Organizational Behavior (OB) theory
Organizational Behavior is a study that fosters the understanding of the relationship between the employees and the organization and that between organizations themselves. In an organization, the way in which the employees with their seniors are very important to the determination of how the company will perform. In this case, a company that has a chance to maintain a good relationship with its employees will always register a good performance (Nelson, and Quick, 2012, pp. 8). This paper discusses the organizational behavior practices and effects in Aluminum Elements Corp (AEC). This is an aluminum company in the United States. The aim of this study is to come up with ways of handling the practical Organizational Behavior objectives of the company and the industry in general.
Organizational Behavior and its objectives
There are three levels of organizational behavior. They are classified according to the parties that are interacting. For instance, the study of individuals in organizations is referred to as the micro-level interaction. This one mostly determines how the organization will fare on since employees are the ones responsible for virtually every activity-taking place in an organization. Their attitude towards the conduct of management is important in establishing the way they view work (McShane & Von Glinow, 2013, pp. 20). The other level of organizational behavior is that between work groups. This is referred to as the meso-level. At this level, work groups influence each other and can result in a positive or negative impact on each other. Thirdly, macro-level describes the interactions between the organizations themselves. This is an industry interaction where all the organizations influence each other in some way. There are instances where the organizations influence each other to bring out an industry effect. In this sense, people working in an industry have to note the way the other groups influence each other (Golembiewski, 2000, pp.22).
The Case Study
This case study cites the occurrences that take place in the Aluminum Elements Corp. (AEC). It cites the way in which the interactions between all the employees in this organization have affected the results here. The issue that comes to fore relates to communication. The communication between the low-level floor workers and the upper office management reported. It is evident that the low-level managers do not mingle with the general high-ranking managers. The way in which the supervisors addressed the low-level workers was through memos and circulars. Even during break times and lunch breaks, the junior workers are not allowed to mingle with the seniors. The management set up the practices with a view of making the work of managers smooth. From their perspective, they thought that handling junior employees with strict stance would yield better results than treating them with a close and soft hand (Bratton, 2010. pp. 17). George, the general manager has been seen to be championing the issue of non-interactive management to on the employees. He suggests that the use of memos and order letters have a better chance of effecting positive results than the personal interactions.
A new manager comes into the organization with a different perspective of how to handle employees. In his approach, junior workers are supposed to be treated with a cordial and communicative approach. Ideally, there is a chance to make real time conclusions from what the employees have to say about the way work has to be done (French, et al., 2011, p.26). The new manager realized that with this mode of handling the employees, he could get suggestions from them that dealt with how production could be done. John, one of the junior ground level supervisors was seen to be full of ideas on how to handle the work on the ground. This way, it was possible to improve production in the company (Nelson, and Quick, 2012, pp. 54). Then new employee also realized that while dealing directly with the employees, the cordial relationship brought more trust between him and them, and that they could disclose more about themselves to him. In this management style, it was also realized that the employees have many ideas hidden among them and only managed to disclose them as the new manager got closer to them (Greenberg, 2013).
The main issues
In this case, study, a number of issues come into the light. One is the issue of communication at the workplace. Communication in the workplace can take many forms. There is the vertical form of communication (Miller, 2012, pp. 27). Vertical communication can be top-down or bottom-up. In this organization,...
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