International Dimensions of Organizational Behavior Management

Question: Discuss about the International Dimensions of Organizational Behavior Management. Answer: Introduction The aim of this report is to give readers a direct insight into organizational effectiveness. Team, group forms to be an important part to organization productivity. It has become an extraordinary task for managers worldwide to manage teams in a useful way (Adler Gundersen, 2007). National Bank of Bahrain was established in 1957 in Bahrain. It was the first indigenous bank In Kingdom of Bahrain. The bank has a nationwide network of 25 branches, 46 ATMs and 4,000 POS terminals. The branches are also located in Abu Dhabi and Riyadh. This has helped in gaining nationwide recognition in retail and commercial banking sector (NBB, 2017). Globalization has led to cultural integration between the economies. In a dynamic environment it is necessary for business organizations to adopt efficient techniques. These techniques might range from conflict management to negotiation. Inter-mingling of teams across the globe has led to difference of opinion in employees. In such a situation it has become necessary to figure out an effective technique to gain productivity (McShane Von Glinow, 2011). Large-sized business organizations can only grow by managing conflicts an initial stage. Managing work among diversified teams is difficult for the organization. Conflicts in an organization are inevitable. Diverse teams cause conflicts which need to be addressed on first hand basis. Conflicts are necessary to grow. To attain efficiency, an organization requires an efficient negotiator. His duty is to address the problems occurring in the organization (Colquitt, Lepine, Wesson, 2011). Organizational culture is a system that shares values and beliefs governing employees behavior. These shared values have a strong influence on the people and the organization. Every organization needs to develop and maintain a unique culture. These trends are important for an organization in exploring the efficiencies. Every organization has instinctive values that encourage employees to take risk. Companies with great cultural values have an ability to outperform (Pinder, 2014). Work groups and teams An organization is built up of diverse teams. It has become important for the organization to work in group to reach the goal. Teams are common and relevant for a business organizational perspective. Globalization has led to expansion of teams both vertically and horizontally. The organization has to manage synergy between employees and resources. These teams are relevant for every industry and organizational type. The basic role of a team is to combine the competencies and skills to achieve organizational objectives. The underlying necessity of forming teams and groups is to attain synergy (Nelson Cooper, 2007). Each individual contribution helps in developing team in an effective manner. Development of teams helps creates a highly focused group of employees. A cross-functional team is required for enabling various functional competencies. This is common in an organization selling complex product to the customers. Understanding the role of a team is necessary for processing out wor k in an efficient way. In the beginning it is necessary to develop a team to carry out organizational goals. Once a team is decided, the organization can precede towards completion of operational goal. The role of defining a team is to attain desired results in dynamic environment (Miner, 2015). The role of teams in National Bank of Bahrain is to manage different functions in a systematic way. The employees are designated role according to their capacity. It is the role of customer associates to help customers in dealing with day-today queries. The technical team of bank supports in different business functions. Thus managing team is necessary for the banking organizations. Managing team is important for banking organizations to attain result against competition. In the recent time customers are choosing banking organization with a fast customer services. In such a competitive environment, it has become important to develop teams to meet customers expectation. Banking organizations are burdened with loads of responsibilities to overcome pressure. Banking organizations need to develop team to derive result (Robbins Judge, 2012). The team at National bank of Bahrain is effectively working by accumulating the diverse culture. They are providing to their customers far reaching solution. A recent shift in the demographic structure has enabled effective growth in the sector resulting in change in overall banking practice. The bank is offering to their customers with the treasury products that has enabled them to work in the changing banking culture. The online banking mechanism has enabled the bank in attaining effective results like in case of the National bank of Bahrain. They have effectively diversifying the overall banking practices in order to attain desired results. The team of the bank has enabled functioning through implementation of various group activities. They are moreover focused on organizing a diverse culture in Bahrain and providing customers with an improved experience. The