Organizational Issues And Trends

Organizational Issues and Trends
Manoela Viera
January 28, 2008

Introduction
“Organizations face many different issues in today’s world”.

Power and Politics
X
“Power is the ability to effect a change in an individual or a group in some way. Power may or may not be legitimate. That is, power need not correspond with a person's organizational position. Politic, on the other hand, is legitimate. It is the power which is sanctioned by the organization and is often the 'source' of power”

Organizational Politics
Political behavior can occur at several levels.
Individual Level
Involves an associate who uses politics to suit his best interests.
Group Level
Groups whose members act in an integrated manner to actively pursue a common interest (Coalition.)
Organizational Level
Ex: When particular organizationshirelobbyists who try to influence congresspersons’ votes on issues important to thatorganization.

PoliticalTatics

Bases of Individual Power

Organizational Stress
“Job stress is a major problem that affects the individual employees as well at their organization. Stress causes burnout, absenteeism, lower morale, high turnover rate in the workforce, poor performance and even physical illness (Sutherland & Cooper, 1990).

Strategies for Managing Stress

Globalization - Business and Ethical Considerations
Crime and corruption; drug consumption; massive layoffs occurring when companies outsource work to countries that offer cheaper labor costs are a few of the issues some attribute to globalization (University of Phoenix, 2006).

Globalization - Business and Ethical Considerations

Organizational Behavior Trends
Several forces can impact the behavior trends of organizations. These include competitive, economic, political, global, demographic, social, and ethical forces.

Economically, politically and globally
Organizations must analyze the rise of low-cost foreign competitors and the development of new technology in other countries and help their managers with the challenges of adjusting to foreign cultures.

Demographically and socially
Organizations need to work to diversify their management tactics so they better understand how to work with women and minorities.

Ethically
Organizations need to make changes to allow managers and employees at all levels to report unethical behavior so that the organization can move quickly to eliminate this behavior and thereby protect the organization, its members, and customers from reputational harm.

TQM – Total Quality Management
“Total Quality Management (TQM) is an ongoing and constant effort by all of an organization’s functions to find new ways to improve the quality of the organizations goods and services.” (University of Phoenix, 2005.)

How can TQM Help Organizations
Competitively because customers will prefer to use their products over lower quality ones.
Economically by encouraging the different functions of the business to work together and improve the processes.
Politically and globally through the use of “sustainability.”
Demographically and socially by teaching employees to work better as a team regardless of differences in gender or culture.
Ethically by teaching the employees to advise management of areas for improvement and to support each other in the implementation of those changes.

Conclusion
“Companies can no longer do business with blinders on. Issues such as employee stress and the rising cost of health care, ethical awareness of doing business globally, global warming, and the environment affect each and every one of us. If companies continue to ignore each of these issues, there won’t be world left to business nor customers left to do business with. Only through global corporate cooperation can a difference be made.”

References
University of Phoenix (Ed.). (2006). Organizational Behavior: A Strategic Approach, 1e. Chapter 12: Conflict, Power, and Politics [University of Phoenix Custom Edition e-text]. John Wiley & Sons, Inc. Retrieved January 26, 2008, from University of Phoenix, rEsource, MGT344-Organizational Behavior and Ethical Responsibility Web site.
University of Phoenix (Ed.). (2005). Understanding and Managing Organizational Behavior, 4e. Chapter 18: Organizational Change and Development [University of Phoenix Custom Edition e-text]. Prentice-Hall, Inc. Retrieved January 25, 2008, from University of Phoenix, rEsource, MGT344-Organizational Behavior and Ethical Responsibility Web site.
Hannigan, Ben, Edwards, Deborah, & Burnard, Philip (2004). Stress and stress management in clinical psychology: Findings from a systematic review.. Journal of Mental Health. 13, 235-245.
Sutherland, V. J., & Cooper, C. L. (1990). Understanding stress: a psychological perspective for health professionals. London: Chapman and Hall.
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Organizational Issues And Trends

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