U.S. Marines Organizational Behavior

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Table of Contents

Introduction
Organizational culture in the U.S. Marine
Organizational communication in the U.S. Marine
Nature of authority in the U.S. Marine
Motivational techniques in the U.S. Marine
Emotional quotient in the U.S. Marine
Conclusion
References

Introduction

Organizations are complex entities that often precipitate diverse thresholds of engagement. They embody pertinent facets of operation that require accuracy and probity.

In order to guarantee efficiency and productivity in organizations, it is essential for authorities to understand and exemplify appropriate managerial skills (Griffin, 2013).

Most operations revolve around organizational behavior and ability to uphold consistent patterns of action and reaction with regard to situations that arise within organizational entities.

Successful organizations endeavor to initiate and propagate systems that accentuate vital aspirations as articulated in their vision and mission statements (Griffin, 2013).

In absence of such efforts, organizational entities fail to realize their mandate and responsibility within recurrent areas of operation. It is essential for organizations to understand how institutional practices affect actualization of various ideals and aspirations (Griffin, 2013).

However, dichotomy of organizational behavior relates to daily practices that suffice within organizations. Such practices reflect cumulative benefits that determine future organizational prospects (Griffin, 2013).

This research undertaking seeks to analyze organizational behavior with regard to United States Marine. It will evaluate parametrical thresholds that govern operations within its jurisdiction.

It will highlight organizational culture, inherent modes of communication, and nature of authority in relation to the U.S. Marine.

In order to achieve the aforementioned objectives, this research paper will synchronize ideas from reputable and authoritative scholarly publications.

Organizational culture in the U.S. Marine

Organizational culture plays an important role in determining and guiding performance with regard to organizational entities. Culture necessitates strict adherence to patterns of behavior that define essence and rationale for organizational success in diverse thresholds of operation (Griffin, 2013).

Organizational leaders guarantee retention of cultural orientation in order to bolster overall desire for success and accomplishment. Therefore, all organizations have cultural orientations that define their position in relation to various areas of interest (Griffin, 2013).

Similarly, the United States Marine harbors distinct cultural patterns of behavior that characterize operations and engagements. Since its inception in 1775, the United States Marine has honed appropriate cultural thresholds that inspire action and reaction to diverse situations within the force.

The organization focuses on inspirational practices that create a coherent value system among its employees (Griffin, 2013).

In contemporary society, there is disregard for cultural values and practices. There is little or no effort towards retention of cultural and value systems that guide behavior among individuals.

On the contrary, the United States Marine espouses cultural values that define daily undertakings in diverse fields of operation (Griffin, 2013). For instance, neatness is an integral value within the organization. All marines must uphold neatness in their daily undertakings.

This cultural value is essential in character formation and development of traits that enable performance within organizational jurisdiction (Griffin, 2013). Discipline is another significant cultural value that defines operations within the United States Marine.

Through discipline, officers ensure strict adherence to organizational parameters that guide operations. It is difficult for officers to operate in absence of discipline and ability to follow instructions.

Officers must fulfill daily expectations through discipline and adherence to regulations. This cultural value ameliorates service delivery and realization of diverse ideals and aspirations (Griffin, 2013).

The United States Marine also encourages punctuality in all organizational undertakings. Rationale for punctuality revolves around willingness and ability to observe directives that emanate from superior officers within the force. Marines must also conduct duties with sense of pride (Marutollo, 2007).

This value seeks to ameliorate perceptions within and without the force. Perception is important because it determines how officers handle duties and responsibilities at the workplace (Marutollo, 2007). It also defines external relations with citizens.

Lack of organizational pride affects delivery of services and relations with stakeholders. Courage and loyalty are crucial components with regard to operations within the United States Marine. Marines should act with courage in situations that exhibit complex realities (Marutollo, 2007).

Devoid of courage, it would be difficult for officers to deliver on various duties and responsibilities. On the other hand, loyalty enables officers to receive and act on orders from seniors within the force. Other important cultural values include respect, responsibility, humility, and unity (Marutollo, 2007).

As earlier mentioned, organizational culture is an integral determinant with regard to success and accomplishment in diverse areas of operation. It defines creation and propagation of appropriate patterns of behavior that bolster realization of basic ideals and aspirations (Marutollo, 2007).

The United States Marine has a distinct organizational culture that creates impetus for accomplishment. The United States Marine espouses pluralism as its organizational culture.

