Category: Organizational 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.

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:

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

Abstract

Research into organizational behavior has shown there is a conflict between the needs of the individual and organizational demands. Research shows that the physical environment is a significant factor in organizational behavior. Psychologists have investigated basic individual needs and contend that satisfaction of these needs constitutes a motivating force that enhances desired behavioral patterns. Behavioralists have said that a basic and pervasive individual need is the culturally determined need for privacy. Anthropologists and environmental psychologists have shown that man’s behavior is observable and predictable, and it changes in the physical environment or the way it is perceived. Research shows each of the disciplines have been reviewed and it shows that the physical environment is a significant factor in satisfying the needs of the individual organizational member, which has a significant influence on organizational behavior. A chart has been made to show the relationship between the physical setting and behavior to show the importance of making provisions within the physical setting for the attainment of a culturally determined optimal level of privacy. The physical setting has become a significant factor in reducing the conflict between the individual and the organization and makes for acceptable role behavior and the fulfillment of organizational goals.

How Does the Physical Environment Affect Organizational Behavior?

Forty years ago, in a formulating theory of aesthetics, John Dewey observed that ‘life goes on in an environment; not merely in it but, through interaction with it. Far from being a mere fleeting reference or passing observation, his preoccupation with the concept of environment is evidenced by his further observation on human development and culture:

‘As the developing growth of an individual from birth to maturity is the result of the interaction of organism with surroundings, so culture is a product not of efforts of men put forth in a void or just upon themselves, but of prolonged and cumulative interaction with the environment.’ (Pecyna, 1979)

Dewey’s recognition of the impact in the environment on human life, like how behavior was ignored, or the narrow definitions of the concept in the environment, that was disregarded as a pervasive influence of the culture and the blindness in the consistent patterns of behavior by both men and other animals in their use of space. By restricting the tendency of social scientists, especially psychologists, to regard man as a responder to the environment, thus treating the physical environment as an underdeveloped resource.

The physical environment of a company is one of the important factors that mainly affect business performance. Managers attempt to improve conditions in the workplace such as poor infrastructural design, unstable operations, and many other issues that significantly affect the growth of a company. Concerning with profitability, employee efficiency and relation plays very important role. Companies are focusing on training and education facilities with a motive to increase labor skills. According to Wagner and Hollenbeck (2014), it is said that the responsibility of the management is to check and create a suitable condition that safeguards the interest of the workers. The subject of internal surroundings and its effect on the organization`s development is a vital topic in the business world.

The relationship between activities, methods used, company objectives, and the framework are an integral part of a business environment (Ryu Lee and Gon Kim 2012). The report studies various factors in a workplace and takes into consideration the motivation and cultural trends of employees. So, to improve the conditions, an analysis on efficient conflict solving is also included. In order words to promote ideas and fulfill goals, companies aim to involve the employees in the practice of the strategy methods as well.

But the growth of the world and the business environment, there has been a noticeable rise in the internal physical factors that can lead to the downfall of a company. Despite of a good pay package, employee performance depends on a list of several factors. One of the methods used to motivate workers is the issue of incentives and bonuses. According to McShane and Von Glinow (2015), the quality of business and a smooth flow of communication at all levels of the management influences achievements. So, the attitude of employees towards their organization plays a major role in deciding the future growth. The company can be affected by an unstable relationship between the managers and employees. In order to implement a proper decision-making, collaboration and exchange of ideas proves to be beneficial.

According to Pinder (2014), the motivation of the employees is a much-needed factor for successful operation of a company. So, to influence the employees, the ambition of the leaders plays a very significant role in the prosperity of the business. Concerns about the financial factors, issuing bonuses increases the productivity of the workers. Having an inspiring workplace includes a clear understanding of the goals and the objectives along with a continuous flow of communication among the top, middle and lower level of the management structure. The ground level employees greatly depend on their management to help them in maximizing their skills and developing a sense of responsibility. Along with endangering loyalty, the top-level managers use the tool of praise to motivate workers (Bryson and White 2013).

As the years past the business framework has effectively made it to the list of physical factors that directly affect business. The cost and intricate designs affect the profitability but also the smooth functioning of a firm. If there is a negative perception of the framework it can lead to a decrease in the productivity and cause high-stress levels. So, the organizational design is one of the most important factors that will affect employee behavior. As stated by Eden and Ackermann (2013), an appropriate workplace is comprised of a properly built workplace that best suits employees. So, in addition to increasing efficiency, opening the organization design it will aim to enhance the flow of mobile communication along with reducing setting up costs.

So, the physical environment factors can add up to the influence in an anatomical structure. So, to gain the stability and to fill in the differences between the employee, perception managers focus on matching the firm`s objectives with capabilities of the individuals. According to Hill, Jones and Schilling (2014), a detailed study of the present issues is exercised to evaluate the degree of exposure and its effects on the business. The management in extraordinary situations can involve the employees in redesigning the workplace, newly designed tools and work towards a sustainability of the company environment.

