Category: Organizational Behavior

Theories And Models Of Organizational Behavior

Introduction

Organizational behaviour is the branch of study of human behaviour in offices, business environments, organizational settings to produce insights on how employees perform, exhibit their behavioral conduct in the workspace. OBE can help to perceive certain aspects that inspire, encourage employees for self-motivation, elevate performance and help organizations establish a strong bond and assurance with their employees.

OBE principles can ensure better operation of businesses with their application and effective functioning of organisations.

Theories of Intelligence

General intelligence g-factor is formulated to identify the clusters of related abilities and can predict result outcomes in varied academic areas.

Perhaps, people who score high in certain areas are like verbal reasoning ly to score relevantly good in other areas too like spatial reasoning.

7 factor intelligence theory perceived by L.L.Thurnstone which is the theory of primary abilities, word fluency, verbal comprehension, spatial reasoning, perceptual speed, numerical ability, inductive reasoning and memory. This theory formulated by Thurnstone with 7factor intelligence indirectly supported the first theory of single intelligence factor.(Brooke Khan ac, 2014)

Theories of personality

Personality definition: a human being’s personal characteristic traits, interactive actions, unique persona. This often helps to embark on policies in a business and organizational environment.

Few theories associated with personality are trait theory where these personality behaviours are very difficult to change, perhaps they could be inherited from ancestors and may remain till death or may be extremely long termed like almost 50 years down the line, such traits could be being an extrovert, introvert, stable, neurotic, personality, consistent, predictable.

In contrast, Interactionist theory specifies a human behavior which is a personality combination of traits and specific environment behaviour can therefore often change as the environment changes(Hollander Lewin 1976).

Based on the role change, for example mother, father, friend, colleague, spouse, child, stranger the typical response of the person changes based on the interaction with these roles and environment perspective.

Theories of Motivation

Emphasis on psychological factors what makes people to work, non financial motivating factors. Workers are paid according to the number of outputs they produce in a set period of time(piece-rate pay). As a result workers are encouraged to work hard and maximise their productivity

According to Herzberg, motivators- are factors that directly encourage and stimulate people to work harder. Hygiene- factors that de-motivate and dilate employees if these are not available but do not encourage them to work harder if available

Theories of Perception

Perception is the way a concept is conceived by that person, many times perception changes as we age or learn new stuff. Gestalt principles of perception: Gestalt’s theory specifies the concept of seeing things as whole rather than individual parts with 6 design principles

Figure-ground the thought that we look at scene and at separate objects so that some of the focus or figure and others at the background.

Similarity the notion that we place objects with similar characteristics in a group these characteristics can include color size font shape texture and more proximity the belief that we group together objects that are close to each other.

Closure the idea that our minds close objects that are not necessarily together or complete in order to create a whole

Theories of Attitudes and Behaviour

Formation of attitude and behavior:

Experience with object- attitude can develop from a personally rewarding or punishing experience with a object classical conditioning – it involves involuntary responses and is acquired through the pairing of two stimuli

Operant conditioning:- it based on the law of effect and involves voluntary responses, behaviors

vicarious learning – formation of attitude by observing behavior of others and consequences of that behavior.

Models in OBE

The 4 types of models in OBE are

1. Autocratic model – I am the boss strategy of authority with relatively less performance with employees often getting stressful, annoyed, insecurity, health issues, weak productivity, quality of performance hindered due to over-bossing and minimum wage.
2. Custodial model- Security, benefits, basic expectations of economic resources with orientation on money, implemented by business organizations with high resources and it is directly dependent on the firm management rather than direct boss, minimum motivation factor.
3. Supportive model -status, recognition, performance, participations are driving factors and management, gauging the employee performance review, employees feel credible, self-worthy and membership in the organization.
4. Collegial model – managerial emphasis on good and active teamwork, drive factors are work, task responsibility, accountability of assigned deliverables, self-motivation, sincerity

Systems model- work that is ethical, respectful, integrated with trust and integrity and gives a space to develop a community feeling

Organizational behavior in a software firm

Organizational behavior in a software firm: Many business organizations consider structure as the main critical factor that helps in employee productivity and right innovation and evolutionary changes in organizing structure can transform the business outputs.

OBE theory of intelligence applied on software company:

Theory of general intelligence

1. As per kind of work staff in a software firm show general intelligence g-factor driving key technology
2. g-factor needed to perform the basic highly technological tasks

Theory of Primary mental abilities

1. More than 75% exhibit the 7-factor theory in multiple areas both in-related and varied.
2. key job roles of software professional has a strong requirement which needs 7-factor intelligence
3. 3Interview process to enter a software firm is extensive and often has the 7 intelligence skill tests to be cleared even in the initial job interview rounds.

Theory of multiple intelligence

1. Almost 90% of the employees in software product firms compared to software services firms exhibit the 7 to 8 intelligences factor theory as they have intelligence in multiple areas both in-related and varied.
2. Staff from highly calibered academic institutions, intellectual abilities for programming & artificial intelligence etc. Expertise in other areas management, establishing own firms, personal hobbies.

7 to 10% staff personalities fall in this category and are always unavailable, absenteeism(researchgate jun 2018), offline, troubling others deliberately, irrespective of given anything and everything they just don’t work. these people often display several behavioral issues such as drug abuse, coping up with normal life style etc.

Abilities to give excellent deliverable with medium volumes of work and required there is no pressure and stress They can cope up with work pressure and have knack to turn back decisions Can still produce good quality of work even at critical times of project deliveries and these people are generally sought at times of software crashes, production issues. They can work for 2 to 3 days in row without even resting.

Zero and NIL deliverables even in one year of span, but manage to stay in the jobs even for a long term by buying the job recruiter, bribing the HR manager etc.

Conclusion

With the above primary research and secondary research of organizational behaviour, I conclude that principles of OBE are mandatory to apply for effective business management, better employee satisfaction, better productivity and outcomes. But also the kind of OBE principles may be applicable and suitable for one business industry may be not quite suitable for another industry. But anyways employee satisfaction and good managerial behavior are must for any companies benefits, turnover and long term business goals.

For a software firm, supportive model and collegial model work best with big no-no to autocratic model. The employees and staff exhibit at least 7-factor intelligence and you need effective managers to work along with the teams for effective results, career goals and company benefits

References

1. OBE, Bratton et al (2010),What is Organisational Behaviour? https://www.myorganisationalbehaviour.com/what-is-organisational-behaviour/
2. Brooke Khan ac, 2014, Theories of intelligence Khan academy https://www.khanacademy.org/test-prep/mcat/processing-the-environment/cognition/v/theories-of-intelligence
3. Hollander Lewin 1976, Hollander’s Theory of Personality (1976) http://sianpentinsportpsychology.blogspot.com/2014/03/personality.html
4. Researchgate jun2018, Leadership Styles: Employee Stress, Well-being, Productivity, Turnover and Absenteeism https://www.researchgate.net/publication/325619710_Leadership_Styles_Employee_Stress_Well-being_Productivity_Turnover_and_Absenteeism

Organizational Behavior: Criticism On The Big Five Model Of Personality

Introduction

The purpose of this study is to build upon the criticisms on the Big Five Model of Personality Assessment and to make a point that 5 dimensions do not provide a complete interpretation of a personality hence the. HEXACO model is suggested as alternative. Past research has shown that general and intrinsic religiosity and morality and values are related to higher Big Five Agreeableness, Conscientiousness and, to some extent, Extraversion. With the rise of the six-factor HEXACO (Honesty–Humility, Emotionality, extraversion, Agreeableness, Conscientiousness, and Openness) model of personality, however, a more differentiated look at values, morality and personality is called for. It has been suggested that every dimension of the Big-Five Model is associated with Honesty–Humility and thus HEXACO model is suggested as an alternative. In a study involving 15 participants, the relations of Honesty–Humility and other HEXACO dimensions to morality, values, honesty and well-being outcomes were investigated.

