Developing 'Organic Operations' Business Models: The Role of Behavioral Research

By Krishna, V. Muthu; Sarangan, V. G. | IUP Journal of Organizational Behavior, October 2014 | Go to article overview

Developing 'Organic Operations' Business Models: The Role of Behavioral Research


Krishna, V. Muthu, Sarangan, V. G., IUP Journal of Organizational Behavior


Introduction

There is a significant development in Operations Management (OM) with advances in studies to measure productivity. OM is a tedious concept, which has success ratios entirely depending on human performances. With recent trends in service industries operations are shifting from mechanical fronts to front end. Several firms have adopted various kinds of techniques to improvise internal operations and they use operations management as a means of integrating various functional levels. These operations management concepts are very older, not less than to the start of 'Assembly Line' manufacturing by Ford.

Earlier, though operations did not precipitate as a sophisticated branch of study, still the measures of operations in terms of efficiencies pertaining to process and people was in practice. Shifting from pure organizational or psychological viewpoints, the factors of measuring human advantages by means of skills and attitude levels play vital importance and application in operational presence. The operations-oriented human factor evaluation is collected under an improvised definition of 'organic operational' concepts. Firms are helped by the human, process and management technologies termed collectively as enterprise solutions.

Organic enterprise solutions are in detail viewed by inward facing skills and abilities and they come together to plan, improve, reduce rework and quickly respond to any new adaptation and changes. We see the future of such organic setups to pave way for a future where employee could also be programmed for efficiency through process and observations similar to how a desired system is tuned for performance. We have tried to calculate specifications demanded by work in targeting the expectations. Intra-firm decisions, multiple value creation and extended application of efficiencies are targeted in this work. Modelling fundamental human capacities are attained both for company and individual employees.

When a research on human capital is taken, researchers traverse the path of human resources management or find relevance between human resources management and OM. Prior researchers have identified through several studies that HR literature relating to organizational performances are taken with slight modifications for OM. In that perspective, there are no great differences of boundaries for operations and human resources practices. Mostly, they are performance relative calculations obtained through investigations like questionnaires or sample responses in terms of financial benefits and employee retention. With advancements in service sectors, it is very important to focus our attention on OM as a best bid field of research dealing with plastics and wi-fi's, as it was seen previously as a field of grease and irons.

Developing fairness in decision and performance process is longstanding before the desk of OM researchers. Vander Heyden and Umberg (2007) found effective association between the level of fairness and process performance across 41 departments from 15 companies in their research. Fair process is defined as improvised methodologies made operational with their effects on performance measured. Though the researches of Van der Heyden and Umberg are with respect to decision and performance processes, it is well applicable in major focus on performance and decisional strategy of arriving at the evaluation on such processes.

Powell (1996) found that there is a large potential need for behaviors in OM to be studied with deeper empirical base moving from theoretical to mathematical grounds. It was also found that opportunities for understanding organizational performance relating behavioral studies and OM offer a lot of fair process frameworks and TQM tools. Behavioral experimental scope for mapping behavioral reflections in conflict and performance management is very large.

Literature Review

Behavioral Modelling

There are studies relating to HR practices and OM as available in OM literatures (Kinnie and Staughton, 1991; Youndt et al. …

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