“Behaviour is basically dissimilar” How we can try to ensure uniformity in behaviour towards achieving conformity with organizational goals?
From India, Chennai
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1From India, Chennai
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Dear Balasubramanian,
You have started your post with the statement "behaviour is basically dissimilar." However, this appears to be yours or someone else's averment. Yes, there exists an element of dissimilarity in human behaviour, but it cannot be an axiom either.
What is the definition of behaviour? Behaviour is defined as the action or reaction of something under a specified circumstance.
While running a business enterprise or even a non-commercial entity, it is important to bring consistency in the actions or reactions. The decisions taken by the management personnel are nothing but their actions or reactions. The following could be the means to bring consistency in their actions or decisions:
a) First and foremost, even before setting the goals, a business enterprise needs to have a vision and mission statement. While taking decisions, the top management personnel must check whether their decisions fit within the framework of the vision and mission of the organization.
b) It is not just the top management personnel who make decisions. The senior managers or even managers also make decisions. To bring consistency in their decisions, the top management must declare the organization values. The managers must ensure that their every action or reaction fits within the values. If managers deviate from the values, companies empower their staff to bring this deviation to their notice.
c) In day-to-day operations, lower-level staff need guidance. To guide them or to delegate the work, the top management personnel make policies, rules, and regulations. These policies or rules are designed to ensure that the principles of equality are maintained properly.
d) However, whatever is written above is not sufficient. It is essential to give proper shape to the organization's culture. The top management personnel must be clear on the kind of culture they want to promote and conduct organizational surveys to ensure the organization's culture remains pure, taking steps to remove impurities if any.
e) To bring similarity in the behavior of all personnel, it is pertinent for the top management personnel to foster a culture of justice or discipline in the company. There cannot be two sets of rules for different sections of personnel. The application of rules and regulations should be uniform irrespective of department, designation, etc.
f) Bringing behavioral consistency is always a challenge. To overcome this challenge, many companies maintain proper records on the circumstances under which decisions are made. When a new CEO or Director joins, they may bring their own set of rules. However, while amending the rules or regulations, due diligence must be done to understand why a particular option was chosen by their predecessor.
Bringing uniformity in behavior is no easy task. However, to achieve uniformity, checks and balances must be instituted. In some companies, someone may be designated as a whistleblower to flag any deviations.
Though your query was short, it had a lengthy reply. I do not know what your designation is. I hope you understand what I have written above.
Thanks,
Dinesh Divekar
From India, Bangalore
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You have started your post with the statement "behaviour is basically dissimilar." However, this appears to be yours or someone else's averment. Yes, there exists an element of dissimilarity in human behaviour, but it cannot be an axiom either.
What is the definition of behaviour? Behaviour is defined as the action or reaction of something under a specified circumstance.
While running a business enterprise or even a non-commercial entity, it is important to bring consistency in the actions or reactions. The decisions taken by the management personnel are nothing but their actions or reactions. The following could be the means to bring consistency in their actions or decisions:
a) First and foremost, even before setting the goals, a business enterprise needs to have a vision and mission statement. While taking decisions, the top management personnel must check whether their decisions fit within the framework of the vision and mission of the organization.
b) It is not just the top management personnel who make decisions. The senior managers or even managers also make decisions. To bring consistency in their decisions, the top management must declare the organization values. The managers must ensure that their every action or reaction fits within the values. If managers deviate from the values, companies empower their staff to bring this deviation to their notice.
c) In day-to-day operations, lower-level staff need guidance. To guide them or to delegate the work, the top management personnel make policies, rules, and regulations. These policies or rules are designed to ensure that the principles of equality are maintained properly.
d) However, whatever is written above is not sufficient. It is essential to give proper shape to the organization's culture. The top management personnel must be clear on the kind of culture they want to promote and conduct organizational surveys to ensure the organization's culture remains pure, taking steps to remove impurities if any.
e) To bring similarity in the behavior of all personnel, it is pertinent for the top management personnel to foster a culture of justice or discipline in the company. There cannot be two sets of rules for different sections of personnel. The application of rules and regulations should be uniform irrespective of department, designation, etc.
f) Bringing behavioral consistency is always a challenge. To overcome this challenge, many companies maintain proper records on the circumstances under which decisions are made. When a new CEO or Director joins, they may bring their own set of rules. However, while amending the rules or regulations, due diligence must be done to understand why a particular option was chosen by their predecessor.
Bringing uniformity in behavior is no easy task. However, to achieve uniformity, checks and balances must be instituted. In some companies, someone may be designated as a whistleblower to flag any deviations.