Criticism

Taxonomy is a general description to scientifically classify and describe. In relation to evaluation of personality, however, a generalizable taxonomy of personality is one that can adequately classify and describe a broad set of individuals in terms of a well-defined set of criteria. In BFI, a unifying taxonomy of personality traits made it possible to evaluate personality in organized framework and a well predictor of important outcomes such as academic performance and work behavior.

However, with the popularity of BFI there were a few misunderstandings that revolved around it, with the first being that BFI is comparable or synonymous to describing personality. Because it is unwise to assume that five broad dimensions that measure traits (Extraversion, Openness to Experience, Agreeability, Neuroticism and conscientiousness) would reduce or count as ‘not measures to personality.’ Including but not limited to other trait constructs such as need for cognition for affection, self-esteem etc. It also does not measure the Dark Triad personality including: Machiavellianism (a manipulative attitude), narcissism (excessive self-love), and psychopathy (lack of empathy).

Secondly, as excellent as it is in evaluating and predicting in major personality dimensions, it is not explaining the motivation or reason behind a personality trait, nor to explain why people differ. Alternatively, a well-known six factor taxonomies is known as the ‘HEXACO’ model, which includes an addition honesty humility factor to better gauge the motivation and reason behind a predictive personality trait or in predicting unethical, manipulative or deceptive behavior. This may be helpful for organizations who seek to predict or evaluate job applicants who are likely to engage in abusive behavior such as bullying, theft and lying.

In conclusion, although the Big Five is a reliable measure for evaluating personality, it only is limited to a few personality facets while not capturing the entire set of personality traits or in predicting morally relevant behavior.

The biggest difference between the big five and HEXACO model is the addition of the 6th factor of humility and honesty represented by facets of sincerity, fairness and freed avoidance and modesty. However, this is not merely an addition but a repositioning of the variance of the Big Five neuroticism and agreeableness into HEXACO agreeableness, emotionality and honesty humility.

Alternative

Although early lexical studies support Big Five Model, more recent, cross-language studies have suggested that the Big Five Model should be replaced by HEXACO which is composed of six dimensions instead of five which are Honesty-Humility (H), Emotionality (E), Extraversion (X), Agreeableness (A), Conscientiousness (C), and Openness to Experience (O). The biggest difference between the Big Five and HEXACO model is the addition of the sixth factor, honesty-humility, which is represented by the facets of greed avoidance, sincerity, fairness and modesty. People with high Honesty/Humility are considered to be fair, unassuming and sincere. Conversely, people who have low scores are considered to be materialistic; they feel strong sense of self-importance and tend to break the rules in order to get what they want.

According to the studies, Honesty-Humility dimension of Hexaco better predicts range of important outcomes when compared to Big Five Model. This is particularly true for manipulative, unethical and antisocial behaviors. When honesty-humility is reversed, we see that it is aligned with the traits of Dark Triad. This means that low scores on Honesty-Humility corresponds to higher levels of narcissism, psychopathy and/or Machiavellianism.

Other than Honesty-Humility dimension, the other difference between HEXACO and BFI model is related to Agreeableness and Emotionality factors. The contrasting point here is that the agreeableness factor on the Big Five Model is characterized by the qualities of cooperation and empathy. On the other hand, the same dimension in Hexaco is characterized by their ability to control anger and compromise for others. Hexaco further compliments the agreeableness dimension with the emotionality dimension that is characterized by the likelihood to tendency and vulnerability.

Although both can be seen as complementary, it is also important to realize that Agreeableness is more about reciprocal altruism – which is characterized by the willingness of an organism to compromise its own well-being to increase another organism’s believing that the other organism will do the very same. On the other hand, emotionality is more about kin altruism – the tendency of an organism that helps it’s promote the well-being of its relative individuals even if it means compromising on its own.

Testing

A sample of 15 people was taken to examine the personality on the basis of HEXACO model of Personality. The purpose was to study if there’s a link between extraversion and other dimensions of the big five model with the honesty-humility factor. Questions like

It can be observed through the trend of the data that Extraversion alone cannot explain the intrinsic intentions of a person. Person 15 has a very high Honesty-Humility score and a comparatively low Extraversion Score. An organization might want to hire a person who’s more sincere rather than someone who is a risk to the organization. Persons 5 and 8 have approximately the same extraversion score but their Honesty Humility Score vary. Thus the addition of this factor provides an extra dimension and adds more meaning to the analysis of the personality of a person.

Comparing Honesty-Humility with Extraversion also gives an explanation as to how this dimension is also linked with the new factor and how the new factor adds meaning to the assessment. Person 11 has the highest Agreeableness score but a comparatively low Honesty-Humility Score. If person 11 and 12 were to be compared who have almost the same agreeableness score, their honesty-humility score suggests that person 12 is more sincere and fair.

Conclusion

Past research has shown that general and intrinsic intentions and personality of a person is related to higher Big Five Agreeableness, Conscientiousness and, to some extent, Extraversion. With the rise of the six-factor HEXACO (Honesty–Humility, Emotionality, extraversion, Agreeableness, Conscientiousness, and Openness) model of personality, however, a more differentiated look at every dimension of the assessment and personality is called for. It has been suggested that morality and values are more associated with Honesty–Humility. As expected, Honesty–Humility was one of the strongest personality correlate of every dimension mainly Agreeableness and Extraversion, adding more meaning to the assessment of personality traits and comparative analysis. Higher scores on Honesty were also associated with Agreeableness and Extraversion. Relations of Honesty–Humility to psychological well-being scales were consistently positive and stronger than its relations to subjective well-being measures, suggesting that Honesty–Humility may not be “bad” for pleasure attainment and pain avoidance, but it is definitely “good” for living a virtuous, fully functioning life. This report had the modest aim of replicating and extending prior studies investigating the relations of HEXACO (Honesty-Humility Factor) to extraversion, agreeableness and well-being outcomes. Nevertheless, further research is necessary, in particular, research that can identify causal relationships. A limitation of this research was the use of self-reports; it would be useful in future research to use multiple methods of measurement, examine non-student samples, and study unexamined populations. Such research will further show the personality profile of the honest, religious, outgoing yet happy people.

References

1. Anglim, J. and O’Connor, P. (2019), Measurement and research using the Big Five, HEXACO, and narrow traits: A primer for researchers and practitioners. Aust J Psychol, 71: 16-25. doi:10.1111/ajpy.12202
2. Smith, M. B., Hill, A. D., Wallace, J. C., Recendes, T., & Judge, T. A. (2018). Upsides to dark and downsides to bright personality: A multi domain review and future research agenda. Journal of Management, 44, 191–217.
3. Jonason, P. K., & O’ Connor, P. J. (2017). Cutting corners at work: An individual differences perspective. Personality and Individual Differences, 107, 146–153.
4. https://www.researchgate.net/publication/273451136_Honesty-Humility_and_the_HEXACO_Structure_of_Religiosity_and_Well-Being

Atlassian Innovative Organizational Behavior

Organization Background

Atlassian Corporation is an Australian based public limited company headquartered in Syndey founded by Mike Cannon-Brookes and Scott Farquhar in 2002. It was incorporated in UK and had its IPO on NASDAQ from 2015. It is a company that develops products for software professionals, project managers and content management. Atlassian is very well known for Jira an issue/project tracking application that helps software teams address internal issues and evaluate performance and Confluence a wiki kind of product that makes it easier for teams to work together and share projects across the teams working across the globe. Now in the current market is serves over 150,000 customers with little over 3000 Atlassians working worldwide with offices around the globe and it has even committed to donating 1% of its equity and profit to charity. Atlassian is going ahead with a mission “Help unleash potential of every team starts at home, helping our teams unleash their potential” (Price,2019).

