Organisations in Tanzania can possess modern technology, sound strategies, and qualified employees, yet still struggle to deliver results due to poor communication, persistent conflicts, and mismanaged workplace behaviour. Experts warn that these issues can significantly undermine organisational performance, despite the presence of necessary resources. Effective management of workplace behaviour is crucial to achieving organisational objectives. This is a concern that affects various sectors, including business, education, and government.
A new book, "Managing Organisational Behaviour: A Concise Handbook for Managers," by Dr Enock Mlyuka, explores the impact of behaviour, leadership, communication, and workplace culture on organisational performance. The book aims to connect organisational behaviour theories with practical challenges faced by managers, providing concise guidance for those with limited time. Dr Mlyuka emphasises that some challenges facing institutions are not caused by a lack of plans or technology, but by how people behave and interact while implementing them.
Dr Mlyuka highlights the importance of effective communication in the workplace, as poor information flow can create confusion, mistrust, and conflict, ultimately affecting productivity and institutional performance. Emotional intelligence is also crucial, as it helps employees and managers deal with fear, disappointment, and other pressures that influence workplace relationships and decision-making. By understanding and managing these factors, organisations can improve their overall performance.
University of Dar es Salaam lecturer Prof Neema Mori stresses that organisations cannot achieve their objectives by relying solely on systems and technology. She emphasises the need for the "soft part" of organisational management, which includes leadership, motivation, and workplace culture. Prof Mori urges organisations to turn these lessons into daily practice, encouraging managers and employees to lead by example and be part of the change.
Tanzania Public Service College lecturer Gasper Kisinza notes that differences in expectations among generations are creating new challenges for managers seeking to maintain discipline and productivity. Newly employed workers may expect rapid promotion without understanding the experience and responsibilities associated with senior positions. If not properly managed, these behaviours can affect discipline and productivity, manifesting in issues such as lateness and misuse of institutional resources.
Development stakeholder January Hekima emphasises that the human factor is equally important to institutional performance and broader national development. He stresses that the success of national goals, including Development Vision 2050, will depend on institutions' ability to develop, motivate, and effectively manage their human resources. By turning people's skills into productivity, innovation, and economic value, institutions can contribute to national development.
Experts agree that effective management of workplace behaviour is crucial to achieving organisational objectives and contributing to national development. By understanding the importance of communication, emotional intelligence, and leadership, organisations can improve their performance and achieve their goals. The book by Dr Mlyuka provides a valuable resource for managers and employees seeking to improve organisational behaviour and performance.
Key points
- Effective communication is crucial to organisational performance, as poor information flow can create confusion, mistrust, and conflict.
- Emotional intelligence helps employees and managers deal with pressures that influence workplace relationships and decision-making.
- Organisations need to develop, motivate, and effectively manage their human resources to achieve their objectives and contribute to national development.
