifer K, K. E. (2018, June 25). The impact of workplace mental health training on leader behaviors and employee resource utilization. Retrieved from https://psycnet.apa.org/doiLanding?doi=10.1037%2Focp0000126
Klare, Journal of Applied Psychology, K. G. (2006, March 29). review of communication in management. Retrieved from https://psycnet.apa.org/doiLanding?doi=10.1037%2Fh0050157
McShane, S. L., & Glinow, V. (2017). organizational behavior. New York, NY: McGraw-Hill Education.
Parker, Sharon K.,Axtell, P. S., & Carolyn M.,Turner, C. T. (2001, February 1). Importance of job autonomy, communication quality, and supportive supervisors. Retrieved from https://psycnet.apa.org/doiLanding?doi=10.1037%2F1076-8998.6.3.211poor communications. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/communication/pages/the-cost-of-poor-communications.aspx.