Organizational Behavior Concept at Atlassian

Culture of Innovation is the Organizational Behavior concept that is being applied in Atlassian. Atlassian started as a group project with two individuals and now it become one of the Forbes 100 best places to work for as they are following some principles and practices that keeps them moving ahead in this fast-paced competitive world. One of the best practices that they are following is “make your people geniuses” model that it is very important for any organization to sustain. According to Atlassian “Innovation needs to be part of the entire company’s culture – not concentrated in a single person, or tucked away in a dedicated room.” (Price,2019).

Teams across Atlassian follow some practice as part of structured innovation like 20% of time (1 day a week), Innovation week (1 week every 5) dedicated to do personal projects of their interests dropping down everything what actually they are doing to make something awesome that could get spun out as new features or products. The idea behind this structured innovation is that it adds small number of constraints that makes the individual more creative researchers also found that the individuals gets more creative when they are constrained “Necessity is the mother of innovation” (Price,2019). Every quarter at Atlassian they create a hackathon of 24-hour which they call as ShipIt through which it embodies our culture of innovation and puts weight behind a sacred company value: “Be the change you seek.” (Price,2015). In these ShipIt all level of individuals starting from last week hires to senior executives and CEOs will be a given a chance to work on new features, products or solving the previous problems. During ShipIt, individuals from all the departments including finance, legal, design and engineering form into teams to pitch in on the culture of innovation to put them forward. They pull long hours for the thrill of chasing an idea and collaborating with people around the globe that they don’t work with daily. Impact of Innovation at Atlassian: Jira Service desk is the one of the fastest growing products of Atlassian which is born out of ShipIt Innovation OB concept. Using these ShipIt innovative ideas Atlassian had developed solutions to lot of internal problems like converting all their networks to IPv6, fixing conference room chairs that wouldn’t lean back, a guide for making our in-product copy sound human and friendly (Garfield, 2015) which ultimately caused the organizational growth as the employees feel much satisfied with their jobs and are ready to contribute much more than what is required. Daniel Pink once while talking about the focus of autonomy has taken Atlassian as an example that it is giving the workers to develop whatever they want to which is unrelated to their daily work.

From the above examples it is clear that because of these structured innovations OB concept Atlassian become the global leader in the software industry developing the products and features that most of the companies are looking for. Lot of customers are moving towards Atlassian products because of their services, features development that are helping them to communicate among the teams across the globe. Below mentioned figure gives the reference related to increased customer satisfaction.

Innovation organizational behavior concept is being applied in my company also but not to the full extend it is still in process of discussion as it involves lot of factors to be taken into consideration but I am 100% sure going forward it will be implemented in a structured way so that the organization’s growth would be effected by it.

References

1. Price, D. (2019, April 7). What is a culture of innovation? Retrieved October 12, 2019, from https://www.atlassian.com/blog/inside-atlassian/how-to-build-culture-of-innovation-every-day.
2. Price, D. (2015, December 9). Atlassian’s ShipIt – the first and only hackathon for technical and non-technical teams. Retrieved October 12, 2019, from https://www.atlassian.com/blog/inside-atlassian/atlassians-shipit-hackathon-for-technical-and-non-technical-teams.
3. Annual Report 2019. (2019). Atlassian Annual Report. doi: 10.30875/a26cc32a-en Retrieved from https://s2.q4cdn.com/141359120/files/doc_financials/2019/TEAM-FY2019_Annual_Report.pdf
4. Using Atlassian tools for efficient requirements management: An industrial case study. (2017). 2017 Annual IEEE International Systems Conference (SysCon), Systems Conference (SysCon), 2017 Annual IEEE International, 1. https://doi.org/10.1109/SYSCON.2017.7934769
5. Garfield, D. (2015, November 23). Inside Atlassian: building a culture of innovation. Retrieved October 12, 2019, from https://www.atlassian.com/blog/inside-atlassian/how-atlassian-builds-innovation-culture.

Importance Of Organizational Behaviour

Organizational behavior is the investigation of the manner in which individuals connect inside gatherings. Regularly this investigation is connected trying to make progressively productive business associations. The focal thought of the investigation of authoritative conduct is that a logical methodology can be connected to the administration of specialists. The achievement of anassociation is generally subject to compelling administration of its people. Conduct of individuals inside an association is represented by their thoughts, emotions and exercises.For compelling administration of individuals, it is Important to see their necessities. Be that as it may, since human conduct can contrast with every person, it turns out to be relatively difficult to accompany a special answer for the hierarchical issues. Hence, it is imperative to consider mental and social viewpoints to structure arrangements concentrated on comprehending authoritative issues. ´An organization in itself is composed of a group of people working individually or often within teams. The disposition of people towards each other in an organization remains the contributing factor towards shaping the organization. Organizational

Behavior is an interdisciplinary field, in that it draws greatly from other subjects such as psychology, sociology, anthropology, political science and economics, to mention a few. Organizational Behavior is a sociology as it is for the most part worried about individuals and behavior. It considers individual and gathering conduct and the elements that affect these practices. It is important to initially comprehend the conduct of individuals establishing the association so as to make sense of how these function. as a matter of first importance significance of organizational behavior lies in understanding human behavior. In spite of the fact that specialist introduction to work was observed to be instrumemtal and they turned out to be increasingly prosperous ,a noteworthy finding of the investigation was that there was no procedure of embourgeoisment regarding political behavior. why laborer may not be keen on augmenting their erning,Daniel (1969) contended that explanation of choise of occupation,

Behavior in a vocation, and leaving an occupation are likely to be different , that is ought not be accepted that orientation to work are genuinely steady after some time and in different contexts2. In the principal think about, a meta‐analytic survey of 33 considers that have analyzed the connections between social attractive quality reaction sets and authoritative behavior builds was led. The aftereffects of this investigation showed that social attractive quality, as customarily estimated in the writing, is fundamentally (albeit respectably) associated with a few generally utilized builds in hierarchical behavior explore. The outcomes from this examination demonstrated that despite the fact that some of the measures usually utilized in authoritative behavior explore are essentially connected with Paulhus’ (1989) impression the board measurement, the dominant part of these relationships are commonly little to direct in size, and controlling for socially attractive reacting had little effect on the idea of the connections revealed. if the management can translate appropriately the human needs inside an association, it can progress in the direction of satisfying those necessities and furthermore chalk out new plans and motivating forces to fulfill the workers and lift them. Furthermore, the administration needs to see additionally the purpose behind dangerous conduct inside associations and take measures to eliminate the causes. Finally in my prospective, Organization Behavior is a part and parcel for any business or service company.

References

1. Fiona M. Wilson,Oxford University Press, Organizational Behavior and Work, page 46, https://books.google.ee/books?hl=en&lr=&id=xz5MDwAAQBAJ&oi=fnd&pg=PP1&dq=Importance+of+Organizational+Behaviour&ots=wag0i9CO8W&sig=CKzPll1I__3n66O8dFsT3FPdg1M&redir_esc=y#v=onepage&q&f=false
2. Robert H. Moorman,Philip M. Podsakoff, organizational behavior research, The British physiological society, https://onlinelibrary.wiley.com/doi/abs/10.1111/j.2044-8325.1992.tb00490.x

Organizational Behavior At The Workplace In Canada

Introduction

Organizations are the puzzling structures which depend on people, structures and technology to reap their goals and objectives. They are created to serve the desires of the societies or communities two in which they function and are influenced with the aid of each their internal surroundings and their external environment. It constitutes of two behavioral science subject and to borrow the core standards of social capabilities, mannerism, figurehead, and Canadian workforce.

