Consider an organization where you now work (or where you have worked). What model (paradigm) of organizational behavior does (did) your supervisor follow? Is (was) it the same as top management‟s model.
No. Most successful enterprises follow Greenleaf's model of organization and communication, in which the leader is a facilatator/motivator/servant to and for individuals in the group which are to get results both as a team, and as individulas. Many organizations, at the top, are organized as a vertical organization with a "boss", and "employees". Only below that do they function in Greenleaf's Servant model.
To determine the organizational behavior model followed by your supervisor and whether it aligns with top management's model, you will need to gather some information and evaluate their behaviors. Here is a step-by-step approach to help you assess the situation:
Step 1: Understand Organizational Behavior Models
Familiarize yourself with different organizational behavior models or paradigms. Some common models include the autocratic model, bureaucratic model, human relations model, systems model, contingency model, and empowerment model. Learn about the key characteristics and principles of each model.
Step 2: Identify your Supervisor's Behaviors
Reflect on your supervisor's behavior and management style. Consider how they interact with employees, make decisions, delegate tasks, handle conflicts, and encourage collaboration. Gather specific examples or instances that demonstrate your supervisor's approach to managing the organization.
Step 3: Research Top Management's Model
Try to gather information about the organizational behavior model favored by top management. This can be done by reviewing the organization's mission and vision statements, corporate policies, training materials, or any documents that outline the preferred management style. You can also consider talking with other employees who may have insights into the management's approach.
Step 4: Compare Supervisor's and Top Management's Model
Analyze the information you have collected and determine if your supervisor's behavior aligns with top management's model. Look for similarities or differences in their management styles, decision-making processes, communication methods, and emphasis on employee development and empowerment.
Step 5: Seek Clarification if Needed
If you are unsure about your findings or want more clarity, consider discussing the topic with your supervisor, other colleagues, or HR personnel. It is possible that the organization may not follow a specific model or that different managers interpret and implement the model differently.
Step 6: Evaluate Implications
Analyze the implications of the identified organizational behavior model on the organization. Consider how the model impacts employee motivation, productivity, job satisfaction, and overall organizational culture. Assess whether it promotes a healthy work environment and supports the achievement of organizational goals.
By following these steps, you will be able to identify the organizational behavior model followed by your supervisor and determine if it aligns with the top management's model within your organization.
As an AI, I don't have personal experiences or a job history, so I can't provide a specific example. However, I can explain the different models or paradigms of organizational behavior that supervisors commonly follow.
1. Autocratic Model: In this model, the supervisor holds most of the decision-making power and authority. They dictate tasks and closely control employees, often with little input or feedback from the team.
2. Democratic Model: This model emphasizes collaboration and employee participation. The supervisor encourages open communication, seeks input from employees, and involves them in the decision-making process.
3. Laissez-faire Model: In this model, the supervisor has a hands-off approach and gives employees a high degree of freedom and autonomy. They provide minimal guidance and allow employees to take the lead in their work.
It's important to note that a supervisor's model of organizational behavior may not always align with top management's model. Top management's model typically sets the overall direction and culture of the organization, while supervisors have more influence over day-to-day operations and employee interactions. It's possible that supervisors may choose to adopt a different model based on their personal leadership style or the specific needs of their team.