National Aeronautics and Space Administration
National Aeronautics and Space Administration
NASA, (National Aeronautics and Space Administration), is US government agency that has got the sole responsibility for the space programs of the public in the United States. Another important role played by NASA is conducting aerospace research in the long-term both for the civilian as well as for the military in the US. In so doing it has fulfilled its aims as well as objectives by pioneering the exploration of the space, leading in the field of scientific discovery as well as excellent performance in the field of research in aeronautics.
The success of the organization is a result as well as a contribution of the healthy organizational behavior that the company has adopted. The concepts of organizational behavior exhibits a micro as well as a macro status in which case the former has a bearing of individual as well as group dynamics in the organization while the latter has a reference of the entire organization in as far as the matters of how individuals behave in the organization. Issues of major concern include how the individuals adapt to the working environment, the strategies as well as the structures that are in place in the workplace.
In any organization it is a common practice for people to interact during which process a multiple of factors are evident. NASA, as a model of a modern organization conducts research studies that are geared towards the understanding as well as modeling of these factors. The results of these studies is instrumental towards the potential of the management of the organization in achieving the control of the individual employees, the prediction of the possible behavior as well as the explanation of the reasons behind the behavior.
The ethical justification behind the control of the behaviors of the workers remains a controversial issue and this discipline has occasionally been labeled a scientific tool used by the powerful to oppress the weak by the opponents of organizational behavior. However for the success of any organization the discipline remains a vital tool for the purpose of the realization of development as well as the success of the organization. Different concepts have been studied and found to be integral part of the entire organizational behavior.
For the purpose of this paper, three of these concepts will be analyzed with respect to their contribution of NASA (Fraser, 2001). Thesis statement Organizational behavior is a discipline that is core to the development as well as the future success of the organization. Some of its key concepts such as motivation, communication as well as decision making process in the organization are key to the positive interaction between the managers, the subordinates as well as the peers within the organization. Motivation
The concept has the implication of the level of the extent of continuous as well as persistent efforts that are applied towards the achievement of some predetermined objectives as well as goals. Motivation exhibits different aspects from the perspective of the organizational behavior and therefore managers as well as researchers have applied different aspects as well as theories in an effort to understand and implement this concept of organizational behavior. This is imputed to its uniqueness breadth as well as size (Hatch, 2006).
Considerable efforts have been undertaken in NASA for the purpose of understanding the diverse forms as well as characteristic values of the different theories responsible for the explanation of motivation and the most appropriate ways behind its successful implementation for the success in the organization (Weick, 2005). Motivation is based on the requirement of the human to fulfill various categories of needs that usually moves in ascending order from the most basic towards the most complicated as well as more self fulfilling.
Physiological needs are the most basic; survival needs follow in importance before the individual sought safety, and security as well as stability needs. These latter needs are more oriented towards the basic needs while the proceeding needs are inclined towards self-actualization. This is where we find needs such as belongingness, interacting socially, esteem as well as competence. The fulfillment of these needs is the cause of the requirement for motivation in the workplace since they reflect satisfaction of the individual (Weick, 2005).
Individuals in the organization would want to feel that their efforts are appreciated and therefore adequately compensated. This is the most obvious form of motivation required of the organization. The reason behind the engagement in any kind of a behavior by an individual is motivation. The reasons are in form of basic needs objects that have been desired, along planned goal, an ideal or the improvement of the state of the individual. In motivation there is a sense of initiating the human behavior directing the same with a certain degree of intensity as well as persistence (Fraser, 2001).
Motivation in some cases is offered in the form of a reward or reinforcement. In the latter case the individual is presented with a gift, that exhibit the form of a tangible reward or even an intangible one with the intention of the promotion of the individual’s tendency to repeat the action. A positive appreciation is associated with the action. External as well as internal rewards are offered in which a case external one applies to money or a form of appreciation while the intrinsic one refers to satisfaction.
A rein forcer on the other hand refers to an action of the creation of a conducive environment that is favorable to the individual for the purpose of the repetition of the desirable action (Hatch, 2006). Communication The final decade of the millennium century was accompanied by numerous fundamental changes in the business world. This was characterised by the advancement in technology brought about by computers as well as mobile phones that enhanced people to work even when at home.
However these professional gadgets and tools did not offer positive contribution to the organizational cultures despite that their users were able to work for longer hours as compared to their performance while they are at their stations of work. This was evidenced by a conducted research that indicated that more than 25 million of the people in the US work for an average of 50 hours in one week while close to 11 million others in the same country work for an average of 60 hours in a week (Weick, 2005).