Canadian Workforce

Canada, like all industrialized countries, is experiencing a burgeoning venerable population. National Government takes short attention towards the problem. Venerable people are given rare chances to join in practice. According to the Armstrong(2005),Elderly people are less active than venerable people mostly in three issues like adapting to the acceleration of the work and its environment. The team head should try the different patterns to build knowledge in the task. Team head must try different learning mechanisms which suits the employees. This helps managers and employees to have mutual perception and develop abilities. In most of the matters, less attention is given to the workers for proper practice. Besides proper data must be given to the managers in how to use the older workers in a proper manner for the development of work. Human Resources should fix some policies and protocols for both managers and workers for future good benefits. This helps to utilize both workers and management abilities equally without any error. So, some information plans should happen to have knowledge of how to utilize the intelligence of them.

Interpersonal Skills

Furthermore, Interpersonal skills are very important that every person should have these days to work in fast paced organizations. Interpersonal verbal exchange is necessary because it helps to communicate properly and interact with others efficaciously inside the workplace. Developing exact social conversation competencies approves a character to interact with others productively at one-of-a-kind levels. They are some tools human beings use to interact and talk with men and women in an organizational environment. Interpersonal competencies are developed with the interplay people have with family members, attending school, socializing with peer organizations etc. Piper (2017) states that, Good social skills can useful resource in the discount of stress, enhancing social standing, augmenting intimacy, resolving arguments, increases understanding and spreading of joy and properly cheer all around. These ought to be performed in both potentialities like oneself and others. The controlling style is sincerely an environment-friendly structure used in the hierarchy to have interaction with others at some stage in a disaster situation. Structuring style encourages humans to show their interest, categorical thoughts and create a healthy ecosystem and cooperative mindset. These capabilities help to get others activity and force them throughout the peak condition. This makes her or him an awesome leader and supervises the team to success.

Type A and Type B Personalities

Moreover, they are two types of mannerism type A and type B. In which type A is quite opposite from type B in both the aspects characteristics and behavior. Class A personality people are more determined, workaholics, managing and highly competitive whereas Class B people are emotional, less stressful, expressive and amiable. Type A holds further health culmination likes cardiac problems than type B because of stress. Type A is more flourishing than Type B people but when comes to the peak bit in output type B people act like type A people. In some positions type A rests like b Due to the Type A impatience in most of the incidents, they lose their social organizations and create problems by themselves. Species B is less competitive and less successful than Species A. Not only the Type A people but also the Type B are prosperous and receives the accomplishment in a diversified manner. According to Mahajan and Rastogi(2011), In Type A, people are challenging and have a contradictory mindset which leads to disappointment of life. Most of type B people are comfortable and enjoy their life due to their calm mindset furthermore less competing spirit.

Great Leader

Flexible verbal exchange is one of the key factors in social abilities that each individual need to have. That is how it defines you as special from others. Most of the extremely good leaders should have social communication capabilities because this is how you can say that you can be an excellent leader when you can modify yourself to talk at the pace of your colleagues. This offers you a very good impact on you towards your personal or friends. A fantastic chief inevitably holds some amount of power. This strength ought to in no way be coercive however as an alternative must inspire followers to step up and be leaders themselves. A grasp ought to provide assist and training to make that possible. A figurehead has to be so decided to acquire their goal, something it may additionally be, that they will stop at nothing to make it happen. Ford(2013) sates that, A supreme is always inclined to go the extra mile to do something first-rate and they inspire others to do the same. A figurehead cares and is constantly emotionally involved. They put them all into a venture or cause no relies on how lots time or effort it takes. They take responsibility for attaining their goal, till the end. They also take duty for their actions and accept any repercussions their movements may cause. When boundaries get in the way of, in reality, amazing leaders objective, they reply with more innovative ways to solve the trouble or attain their goal. They don’t consider giving up. However, a virtually super leader doesn’t do this on their own they motivate others to get worried about the process. They promote creativity and are given new thoughts with open fingers because a super leader realizes the significance of thoughts from a numerous population. They understand how fundamental it is for their followers to sense some accountability towards the reason and to sense that they have some say in the outcome. This is how an amazing chief feature and holds on to followers by way of consisting of and welcoming absolutely everyone (and their input) to the cause (Hulme,2006).

Conclusion

In conclusion, mannerism means a different type of mentalities and how do they behave. Social abilities mean talent to do something and these abilities makes a person a good leader. In the Canadian workforce, good consideration should be given to elderly people and utilize their power. These all combined together to have the best behavior to a person and will lead a great success in his field of organization.

References

1. Armstrong-Stassen, M., & Templer, A. (2005). Adapting training for older employees: The Canadian response to an aging workforce. Journal of Management Development, 24(1), 57–67.
2. Ford, A. (2013). What Makes a Good Leader? COAHPERD Journal, 38(1), 1.
3. Hulme, V. A. (2006). What Makes a Good Leader? China Business Review, 33(2), 24–25.
4. Mahajan, E., & Rastogi, R. (2011). Psychological Wellbeing of Students with Type A and Type B Personalities. IUP Journal of Organizational Behavior, 10(1), 57–74.
5. Piper, A. (2017). The Dynamics of Interpersonal Behavior. Internal Auditor, 74(3), 50–55.

Organizational Behaviour And Its Effect On Corporate Companies

Organizational effectiveness is considered the “ultimate dependent variable” in organizational behavior. It is the outcome that most OB theories are ultimately trying to achieve. There are many lessons and theories of Organizational Behavior that help to explain the problems and situations in my former workplace and help to instill organizational effectiveness. My former workplace is a small, local business in the Corpus Christi community. Some of these lessons from the textbook include organizational culture, equity theory, motivation and morale, organizational commitment, organization politics, job design, and stressors. These lessons can also provide in depth-application and guide management at the local store to improve the work situation. With such applications, there will be expected successful outcomes for the business.

The majority of the issues in the small business I worked for revolved around organizational politics when employees have self-serving behaviors at the expense of other people and the organization. These tactics are selfish and counterproductive. This was extremely frequent at my workplace with employees lying about being sick to get the day off, employees causing drama and being standoffish with other employees, or complaining about the job. It was evident that the employees who experienced organizational politics had my workplace had lower job satisfaction, organizational commitment, organizational citizenship, and task performance as well as higher levels of work-related stress and motivation to leave the organization. This was caused by the owner’s lack of resources and overworking employees because of not hiring more staff to help with the load.

Another conflict in the workplace was equity sensitivity relating to the equity theory, how strongly one feels about outcome/input ratios when compared with others. There were employees in my workplace that felt like they did more work than another employee but did not get paid as much or compensated fairly for their input. This made them very dissatisfied decreasing their work ethic and eventually helped cause them to leave the business.

An additional problem that helped to create organizational politics and issues was the lack of job satisfaction with many of the employees. Job satisfaction is an appraisal of perceived job characteristics, work environment, and emotional experiences at work. This lack of job satisfaction led to decreased work ethics and performance as well as lower customer satisfaction. When there was discontentment in the workplace due to lack of job satisfaction, employee behavior and attitude were reflected back to the customers. The small business received complaints about employees during this time period. Job satisfaction affected many of the individual behaviors such as task performance, absenteeism, organizational citizenship, and morale. I myself as well as my peers became dissatisfied with the small business, as I learned there are four ways that employees respond to dissatisfaction. People either leave the organization or attempt to change, rather than escape from the situation or neglect the dissatisfaction. Employees who are more loyal like me in the small business tried to change the situation. Employees less loyal left their job immediately.

