Trends in Organizational Behavior
The emerging trends in organizational behavior in today’s restaurant businesses are of undeniable significance to the industry. This principle holds true in terms of how such modern organizational behavior trends relate with ethical issues within the industry and impact the management of stress among personnel. It is therefore essential to identify the future trends in organizational behavior. This is because in doing so, beneficial effects such as adherence to ethical standards within the restaurant business and successful stress management among personnel may be realized.
The said premise was what Reynolds and Namasivayam (2007) presented. The two explained that emerging trends in organizational behavior, such as globalization and a diverse workforce, affect how ethical concerns and stress are managed in the food service or restaurant industry. They added that other emerging trends or changing patters in organizational behavior also include effective managerial skills, employee motivation or satisfaction, and even the adaptation to technology of the restaurant’s workforce.
Reynolds and Namasivayam (2007) however clarified that globalization and diversity indeed play important functions in the macro and micro scale perspectives, respectively, of organizational behavior. The two tendencies have relevant relations with ethical-related problems in the work setting of restaurants (Reynolds & Namasivayam, 2007). Reynolds &
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They further claimed that globalization and diversity introduced various approaches on how management would handle existing ethical issues that affect the performance and attitude of restaurant personnel. As globalization and a diversified workforce signify both worldwide economic freedom and increased cases of non-native speaking workers, restaurant managers need to fill in the communication gap among employees as well as promote effective customer service of the restaurant towards its customers. Such condition can be only achieved if fair labor practices and racial impartiality are done.
When such ethical issues in restaurant are prevented, job satisfaction, efficient performance, and low employee turnover would be achieved. At the same time, the stress experienced by restaurant employees would be reduced (Reynolds & Namasivayam, 2007). Reference Reynolds, D. & Namasivayam, K. (2007). Organizational behavior and human resource management in the global foodservice industry: An introduction. In D. Reynolds & K. Namasivayam (Eds. ), Human Resources in the Foodservice Industry: Organizational Behavior Management Approaches (pp. 1-6). New York: Haworth