This consequently is a sauce of great stress to these workers which is further compounded by massive job cuts as well as fluctuations in the stock markets and an academic type of grading the performance of the employees (Hatch, 2006). An efficient as well as effective communication is a very crucial tool in the organization and it may be the source of making as well as breaking of the organization. It is a very important parameter in the organization as far as promotion as well as marketing are concerned.
The use of informal communication in the organization is also of importance in the organization and in most of the situations, it is referred to as the grapevine in the organization. This informal type of communication in the organization mostly finds its application in situations that a new event has been noted in the organization and therefore there is a need for the workers to pass as well as receive the information (Molz, 1999).
Communication in the organization is a provider of important concepts relevant for the understanding of the changes that occur in the organization which is important for the managers as well as the professional in the organization.. The use of language as well as conversation is critical in the organization since it is the basis of actions coordination as well as resolution of the upcoming breakdowns in the organization. Communication is also healthy towards work performance as well as the provision of the customer satisfaction (Robbins, 2004).
At the present, the working environment is constantly changing and this calls for effective styles of leadership for the purpose of the achievement of a performance that is of a high impact. This goes hand in hand with the individual employee success within the groups as well as teams in the organization as well as the organization as a whole. In a situation whereby the employees are empowered with potential of the analysis of the critical issues affecting their workplace, they tend to acquire a competitive edge irrespective of the level of their status in the organization.
This in turn is quite effective in the enhancement of leadership competencies, the effectiveness of their performance, communication in a multi-cultural dimension, the management of diversity within the organization, and lastly, the development of the human resources in the workplace (Robbins, 2004). The realization of the importance of human resource in relation to the rest of the resources required for the purpose of the production of good as well as services is the foundation of the understanding of the importance of these concepts of organizational behavior.
Decision making process in the organization. The adoption of a consensus type of the decision making process is another basis of success in the organization. This involves the use of a group in the process of decision making. The members’ highest interest is the cultivation of the agreements of the majority of the participants, while at the same time resolving as well as mitigating the objections of the minority participants.
The principle aim is to come to general agreement through a deliberation process. This process has the implication that the participants think together or rather they feel together. The process involves the majority of the stakeholders. Their input is of vital importance and therefore it is actively solicitated during the process (Hatch, 2006). The best possible decision is the ultimate objective of the participants and therefore every member should strive to reach it.
This does not mean efforts geared towards pursuing the opinion that has been brought up by the majority at the expense of the minority. The members of this decision making organ should participate on a level playing ground, all of them being affordable and enjoying the possibility of an equal contribution towards the outcome of the entire process. This includes tabling proposals, amendment as well as veto of the agendas as well as the potential to block the proposals raised by others.
The operation should be oriented towards seeking a solution to the imminent problem through laying major emphasis to the achievement of the most neutral as well as common agreement. Compromise among other diplomatic techniques is on the forefront for the purpose of the achieving of the most logical decision (Molz, 1999). For the proper implementation of the decisions in the organization, they should not be perceived to be imposed on the employees. This situation is most likely to be a cause of defiance among the employees, even if the decisions may be favorable to them.
Decisions that are arrived at with the contribution and the participation of the employees are more pleasing to the entire working community in the organization, and therefore most likely to attract great cooperation even though some portions of the agreed upon proposals may be unfavorable to the employees (Robbins, 2004). Conclusion The ability of influencing the human behavior is a very important aspect of determination of the success of the careers of majority of the employees particularly those serving at the senior management levels in the organization.
They therefore require advanced skills to the extent of understanding as well as influencing the behavior of the teams as well as individuals in the workplace. It is through the realization of this fact a qualified manager tends to spend insignificant time in traditional management but rather most of the time is spent in an interactive manner with the rest of the workers. Therefore as a manager there lays a liability of the acquisition of technical skills that are resourceful to the understanding of the people who are subordinate to manager.
This requires that the manager become psychologist who is highly skilled. The same scenario is not a restriction of the manager, but rather even the subordinate is entitled for the acquisition of skills that are responsible for interpersonal influence within the environment of the workplace, the potential for motivation, as well as the ability to communicate with the senior officers, the peers as well as yourself. This is to avoid a situation whereby a manager carries the blames of the mistakes that have been executed by other people.
University/College: University of Chicago
Type of paper: Thesis/Dissertation Chapter
Date: 12 January 2017
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