A very common issue in retail that occurred in the small business was high stress among several employees. Physical consequences such as moodiness, depression, and lower organizational commitment occurred as well as lower job performance, poor decision making. I and a few other employees were stressed in the workplace due to lower pay and few promotions, lack of health benefits, lack of time off, and high workload especially during holidays, and lack of task control. With these stressors, we experienced job burnout with exhaustion, cynicism, and emotional detachment from clients.

The lessons from organizational behavior that helped to explain what the issues were in the small business also correlate to lessons learned that can provide in depth-application and guide management at the local store to improve the work situation. A large part of organizational effectiveness includes having a strong organizational culture. It is evident this has been lost in my former workplace. Organizational culture consists of shared values and assumptions. Shared values are conscious beliefs in the business that help an employee evaluate what is right or wrong, good or bad. It is an important tool that shapes what happens in the workplace. Certain values that my former workplace should support include excellent customer service, having fun, growth, and learning, and being humble. Change of this business’s culture starts with the owner and the manager. They must find ways to introduce culturally consistent rewards and recognition, support stability and communication, and continue to attract, select and retain people with values consistent with the organization’s character. The expected outcome with these applications would improve the effectiveness and profitability of the small business. Specifically instilling an organizational culture will improve performance, bond employees, together and help them make sense of the workplace. An adaptive culture will support ongoing change in the organization and employees’ roles.

The owners and managers of the small business are victims of their own problem framing due to existing mental models. They have implicit favorite decisions that become the preferred and only alternative that is used to solve an issue. It has become outdated and ineffective as the business grows and employees change. There are three main strategies of job design that can increase the motivational potential of jobs. Job rotation, job enlargement, and job enrichment. The owner of the small business should instill job rotation to support multi-skills, create a flexible workforce, and reduce boredom in jobs. Job enlargement adds tasks to an existing job, increasing skill variety because there are more tasks to perform, improving work efficiency and flexibility. Job enrichment would give employees more responsibility for scheduling, coordinating, and planning their own work. As an expected outcome, this bit of autonomy in the workplace would increase job satisfaction and motivation in the workplace.

To remove stressors in the workplace the owner and managers at the small business I worked for should assign employees to jobs that match their skills and preferences, have a complaint system, taking corrective action against harassment, and give employees more control over the work process. Facilitating a better work-life balance is the most important stress relievers involved with work. The owner of the small business should initiate flexible and limited work time, job sharing, telecommuting in jobs that are capable of this, personal leave, and possibly child care support. It was extremely difficult and depressing for me to work at that job with my family living in a different state. I was unable to get time off between the months of October through April for any reason to see my family. This made my personal life and emotional stability difficult to manage with work and is one of the main reasons I left the small business. As an expected outcome, transforming the business to remove these stressors would help increase motivation and job satisfaction making the workplace more effective and causing the business to be more profitable.

An effective way to motivate employees is through goal setting, which is the process of motivating employees and clarifying their role perceptions by establishing performance objectives. The manager of the business I worked for should create specific goals and clarify performance expectations, so employees can direct their effort more efficiently and reliably. Goals should be measured and achievable as well as relevant. The manager should specify when the objective should be completed. Challenging goals are more exciting and get employees committed to them. Reviewing goal progress and accomplishment help employees redirect their effort and provide a source of recognition that fulfills growth needs. Instilling these goal-setting processes in the workplace will provide the expected outcome of improving employee performance in two ways. It will amplify the intensity and persistence of effort and give employees clear role perceptions so that their effort is channeled toward behavior that will improve their work performance.

To reduce equity sensitivity in the workplace it is important for leaders to know their employees well enough to minimize the risk of equity feelings. Open communication is important for employees to let decision-makers know when they feel decisions are unfair. The manager should also try to instill distributive justice over procedural justice, not only equity in the distribution of resources but also fairness in the process of making resource allocation decisions. Certain actions can be taken to try to reduce inequity tension such as changing employees’ inputs and outcomes. Changing other employee’s inputs and outcomes. Changing employee’s perceptions and comparison with another employee or leaving the field altogether. The expected outcome of management awareness and actions to reduce equity sensitivity will result in increased job satisfaction and employee engagement overall increasing productivity and profitability.

Organizational politics, equity sensitivity, lack of job satisfaction and lack of motivation, stressors in the workplace are lessons learned from Organizational behavior that helped to explain the problems of my former workplace. These issues caused major job dissatisfaction and caused many people to leave the small business. The local store needs to learn how to work more effectively. A large part of organizational effectiveness includes having a strong organizational culture. The owner and manager must instill core values and job design strategies such as job rotation, job enlargement, and job enrichment. The owner must work to help remove stressors in the workplace by facilitating better work-life balance. The manager should learn to motivate employees with goal setting and reduce equity sensitivity with distributive justice and open communication. If the small business considers putting into action these lessons learned from organizational behavior and theory the expected outcomes in my former workplace should result in higher job satisfaction and motivation for the employees currently working with the small business. And consequently have a fun working environment that produces productivity and efficiency leading to increased profitability.

Organizational Behavior Peculiarities

INTRODUCTION

Organizational behavior (OB) is the study of what people think, feel and do in and around organizations. Organizations are groups of people who work interdependently toward some purpose. Although OB doesn’t have a specific career path, it offers knowledge and skills that are vitally important to anyone who works in organizations. OB knowledge also has a significant effect on the success of organizations. This book takes the view that OB is for everyone, not just a managers.

Organizational effectiveness is a multidimensional concept represented by four perspectives: the open-systems, organizational learning, high-performance work practices and stakeholder perspectives. The open-systems perspective says that organizations need to adapt to their external environment and configure their internal subsystems to maximize efficiency and responsiveness. For the most part, the other perspectives of organizational effectiveness are detailed extensions of the open-systems model. The organizational learning perspective states that organizational effectiveness depends on the organization’s capacity to acquire, share, use and store valuable knowledge. Intellectual capital is knowledge that resides in an organization, including its human capital, structural capital and relationship capital. Effective organizations also ‘unlearn’, meaning that they remove knowledge that no longer adds value.

DISCRIMINATION

Definition of Discriminations

Discriminations is treatment or consideration of and making judgments about individuals based on stereotypes regarding their demographic group. These include ethnicity, family status, nationality, race, and religion. Discrimination consists of treatment of an individual or group, based on their actual or perceived membership in a certain group or social category.

Types of Discrimination

• Sexual Harassment. Sexual harassment is unwanted sexual advances and other verbal or physical conduct of a sexual nature that create a hostile. Sexual harassment includes a range of actions from mild transgressions to sexual abuse or assault. Harassment can occur in many different social settings such as the workplace, the home and school.
• Exclusion. Exclusion of certain people from job opportunities, social event, discussions or informal mentoring occur unintentionally. It continues to cause individuals and families emotional trauma and stress. In fact the notion of feeling deliberately excluded causes the same pain as being labelled falsely or beaten.
• Mockery or Insults. Jokes or negative stereotypes, sometimes the result of jokes taken too far.
• Incivility. Disrespectful treatment, including behaving in an aggressive manner, or ignoring his or her opinion.