purpose of the bank is to place their balance sheet at an appropriate position by focusing on the core banking facilities. For the purpose the bank is enabling effective banking mechanism to attain effective results. Team at National Bank of Bahrain should be capable to derive results in depressive situations. The team helps in processing actions. Every employee in an organization is dependent on other and contributes effectively to precede actions. No employee in a banking sector can work alone; as he requires support from the fellow employees to make contribution. Individual with a similar interest contributes in coming together on a common platform. A sales team in bank is inclined towards branding and marketing and to promote interest of the National Bank of Bahrain. They have to clearly define teams to achieve sustainable results (Wagner Hollenbeck, 2014). Targets related to revenue can be met by designing teams according to individual efficiencies. Every team member is equally responsible to contribute for organizational performance. The alternatives related to a problem can be explored through best possible solution.. The conflict occurs due to difference in the opinion of employees. In s uch a situation it is important for an individual to develop effective policies in order to manage the organization. Employees can only work effectively in case if disputes are addressed efficiently. Conflicts are an obvious part in an organization. This is important for an organization that the conflicts are managed first handedly by the managers and employees (DuBrin, 2013). Conflict and Negotiation Conflicts are at times disruptive for the organization to attain productivity. They might lead to excessive employee turnover. Managers in an organization need to be proficient enough to deal with the growing crises at workplace. It is necessary to understand different ways at workplace to address conflicts. This has become an important tool for the employers in understanding the best way to move toward conflict negotiation. Sometimes it is necessary in an organization to receive clarification regarding company policy. The manager needs to designate duties in an effective manner to avoid conflicts (Jones, 2010). He should avoid such situations that require clarification on future date. Negotiation is an end to a conflict caused due to misinterpretation, the manager need to establish clear guidelines to avoid occurrence of conflict in the organization. The management needs to create policies to prevent conflict at an initial stage. It is necessary to appoint a departmental authority t o deal with the conflicts. It is the duty of both HR department designated authority to deal with the conflicts. Clarification from the part of company has become an important tool to deal with the conflicts (Barling Clegg Cooper, 2008). The purpose is to develop a culture that ensures that the success of the bank depend upon the customers and the community it is working in. Their association with the other banking organizations has helped in attaining significant growth in the recent time. There is an increasing demand in the society to develop equal role in the community development (Social responsibility, 2015). Conflicts can occur at workplace due to excessive workload and stress on the staff. In such a situation management needs to adopt a proactive negotiation approach to lift up work level. The manager has to plan in the benefit of organization and the employees. It is important for mangers to find out an effective way to handle conflicts. Negotiation is important at an initial stage to avoid further conflicts. Negotiation has become one of the important parts of company while dealing with the conflicts. Excessive workload can create pressure on employees by offering overtime o staggering shifts to deal with the excessive stress. The workload problem needs to be dealt in an effective manner. The conflict management deals with finding solution to ease the extra burden felt by staff. It is the primary duty of the manger to work in the interest of the employees (Barling, Clegg Cooper, 2008). Organizational culture It is necessary that the employees feel involve in the success of the banking organization. In case of any issue at the workplace the employees need to take a proactive step, employees are the primary asset to the organization. It is necessary to manage conflicts by increasing employees participation. The teams need to set up an important procedure to deal with the problems. They should adopt an open door policy to deal with the problems. Employees should be given an opportunity to exchange problems. They should be given a chance to discuss the problem directly with the employers (Moore, 2014). People communicate with each other in a different manner. This requires better understanding in employees to deal with the problems. Conflicts might occur in an organization due to a wide gap in understanding. The manager needs to develop effective procedure to deal with the problems occurring in the organization. It is necessary that the manager should discuss the problem in an efficient way. Effective leadership skills are required in an organization to manage conflicts. Regular discussions are required