Under this premise, organizations develop and sustain distinct cultural thresholds that define operations within their jurisdictions (Marutollo, 2007). Pluralism is advantageous to the United States Marine because it enables officers to focus on duties and responsibilities within the organization.

Officers construct and propagate a common identity that guides execution of duties within organizational contexts. Therefore, pluralism guarantees focus and dedication to duty with regard to United States Marine (Marutollo, 2007).

Organizational communication in the U.S. Marine

Communication is a vital component with regard to operations within organizations in contemporary society. Through communication, individuals coordinate and appraise various thresholds of performance and conduct with regard to diverse organizational contexts (Marutollo, 2007).

In order to achieve favorable results, organizations must develop structural and institutional frameworks that bolster realization and propagation of positive outcomes.

Proper communication accords opportunity for relevant action towards actualization and consolidation of pertinent ideals and aspirations with regard to organizations (Marutollo, 2007). Communication supports operations within and without organizational entities.

For instance, internal communication occurs among employees in an organization. On the other hand, external communication occurs between an organization and stakeholders (Marutollo, 2007).

Both realms of communication are vital in relation to realization of primary goals that suffice in diverse contextual thresholds.

Most organizations ameliorate communication through deliberate measures and practices that accentuate delivery and reception of cues from different thresholds of operation (Marutollo, 2007).

Like other organizations, the United States Marine supports appropriate communication models that improve delivery of services in vital areas of engagement.

Due to its nature and orientation, the United States Marine anchors on effective communication channels that guarantee flow of information regarding crucial areas that characterize various operations (Marutollo, 2007).

The dichotomy of communication complicates choice of appropriate model for such functions. It is essential for organizations to consider realities that suffice in their operations.

For instance, certain situations require written communication, while others require oral communication. Choice of communication model depends on organizational objectives and desired outcomes.

Therefore, organizations should structure operations in a manner that accentuates basic ideals and aspirations (Marutollo, 2007).

Within the United States Marine, communication is usually verbal due to nature of operations. In most cases, junior officers receive instructions from senior officers through face to face engagements. The hierarchical structure of the organization necessitates such mode of communication (Marutollo, 2007).

Verbal communication is appropriate for the United States Marine because it improves relationship between officers. Most operations within the organization involve dissemination of orders from superiors. In such instances, written communication does not suffice because it is slow and bureaucratic (Marutollo, 2007).

Most orders require immediate delivery and reception because they entail emergency situations. It would not be feasible for authorities to engage in written communication during urgent engagements. However, written communication occasionally suffices with regard to issues that are less urgent.

Verbal mode of communication is advantageous for the United States Marine because it is assertive and fast. It creates the impetus for action and reaction to issues and situations that require immediate attention (Marutollo, 2007).

Nature of authority in the U.S. Marine

Authority and command are very important in contemporary organizational contexts. Organizations harbor hierarchical structures that facilitate dissemination of orders and responses across various levels of organizational command.

In absence of authority, it is difficult for organizations to pursue and actualize pertinent goals and aspirations (Singh, 2009). Besides dissemination of information, authority facilitates creation of appropriate channels that anchor delivery of services.

Most hierarchical structures enable organizational leaders to conduct regular appraisal with regard to internal and external operations.

Organizational leaders appreciate rationale for authority because it accords them opportunity for actualization and consolidation of internal affairs with regard to diverse areas of engagement (Singh, 2009). Most corporate functions require accuracy and dedication in order to guarantee efficiency.

The United States Marine is hierarchical and dependent on issuance of orders in relation to daily undertakings. In most cases, officers receive orders regarding various operations that they undertake. Officers adhere to such orders and directives through positive action and reaction (Singh, 2009).

The nature of authority revolves around recognized social ranks. Such ranks facilitate dissemination of information and make it easy for officers to undertake diverse duties and responsibilities. This nature of authority is advantageous because it perpetuates discipline and adherence to orders (Singh, 2009).

In absence of such structural thresholds, it would be difficult for officers to perform tasks that characterize operations within the organization.

On the other hand, it would be difficult for authorities to identify areas that require attention. Evidently, authority and command play a critical role in enhancing operations within the United States Marine (Singh, 2009).

Motivational techniques in the U.S. Marine

Organizational leaders must always strive to understand and apply motivational strategies that guarantee positive outcomes (Singh, 2009). Through motivation, leaders guarantee retention of pride, integrity, and adherence to guidelines that suffice within organizational entities.

Motivation also leads to unity of purpose, especially during difficult tasks that require focus and commitment. Organizational leaders must practice progressive leadership styles that enhance and propagate inspiration among employees and stakeholders (Singh, 2009).