Ways to Prevent Discriminations

• Educate all workers about discrimination.
• Encourage workers to respect each other’s differences.
• Respond to any evidence or complaints of inappropriate behavior.
• Deal with any complaints of discrimination promptly and confidentially.
• Develop a workplace policy that prohibits discrimination.

Effects of Discrimination

Decrease Employee Productivity

Employee will feels helpless and anxiety-ridden, and may suddenly lack interest in job responsibilities or career advancement and employee might stop contributing ideas. Discrimination results in absenteeism and lack of motivation to complete assignments on deadline.

High Turnover

Employees who feel they aren’t being treated fairly are likely to leave a company. If the discrimination is widespread throughout the organization, they may start seeking other opportunities immediately, creating a dynamic where employees come and go so frequently.

Low Morale

Discriminatory behavior gradually erodes the workplace environment, creating an atmosphere where employees feel undervalued. This happen when employees feel they are unfairly punished or given more difficult assignments or working conditions than other employees. Communication will also suffer, both among co-workers and between employees and management.

VALUES, ATTITUTED AND JOB SATISFACTION

Definition of Values

Values is contains judgmental element because they carry an individual’s idea about what is right, good or desirable. Generally, value has been taken to mean moral ideas, general conceptions or orientations towards the world or sometimes simply interest, attitudes, preferences, needs, sentiments and dispositions.

Types of Values

• Terminal values. Desirable and-states of existence, the goals that a person would like to achieve during his or her lifetime.
• Instrumental values. Preferable modes of behavior or means of achieving one’s of terminal values.

The Characteristic of Values

• These can provide standards of competence and morality.
• These can go beyond specific situations or persons.
• Personal values can be influenced by culture, tradition, and a combination of internal and external factors.
• Values can different from culture to culture and person to person.
• They have a great role to play in the conduct of social life. They help in creating norms to guide day to day behavior.

Importance of values

• Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures.
• Influence our perception of the world around us.
• Represent interpretations of “right” and “wrong”.
• Imply that some behavior or outcomes are preferred over others.

Sources of Values

• Family. Family is a great sources of values. A child learns his first values from his family
• Friends and peers. Friends and peers play a vital role in achieving values.
• Community or society. As a part of society, a person learns values from society or different group of the society.

Five Core Values for the Workplace

1. Integrity. A personal quality of fairness. It is particularly easy for business people to lie.
2. Accountability. The willingness to take responsibility for one’s own actions.
3. Diligence. Here are scores of individuals who equate diligence with drudgery.
4. Perseverance. Presupposes confidence and determination.
5. Discipline. Discipline is passion to make things simple, we err and also to make them easy.

PERSONALITY AND EMOTIONS

Definition of Emotions and Moods

Emotion is defined as a short, intense feeling due to some of the events whereas the mood is a feeling of submission less emotionally than emotionally and there is no contextual stimulus. Not everyone responds to the same situation in the same way. For example, how to talk to a manager can cause a person to feel motivated, others feel angry, and the third is sad. It can affect whether one accepts advice, whether they stop working, and how they perform individually or in teams. Therefore, there are many sources that can cause emotions and moods. Among them are personality, sex, age, exercise, social activities, sleep, stress, weather and day of the week.

Sources of Emotions and Moods

• Personality. Built in tendencies to experience certain moods and emotions more frequently. Affect intensity difference in strength to experience emotions.
• Age. Early age is with good moods wrong People learn to improve emotional experience with age and have fewer negative emotions as they get older.
• Sex. Women tend to be more emotionally expressive, feel emotions more intensely, have longer lasting moods, and express emotions more frequently than men.
• Exercise. Enhances positive moods is not much strong do not expect miracles.
• Social activities. Type of activity physical, informal, epicurean (eating with others) create more positive affect than attending meetings and sedentary (TV watching).
• Sleep. Less and poor quality puts in bad mood and impairs decision making and control on emotions.
• Stress. Mounting level of stress worsen our moods. Stress takes toll on our moods.
• Weather. People are of the opinion that their moods are good or bad due to weather conditions but research has not such evidence.
• Day of the week. Day later in week or near to week end are felt with good emotions and moods. Early time of the day is felt with bad moods.

PERCEPTION

Definition of Perception

Perception is the organization, identification and interpretation of sensory information in order to represent and understand the presented information, or the environment. Perception also a process which interpret their sensory impressions in order to give meaning to their environment.

Factors That Influence Perception

• The perceiver

  i. Attitudes

  ii. Motives

  iii. Interests

• The situation

  i. Time

  ii. Work setting

  iii. Social setting

• The target

  i. Motion

  ii. Background

  iii. Similarity

Types of Perception

Physiology. A person’s physiology is one of the factors that affect how they perceive messages and includes aspects like age, gender and physical characteristics. Children perceive messages differently from teenagers who view things differently from adults. The way an individual once perceived messages as a child will change as they grow older. Whether a person identifies as male or female will also factor into the way they perceive messages.

Past experiences. A person’s past experience plays a big role in shaping their perception of communication. This is vital to understand in a business environment because it will affect whether or not your customers want to buy from you. Past experiences can include anything from someone’s childhood to something they did last week.

Culture. A difference in perception can also be due to a person’s culture. People from the same nation, social group or geographical group often share the same social customs and values. This plays a major role in communication and business, especially when business is being conducted across cultures.

Present feelings. The way people perceive communication often causes biases. In the Halo Effect, people see a positive trait about one person or entity and attach it to others. Perception is the process by which people select, organize and interpret information, but it also includes inherent biases. In order to effectively communicate with their customers, partners and employees, it’s important for small businesses to be aware of how others may perceive their messages

Shortcuts in Judging

• Halo Effects. The halo effect is a type of immediate judgment discrepancy, or cognitive bias, where a person making an initial assessment of another person, place, or thing will assume ambiguous information or drawing a general impression about an individual on the basis of a single characteristic.
• Contrast Effects. Evaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.

CONCLUSION

My group assignment have learned in the subject of organizational behavior on how to manage a variety of activities while working with different environments. This can make one more professional in the face of daily calm tasks while working. The employee can motivate himself and his colleagues to be more enthusiastic and bring a comfortable when working. Encouragement and support to employees are also able to make employees more motivated to do the job with the best employees and best to be rewarded like awards, promotions or cash. Employee welfare should also be made to ensure that employees are happy to serve the company in the long term.

Knowing which techniques to use in a particular situation is a skill that takes time to develop, but it is important to know that even less than successful change implementations often result in enhanced skill development for would be change agents. Each of the systems has advantages and disadvantages, and each has instances in which it is the most appropriate.

Self-Reflection of Organisational Behavior

In this self evaluating report the main task is to reflect upon how participation in the workshop/ Organisational Behaviour team has changed my approach to team working. I found the workshop not just beneficial, but also interesting.

According to me, good team is the team which works equally and efficiently to achieve common particular goal. Every team member has their own ideas, views or opinions, and when these are combined all together, the team functions well and achieve that goal. Initially, we were all strangers to each other, so I thought we will not be able to unite well. However, when we started discussing our ideas, suddenly atmosphere became comfortable for everyone. We all sensed belonging and started working together on different activities.

Each team member was not only learning on their independent thinking, but also appreciated and welcomed other ideas and opinions, thus to develop balance within the team and finish the common task in a peaceful and beneficial way. Every group member was communicating effectively, so that confidence could developed in our team. Plus, they were listening and respecting each others point of view. They were also supporting my views and considering them. All were relying on each others contribution to complete the activity. All members was having a positive attitude towards the workshop, it was kind of refreshing, helped me focus on the activity and being creative at the same time.