in the organization for the purpose of dealing in an effective manner (DeVito, 2007). The manager needs to figure out an effective way to eel with serious issues at an initial stage. Isolation in the organization tends to create movement. While dealing with multi-party problem it has become evident for the organization to create better working conditions. The primary focus of the organization is to deal with the problems. To combat with the problems it is necessary to develop effective planning mechanism for the employees. Conflict management and negotiation skills are necessary in every leader. This will help the organization in setting a good example for others. Conflicts are obvious in the organization and affect the productivity in a negative way. In such a situation it is suggested to derive an effective plan and mechanism to deal smartly (De Dreu Gelfand, 2008). Banking organization faces conflicts on a regular basis. A conflict can occur within or outside the organization. In such a situation it is recommended to the employees to deal with the problems in an effective manner. The employers need to focus on employees to overcome the problems. This is evident that the conflicts will occur in the organization. However it is the duty of the manager and the team to act smartly. Conflicts can only be managed if proper actions are taken by the organization. Employees should be given an open space to discuss their thoughts. Employees feel frustrated when they are not given a proper space by the organization. Banking structure creates a pressure over the employees. Conflicts do affect the overall productivity of the employees. In such a situation the manager needs to deploy an effective plan to deal with the problem. They need to plan an effective strategy to avoid a situation that might occur in future. Employees should be given an opportunity to discuss problems with each other. Giving an open platform will help them to attain the objectives. As per the Schein model the bank has effectively able to attain the cultural changes occurring in the Bahrain banking sector, though the current bank9ng sector requires lot many changes. It is necessary to incorporate changes in an effective way so at top incorporate an effective work culture. Artifact: The team members need to evaluate all the pros and cons to attain results. Responsibilities related to team management and development lies with the manager. To attain long term sustainable goals the managers have a key responsibility to handle the conflict. Value Quality assurance is an important part of the National bank of Bahrain. Since its incorporation the bank is keeping a check over the corporate social responsibility. The program is developed to ensure stakeholder interest in the bank. They have continually endeavored to grow business by being socially responsible. Assume values these are the values undertaken by the employees in order to effective implementation of aim. The main purpose of the banking organization is to implement culture at the workplace. Conclusion To conclude, the banking structure has a lot of complications that need to be addressed at an early stage. The banking originations need to develop an effective mechanism to address the problems. In such a situation it is necessary for an organization to work in an effective manner. Team management is important for an organization to deal with difficult situation in an effective approach. The report provides an insight to manage the differences among the employees. It is necessary to address the problem in a proactive way. This will help the organization in dealing with the problems to cope up futuristic issues. References Adler, N. J., Gundersen, A. (2007).International dimensions of organizational behavior. Cengage Learning. Barling, J., Clegg, S. R., Cooper, C. L. (Eds.). (2008).The SAGE Handbook of Organizational Behavior: Volume Two: Macro Approaches(Vol. 2). Sage. Colquitt, J., Lepine, J. A., Wesson, M. J. (2011).Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. De Dreu, C. K., Gelfand, M. J. (Eds.). (2008).The psychology of conflict and conflict management in organizations(pp. 3-54). New York, NY: Lawrence Erlbaum Associates. DeVito, J. A. (2007).Interpersonal Communication Book, The, 13/E. New York, NY: Pearson International. DuBrin, A. J. (2013).Fundamentals of organizational behavior: An applied perspective. Elsevier. Jones, G. R. (2010). Organizational theory, design, and change. McShane, S., Von Glinow, M. (2011).M: Organizational behavior. Irwin/McGraw-Hill. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Moore, C. W. (2014).The mediation process: Practical strategies for resolving conflict. John Wiley Sons. NBB.(2017). ONLINE. Retrieved from: https://www.nbbonline.com/ Accessed on: 30 April 2017) Nelson, D., Cooper, C. L. (Eds.). (2007).Positive organizational behavior. Sage. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Robbins, S. P., Judge, T. (2012).Essentials of organizational behavior. Essex: Pearson. Wagner III, J. A., Hollenbeck, J. R. (2014).Organizational behavior: Securing competitive advantage. Routledge. Social responsibility, (2015). Retrieved from: https://www.nbbonline.com/default.asp?action=categoryid=6 (Accessed on: 3 May 2017)