In the United States Marine, unit leaders endeavor to establish methodologies for realization of the aforementioned objectives. In order to guarantee motivation, unit leaders ensure that officers possess appropriate training on values and ideals that suffice in relation to performance.

Poorly trained officers lack ability to withstand pressure that characterizes operations at the workplace (Singh, 2009). Therefore, training creates impetus for positive action and effort towards realization of organizational goals.

Another motivation tool involves seminars and workshops that offer opportunity for officers to learn and internalize their roles in diverse areas of service. Such platforms create impetus for personal growth and progress in critical spheres of service delivery within the organization.

Authorities also reward officers who exhibit exemplary performance in complex situations and circumstances (Singh, 2009). However, they train officers to undertake duties with a view to create change as opposed to reward and recognition.

Unit leaders ensure that officers have confidence in their abilities and competence. This augments overall desire for dedication and willingness to undertake complex duties and responsibilities within the force. Consequently, this boosts morale and strength to counter difficult situations (Singh, 2009).

Basic motivational principles in the United States Marine include proper training, reward programs, satisfaction, provision of requisite on-job tools, provision of necessary information, promotion of unity, and avoidance of prejudicial activities among officers.

It is important to note that most motivational techniques within the United States Marine are intrinsic (Singh, 2009). Such intrinsic thresholds are essential because they promote cohesion and unity of purpose among officers.

For instance, authorities organize counseling sessions that offer opportunity for officers to receive guidance on various issues that manifest in daily operations. Officers undergo tortuous situations that ultimately affect morale and levels of motivation (Singh, 2009).

Counseling plays an important role in guaranteeing moral support for officers. Such motivation empowers officers in their pursuit for success and accomplishment in diverse areas of engagement.

Authorities must appreciate the relevance of motivation with regard to actualization and propagation of core ideals that govern operations within various units in the force.

Devoid of such undertakings, it would be impossible for authorities to consolidate gains that emanate from motivation and dedication to service (Singh, 2009).

Emotional quotient in the U.S. Marine

Emotions are integral components with regard to leadership and appraisal within organizational entities. Emotions affect outcomes that manifest in diverse situations with regard to the workplace.

It is important for organizational leaders to understand how emotional thresholds affect performance and delivery of services within organizations (Mills, 2006). In fact, emotions suffice with regard to human existence in social contexts.

Emotional orientation affects individual and collective thresholds of engagement within organizational settings. Within the United States Marine, there are numerous avenues that seek to appraise and guarantee emotional satisfaction (Mills, 2006).

For instance, the organization encourages teleworking in order to accord officers opportunity for personal growth and satisfaction. Under this arrangement, officers do not necessarily commute to common designations in order to undertake official duties.

This arrangement is relevant because it enables officers to have more time with family (Mills, 2006). It also enhances flexibility and ability to perform duties devoid of unnecessary pressure. Organizational leaders recognize the complex nature of operations within the United States Marine.

They appreciate that officers undergo stressful situations that affect emotional and familial wellbeing (Mills, 2006). Therefore, emotional considerations are critical regarding realization of positive outcomes within the organization.

Decision-making processes should consider emotional factors that affect officers at the workplace (Mills, 2006). Promotion of teleworking creates impetus for rejuvenation and positive action at all times.

Under this arrangement, officers realign with complex realities that manifest within the organization. They also get opportunity to pursue personal interests that ultimately ameliorate performance and productivity with regard to organizational undertakings (Mills, 2006).

Conclusion

Organizational behavior determines extent and nature of service delivery with regard to diverse thresholds of engagement (Mills, 2006). It is important for corporate leaders to initiate structural frameworks that enhance propagation of appropriate culture and patterns of behavior within organizational entities.

Successful organizations endeavor to initiate and propagate systems that accentuate vital aspirations as articulated in their vision and mission statements. In absence of such efforts, organizational entities fail to realize their mandate within recurrent areas of operation.

Evidently, organizational behavior and culture affect diverse orientations within organizational entities in contemporary society (Mills, 2006).

References

Griffin, R. (2013). Organizational Behaviour: Managing People and Organizations. London: Cengage Learning.

Marutollo, F. (2007). Organizational Behaviour in the Marine Corps: Three Interpretations. Newyork: Greenwood Publishing.

Mills, J. (2006). Organizational Behaviour in a Global Context. Toronto: University of Toronto Press.

Singh, K. (2009). Organizational Behaviour: Text and Cases. New Delhi: Pearson Education India.

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