It was a great experience to work with my team in different activities performed at the workshop. From this teamwork experience, I strongly feel the importance of teamwork and amazement it can bring for quality task completion and goal achievement. My group members were very flexible during all the activities. We all were willing to remain comfortable and positive in that environment. Maximizing individual strengths and minimizing awkwardness, conflicts or weaknesses, any team can have great balance and each team member can play better. This teamwork activity will help me to coordinate with others and put people’s interest in the first place in the future. In my future job, I will be able to keep harmonious relationship with my boss and colleagues.

I believe I will be a good team player in the future. By helping and encouraging one another along the way, the whole group can make some inspiring things happen. For me, teamwork consists of hard work, commitment, sacrifice and dedication. I want to be a valuable asset to my future team by delivering what I have promised for and on time. By being a good team member and working effectively, I feel many new opportunities will be open for me. I can be invited into high profile groups or business critical projects. Also, when I will be working efficiently, others might see me and try to work hard. This will generate a higher level of creativity and productivity. Plus, it will also create a sense of coordination and cooperation within the team and all will mainly focus to accomplish the common goal. In this way, I feel I will be beneficial to my team in the future.

Organizational Behavior And Management

Introduction:

Bush, Bell and Middlewood (2019) observed that leadership is one of the most significant aspects of leading the staffs towards proper direction and thus generates positive behavior among them. Leading the staffs towards proper direction is one of the major aspects of improving organizational productivity. As discussed by Stegen et al. (2018, p. 49) in the context of healthcare organization, effective leadership is an important factor in providing high quality of service to the patients. Present paper would put forth the discussion of the leadership in the context of healthcare. Critical analysis of the case will be carried out by evaluating the issue. Possible solutions will also be provided to Colleen in order to mitigate the issue she is facing.

Problem statement and common objectives:

Conflict is one of the most significant factors in an organization. As per the case study, Medical One is one of the largest multispecialty health care service providers in United Sates. The company is operating multiple hospitals in different states and holding more than 13,000 employees and 900 physicians around the states. However, lack of appropriate planning is posing a major threat for Medical One to maintain their financial stability. Due to huge cost overruns, a comparatively smaller health and social care provider, namely Healthcare Plus, has acquired Medical One with the intension of restructuring its financial situation. This is absolutely the case of mergers and acquisitions in which both of the companies have decided to use their respective strengths in order to attain immense success from business. There are certain common objectives in between Colleen and other healthcare practitioners. These could be summarized as follows:

• To improve the overall clinical and administrative operation
• To solidify the market strength
• To leverage the operational infrastructure
• To use proven system in order to lower the execution risk

However, Colleen was dissatisfied and uncomfortable with the approach taken by the senior management in order to carry out the merger and acquisition, since she didn’t feel fully qualified for the high position granted to her of being a manager in a highly stressful situation. The difficulty of the condition for her started when she had consistently put dependable effort in order to generate positive attitude among the staffs and make them feel equal. However, in-spite of the effort, she has faced major issues in the way of generating positive emotions and feelings among the staffs. Also, with the passage of time, Colleen has faced major issues in the way of keeping the staffs positive by encouraging them not to show agitating attitude, since it would pose major threats to achieve a successful merger between the two entities.

Critical Analysis of the situation:

Weiss, Tappen and Grimley (2019) stressed on the fact that intense competition and economic uncertainty are playing a critical role in leading the organizations to go for merger and acquisition with other companies, operating in the same industry. From the case study, it has been observed that financial difficulty has led Medical One to merge with Healthcare Plus with the determination of using its robust plan. In-fact, the fundamental aim of both companies is to access their respective strengths to attain long term success from business. However, their success is being hindered by the reluctant mindset adopted by the team. Consequently, lack of favorable behavior is adversely affecting the overall improvement of organizational productivity. According to the Organizational Behavior Model, there are three different levels in an organization; including individual level, group level and organizational system level. Individual level is considered as the most complicated level as employees differ from each other on the basis of psychology. From the discussion of Hallinger and Hammad (2019, p .380) it can be said that, it is the prime responsibility of the business leader to assess the characters and behavior of the staffs which is the key of generating positive behavior among them by taking proactive action and structuring a preferable environment. Therefore, Collen can adopt this strategy to form an attractive environment for displaying cooperation, understanding and teamwork based on her evaluation for their mental state, personalities and behaviors.

Northouse (2018) opined that group level is another major level in an organization which comprises of all the individual employees in a group who are independent and work for common objectives. The structure of an organization plays a major role in improving the team performance by aligning the team members in a single platform. Thus, being a manager, it is the prime responsibility of Colleen to improve the organizational culture, which is the key of improving the attitude of the employees, by developing a Cultural Integration Plan. Podsakoff & Podsakoff (2019) shaded light on the fact that this plan is necessarily needed in terms of cohesively bringing all the staffs together into one commonly accepted culture. However, examining the cultural differences of employees is also a vital way of improving the organizational culture to suit everyone’s needs and directions. System level is another vital level in an organization. This is the level of developing all the initial rules and procedures as a final step. Lane &Maznevski (2019) proved that strong action in order to improve the attitude of the staffs needs to be taken at the initial stage of individual level. Colleen should also give proper information to the staffs regarding the merger between Medical One and Healthcare Plus and its main goal and future directions so that they can feel involved in the process of decision making and leadership.

Solutions:

In the extreme volatile business environment, leadership is an important factor as it supports in maximizing the efficiency among the staffs by leading them towards proper direction. Barr & Dowding (2019) observed that in the context of healthcare organization, effective leadership plays a major role in leading the staffs towards proper direction by guiding and instructing them to maximize their performance level.. As opined by Figueroa et al. (2019, p. 240) due to uncertainty and competition, the business leaders might face challenging situationstation.

However, Currie & Spyridonidis (2019, p. 1210) commented that it is important for leaders to take the challenging situation positively because that’s where it lays the significance of situational leadership, which urges leaders to adapt leadership style that most fit and considered to be appropriate for the situation. That is, leaders are encouraged to implement strategies and leadership style in accordance with the situation and the condition, taking into account the general goals, environment, employees personalities and even external business environment conditions. This theory shows that most competent leaders can be considered as those who adjust their leadership characteristics in different situations and nature of a group working with. From the case study, it is worthy to mention that Colleen is facing significant issues in the way of leading the staffs towards proper direction and work efficiently in order to meet the diverse need of the customers. However, this behavior can be interpreted by Colleen as being stimulated caused from working in a new environment, the outcome of merger in between Medical One and Healthcare Plus, hence it is normal to show a disinclined attitude and resist the rapid change that they are undergoing. Hence, as per the situational leadership theory, it would be emotionally intelligent by Collen to exercise sympathy towards their feelings and embrace those negative emotions instead of curbing them.

Moreover, The degree of competition in the market is acting as the driving force behind the firms to restructure their team to improve the organizational efficiency. In the context of healthcare organization, the team plays a major role in satisfying the requirements of diverse range of patients by joining all human talents in one collaborative team where by doing so, effective use of resources (human capital) can be made in an efficient manner. However, desirable results and sustainable emotions can only be maintained among the team if Colleen adopts as well a leadership style known as Transformational Leadership. This leadership theory states that it is predominantly the role of a leader to build a solid relationship with the followers and construct a common vision in order to create a mutual directional mindset towards one end in the team. Hence, by adopting this leadership style, a clearer path will be set for Colleen’s team with a common objective supported by each member of the team. Thereby, clarity and motivation will occur more naturally since they are embedded in the vision created for a team, which means it can inspire positive attitude and emotions among them without having to curb or force any type of attitude pretension.