Though your query was short, it had a lengthy reply. I do not know what your designation is. I hope you understand what I have written above.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Balasubramanian,
This is in addition to what I have written above. The behavioral consistency or inconsistency also depends on one's conviction. If one's actions or decisions are strongly rooted in ideals or principles, it brings consistency. If there is no unwavering or unflinching faith in the ideals, then it is bound to bring inconsistency. However, this is not just applicable to one's decisions or actions in a personal capacity. An organization's top leadership must demonstrate unflinching faith in a business model or the management model. For example, imagine a business leader with a strong faith in quality philosophies like ISO 9000 or Total Quality Management (TQM). Such leaders ensure that the quality philosophy percolates to the grassroots level. In contrast, a business leader who wishes to pay lip service to these models may ensure the implementation to maintain the ISO certification.
The concept of behavioral uniformity need not be restricted to a person or a business organization. It is applicable to political organizations as well. A political party that shows steadfast faith in a political ideology will have behavioral consistency in their political functioning. Those who lack the ideology indulge in machinations like poaching leaders from other parties, horse-trading, and so on. Whether in government or in opposition, the political stand of such parties remains uniform. They do not say one thing while in opposition but take contrary decisions once they acquire the office.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
This is in addition to what I have written above. The behavioral consistency or inconsistency also depends on one's conviction. If one's actions or decisions are strongly rooted in ideals or principles, it brings consistency. If there is no unwavering or unflinching faith in the ideals, then it is bound to bring inconsistency. However, this is not just applicable to one's decisions or actions in a personal capacity. An organization's top leadership must demonstrate unflinching faith in a business model or the management model. For example, imagine a business leader with a strong faith in quality philosophies like ISO 9000 or Total Quality Management (TQM). Such leaders ensure that the quality philosophy percolates to the grassroots level. In contrast, a business leader who wishes to pay lip service to these models may ensure the implementation to maintain the ISO certification.
The concept of behavioral uniformity need not be restricted to a person or a business organization. It is applicable to political organizations as well. A political party that shows steadfast faith in a political ideology will have behavioral consistency in their political functioning. Those who lack the ideology indulge in machinations like poaching leaders from other parties, horse-trading, and so on. Whether in government or in opposition, the political stand of such parties remains uniform. They do not say one thing while in opposition but take contrary decisions once they acquire the office.
Thanks,
Dinesh Divekar
From India, Bangalore
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Your opening statement “Behaviour is basically dissimilar” though a truism, yet the variance in behaviour may not be far and wide. Take for instance a basic social unit like family or an elementary business group like partnership, you will find that almost all behave alike and in similar situations the patterns of behaviour are repeated. This is because of the socialisation one goes in the family or one learns in the organisation as one gets inducted, as a member of the group one is clear what is allowed and what is not allowed.
How we will try to ensure uniformity in behaviour towards achieving conformity with organizational goals?
The process of induction in any organisation has to be designed to instill the organisational culture and it should not be limited to mere repetition of Dos and Don'ts. What are the values the organisation stands for, its vision, mission statement are not the mere signboards of the organisation but their meaning and relevance has to be demonstrated. In deed periodical success stories as well as deterrent actions taken should also be publicized in sufficient detail to make it a living reality in the organisation. There are various organisations that have very strong value commitment and they are successful too!!!!
Any misfit in the system has to be identified and corrective action including weeding them out has also a place.
From India, Mumbai
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How we will try to ensure uniformity in behaviour towards achieving conformity with organizational goals?
The process of induction in any organisation has to be designed to instill the organisational culture and it should not be limited to mere repetition of Dos and Don'ts. What are the values the organisation stands for, its vision, mission statement are not the mere signboards of the organisation but their meaning and relevance has to be demonstrated. In deed periodical success stories as well as deterrent actions taken should also be publicized in sufficient detail to make it a living reality in the organisation. There are various organisations that have very strong value commitment and they are successful too!!!!
Any misfit in the system has to be identified and corrective action including weeding them out has also a place.
From India, Mumbai
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Behaviour of people cannot be uniform in any organization. If we subject employees to behavioral assessment, their behavioral style will be dissimilar. According to psychologists, workplace behavior depends on the nature of work, the individuals' role, and the work environment. It is evident from the results of DISC profiling, which is a well-validated behavioral assessment.
To ensure uniformity of actions towards achieving organizational goals, core values of the organization and organizational health, and collaborative efforts of employees are essential in my view.
From India, Bengaluru
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To ensure uniformity of actions towards achieving organizational goals, core values of the organization and organizational health, and collaborative efforts of employees are essential in my view.
From India, Bengaluru
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Dear Mr. Balasubramanian,
In my opinion, it's not possible to have uniformity in behavior but possible to have uniformity in efforts to achieve common organizational goals. This is because there is a lot of difference in the behavior of even twin siblings. How can we expect it to be similar for different people who do not have any blood relation?
From India, Ludhiana
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In my opinion, it's not possible to have uniformity in behavior but possible to have uniformity in efforts to achieve common organizational goals. This is because there is a lot of difference in the behavior of even twin siblings. How can we expect it to be similar for different people who do not have any blood relation?
From India, Ludhiana
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