Challenges for Organisational Behaviour
Organisational Behaviour faces numerous challenges that are constantly evolving to improve efficiency and achieve business goals. While the nature of jobs changes, some problems persist.
1. Lack of Clear Direction: Leaders may either seldom discuss or outline a deliberate future direction or strategy, or they may fail to communicate a coherent message about this strategy to all organisation members. Organisations often have numerous activities to carry out but lack the synchronisation needed to generate the momentum necessary for the organisation to modify, adapt, and shape its future.
2. Integrating Multiple Personalities: The difficulty of integrating multiple personalities into a cohesive and unified team is a significant challenge. The mix of backgrounds, judgements, views, and experiences can pose challenges for teams trying to come together and work harmoniously.
3. Development of Key Capabilities and Behaviours: Despite the presence of many hardworking individuals with good intentions in any organisation, creating a high-performance organisation often remains elusive.
4. Poor Communication and Feedback: Challenges arise when people either do everything possible to avoid confronting others and holding them accountable, or seize any opportunity to berate people, belittle them, and crush their spirits.
5. Absence of Perception: Building a viable organisation requires hard work and a keen understanding of the culture and environment that exist in a business. A clear understanding of market requirements and market forecasts is essential. The absence of these can result in significant losses in every sector.
6. Turnover: This is all about how frequently people leave a company and need to be replaced. A high turnover rate can often be traced back to the work environment or the style of leadership. This situation demands recruiters invest more time and resources in the hiring process. Companies need to focus on keeping their employees satisfied, as this helps in retaining talented professionals and attracting suitable candidates for open positions.
7. Productivity Issues: This challenge comes into play when there is a lack of motivation among the staff, leading to a reluctance to fulfil their job responsibilities. This can slow down the company’s operations and make it more difficult to achieve set goals. Productive employees have a clear understanding of what’s expected of them, and they put in the effort to meet these expectations.
8. Limited Innovation: This refers to a company’s struggle to come up with new ideas and get ahead of its competitors. This can also have an impact on employee motivation. Employees who are not passionate about their roles may not feel driven to perform them. As time passes, a company should change its approach. Shaking things up in the workplace can lead to the emergence of fresh ideas and reignite passion among employees.
9. Dealing with Workplace Conflicts: In any organisation, conflicts can emerge due to varying opinions, personalities, attitudes, and objectives. Such conflicts can hamper teamwork, lower productivity, and decrease employee satisfaction. However, by establishing a conflict resolution process and offering conflict management training, these conflicts can be effectively managed.
10. Clarifying Roles and Responsibilities: Non-clarity in roles and responsibilities can lead to confusion and inefficiencies among individuals, resulting in errors and overlapping tasks. It is crucial to clearly outline each person’s roles and responsibilities. Additionally, establishing effective communication channels can help in seeking clarification and avoiding misunderstandings.