Conclusion:

Based on the discussion, it can be concluded by saying that appropriate leadership is the key of enabling Colleen to assist other managers to deal with the fast-changing structure of the workplace environment. Thus, a combination of situational leadership and transformational leadership styles have the ability and prospects to assist her in dealing with her current impediment that require an adept skill in leading others in highly stressful and sensitive conditions. Besides that, communicational and interpersonal skills are inevitably required as a leader if she is aspiring to amend her team’s behavior by having an impact on them and inspiring them to work towards one solid vision that have a promising prospect of lifting the organization to a noticeable level.

References:

1. Al Kuwaiti, A. & Al Muhanna, F.A., (2019). Challenges facing healthcare leadership in attaining accreditation of teaching hospitals. Leadership in Health Services, 32(2), pp.170-181.
2. Barr, J. &Dowding, L., (2019). Leadership in health care. Sage Publications Limited.
3. Bush, T., Bell, L. &Middlewood, D. eds., (2019). Principles of Educational Leadership & Management. SAGE Publications Limited.
4. Currie, G. &Spyridonidis, D., (2019). Sharing leadership for diffusion of innovation in professionalized settings. Human Relations, 72(7), pp.1209-1233.
5. Figueroa, C.A., Harrison, R., Chauhan, A. & Meyer, L., (2019). Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC health services research, 19(1), p.239-247.
6. Hallinger, P. &Hammad, W., (2019). Knowledge production on educational leadership and management in Arab societies: A systematic review of research. Educational Management Administration & Leadership, 47(1), pp.20-36.
7. Hallinger, P., (2018). Surfacing hidden literature: A systematic review of research on educational leadership and management in Africa. Educational Management Administration & Leadership, 46(3), pp.362-384.
8. Lane, H.W. &Maznevski, M.L., (2019). International management behavior: Global and sustainable leadership. Cambridge University Press.
9. Lockwood, A., (2019). The Impact of Leadership and Management on Global Health Outcomes: A Systematic Review. Soft Skills Matter: The Impact of Leadership and Management on Global Health Outcomes, 8(3) pp.11-19.
10. Luu, T.T., Rowley, C., Dinh, C.K., Qian, D. & Le, H.Q., (2019). Team Creativity in Public Healthcare Organizations: The Roles of Charismatic Leadership, Team Job Crafting, and Collective Public Service Motivation. Public Performance & Management Review, pp.1-33.
11. Northouse, P.G., (2018). Leadership: Theory and practice. Sage publications.
12. Podsakoff, P.M. &Podsakoff, N.P., (2019, p. 20). Experimental designs in management and leadership research: Strengths, limitations, and recommendations for improving publishability. The Leadership Quarterly, 30(1), pp.11-33.
13. Stegen, G., Leveson, D., Llewelyn, S. & De Giorgi, R., (2018). Trainee Leadership Board: learning about NHS leadership. BMJ Leader, 2(1), pp.46-48.
14. Weiss, S.A., Tappen, R.M. &Grimley, K., (2019). Essentials of Nursing Leadership & Management. FA Davis.

Organization Behavior: Case Study Of Amazon, Walmart, Microsoft

Organization Behavior:

Introduction: (Amazon, Walmart, Microsoft)

Description of the OB concept. The history and theories behind the use of this concept, as well as any negative opinions or theories against the concept.

Identify three (3) organizational known to successfully apply the chosen organizational behavior concept to their organizational structure. *At least one of these organizations should come from Forbes 100 Best Places to Work list for this year. Provide a describe the organizations chosen, their background and how/why this OB concept was applied. Be sure to included examples of concept applied within each organization (answers may vary based on organization)

Organizations viewed as leaders in their industry because they use of the OB concepts (answers may vary based on organization)

Be prepared to discuss how this organizational concept is applied in your own workplace – or could be applied.

Before diving into the main concept first let’s check, what is an organization? basically, an organization is born when two or more people come together and agree to coordinate their work in order to achieve their common goals. Coming to the behavior, it is an action that exhibits the character of individual or it can be defined as the reaction of something under specified circumstances. Now, coming to the main concept an organizational behavior can be classified as an action and attitudes of individuals and groups toward one another. According to John Nestrom & Keith Davis, “The study and application of knowledge about how people as individuals and groups act within Organizations, it strives to identify ways in which people can act more effectively.”

Organizational behavior is a field of study that investigates the impact that individuals, groups, and structures have on behavior within the organization. In history, we have Kautilaya’s Arthsastra as a concept of organizational behavior where it is a relationship with the subordinates, ministers, servants as well as friends. There are few more concepts regarding the organizational behavior such as Boldness, Customer-centricity, and Peculiarity, Service to customers, Respect for Individual, Strive for excellence.

Amazon is one of the top 100 best places to work list for this year based on Forbes which is successful due to its organizational behavior. It is known for a corporate culture that pushes employees to explore ideas and take risks. This cultural condition is responsible for the company’s capacity to seek new opportunities to utilize data-intensive processes to provide efficient online retail service. Amazon promotes boldness among its workers. This characteristic of the corporate culture is seen in how the company pioneered to sell a wide array of items online, initially starting with books, through data-intensive information technology. This feature of the organizational culture enables Amazon to identify the best possible ideas to solve problems or improve the e-commerce business. It also involves peculiarity. In particular, this cultural characteristic refers to the idea of challenging conventions. For example, Amazon motivates its employees to view themselves and their work as different from conventional ways of doing business.

Coming to the second organization, I chose Walmart, the company which has a leadership position in the industry. Such a retail market position and potential long-term business success are linked to the beneficial and synergistic combination of the company’s organizational structure and organizational culture/behavior. The organizational behavior concepts that Walmart believes are service to customers, respect for individual, strive for excellence, action with integrity. In terms of service to customers, the company prioritizes customers in its operations. Walmart also recognizes the contributions of each employee to the success of the business. In addition, the firm strives for excellence in the performance of individual workers, teams, and the entire organization. In terms of maintaining integrity, Walmart promotes the virtues of honesty, fairness, and impartiality in decision-making processes.

The third organization I chose is Microsoft Corporation which benefits from its organizational culture/behavior, which facilitates human resource competence. This organizational culture is essential to Microsoft’s success in the computer hardware and software market. Microsoft describes its corporate culture as a culture of accountability. This cultural feature ensures that every employee understands that his actions have consequences in the company’s context. As a technology business, Microsoft needs to innovate to maintain its competitiveness against other computer hardware and software firms. Innovation and quality are features integrated in the company’s organizational culture. For example, Microsoft heavily invests in research and development efforts for product improvement and new product development. To ensure customer satisfaction, Microsoft Corporation includes responsiveness as a feature in its organizational culture. Responsiveness is achieved through training, so that employees effectively consider feedback from customers and partners. For example, Microsoft maintains feedback systems to allow employees to know what customers think and experience in using the firm’s computer hardware and software products.

Summary: (Amazon, Walmart, Microsoft)

To be summarized, how three organizations have organization behavior, how this organizational behavior concept is applied in your own workplace.

Conclusion: (Amazon, Walmart, Microsoft)

To Conclude, what you achieve out of this OB concepts.

References: (Amazon, Walmart, Microsoft)

1. https://www.wisdomjobs.com/e-university/principles-of-management-and-organisational-behaviour-tutorial-366/history-and-evolution-of-organisational-behaviour-12812.html
2. http://panmore.com/amazon-com-inc-organizational-culture-characteristics-analysis
3. http://panmore.com/walmart-organizational-structure-organizational-culture
4. http://panmore.com/microsoft-corporation-organizational-culture-characteristics-analysis