With so many employees in the modern industrialized world work in office settings, some of the organizational behavior researchers have been slow to see how important it is to study the effects of the physical work environment on office workers as well. So, we do not have a clear understanding of what the connection between the workplace physical environment and office workers’ behaviors and the outcomes. So, we need to seek some of the broad issues, including the effects of major characteristics of the physical environment of work—like personal space and spatial density, personalization and identity, territoriality, conflict, and emotions that can also help to advance our knowledge in this field. As we focus on the open plan of the office settings and suggest that this physical environment constitutes a source of “affective events” that, in turn, shapes the office workers’ behaviors and attitudes. (Jehn, 2014)

Some research includes findings from four studies conducted in the field and the laboratory. The 1st study, shows how the researchers manipulated the expansiveness of workspaces in the lab and tested whether “incidentally” expanded bodies — shaped organically by one’s environment — could led to a more dishonesty on a test. The 2nd experiment examined whether participants that were in a more expansive driver’s seat would they be more likely to “hit and run” when incentivized to go fast in a video-game driving simulation. The research indicates that while individuals may pay very little attention to ordinary and seemingly innocuous shifts in bodily posture, these subtle postural shifts can have a tremendous impact on our thoughts, feelings and behavior. (Carney, 2013)

Physical environments can play a big role in facilitating and constraining of organizational action. It can range from efficient manufacture of computer chips to the research and development of different potato chips can be affected by design and arrangement of the machinery, workspaces, environmental controls and the equipment. But since physical environments involve large objects fixes and long-lasting arrangements, and installations, the design decisions need to be made carefully and requires a lot of understanding on the effects of physical environment in the organizations and their members.

In the organizational environment, they have internal and external environmental factors influencing organizational activates and decision making. All organizations, whether it’s a business or non-business, has its environment. The organizational environment is always dynamic and ever-changing. Changes today are so frequent, and every change brings so many challenges that the managers and the leaders of the organization need to be vigilant about the environmental changes. In the environment of the organization it consist of its surroundings and anything that affects its operations, favorably or unfavorably. The strategy-makers need to analyze the trends in the natural environment of the country where it is operating its business. There are issues in the natural environment that strategy-makers need to consider include the availability of raw materials and other inputs, changes in the cost of energy, levels of environmental pollution, and the changing role of government ‘in environmental protection.

For half of the century, experts have investigated the direct predictors of individual behavior and their performance. The earliest formula was performance = person × situation, where a person includes the individual characteristics and the situation represents external influences on that person’s behavior. Another frequently mentioned formula is performance = ability × motivation. Also known as the “skill-and-will” model, this formula elaborates two specific characteristics within the person that influence individual performance. Having the ability, motivation, and situation are by far the most commonly mentioned direct predictors of individual behavior and performance, but in the 1960s some researchers identified a fourth key factor: role perceptions (the individual’s expected role obligations). There are four variables—motivation, ability, role perceptions, and situational factors—which are represented by the acronym MARS. All four factors are the critical influences on the individual’s voluntary behavior and performance; if any one of them is low in each situation, the employee would perform the task poorly. Motivation, ability, and role perceptions are clustered together in the model because they are located within the person. Situational factors are external to the individual but still affect his or her behavior and their performance. The four MARS variables are the direct predictors of employee performance, customer service, coworker collegiality, ethical behavior, and all other forms of voluntary behavior in the workplace. (McShane) Most of the organizational behavior theories and concepts have been contingencies: Ideas that work well in one situation might not work as well in another situation. This contingency approach is certainly relevant when choosing the most appropriate organizational structure. (McShane)

The best structure for any organization depends on its external environment. The external environment includes anything outside the organization, including most stakeholders’ resources, and the competitors. Four characteristics of the influence of the external environment are the type of organizational structure best suited to a situation: dynamism, complexity, diversity, and hostility. Larger organizations have different structures than the smaller organizations, for a good reason. As the number of employees increases, job specialization increases due to a greater division of labor. As the greater division of labor requires more elaborate coordinating mechanisms. So, does the larger firms who make greater use of standardization to coordinate work activities.

These coordinating mechanisms can create an administrative hierarchy and a greater formalization. Larger organizations make up less use of informal communication as a coordinating mechanism. But, the emerging information of technology and the increased emphasis on the empowerment they have caused informal communication to regain its importance in the larger firms. Larger organizations also tend to be more decentralized than smaller organizations. Executives have don’t enough time nor expertise to the process of all the decisions that significantly influence the business as it grows. So, the decision-making authority is pushed down to the lower levels, where employees can make the decisions on some issues within their narrower range of responsibility.

An organizational strategy refers to the way the organization positions itself in its relation to its stakeholders, given the organization’s resources, capabilities, and mission. So, the strategy represents the decisions and the actions applied to achieve the organization’s goals. Although size, technology, and environment influence the optimal organizational structure, these contingencies don’t necessarily determine the structure. But corporate leaders formulate and implement strategies that shape both the characteristics of these contingencies as well as the organization’s resulting structure. Organizational leaders decide how large to grow and which technologies they need to use. They also take steps to define and manipulate their environments, rather than let the organization’s fate be entirely determined by the external influences. So, the organizational structures don’t evolve as a natural response to the environmental conditions; they result from conscious human decisions. Thus, organizational strategy influences are both the contingencies of structure and the structure itself. So, if the company’s strategy is to compete through innovation, then a more organic structure would be preferred because it’s easier for the employees to share the knowledge and be more creative. If a company chooses a low-cost strategy, a mechanistic structure is preferred because it can maximize production and service efficiency. So, it is now apparent that organizational structure is influenced by size, technology, and environment, but the organization’s strategy may reshape these elements and loosen their connection to the organizational structure.

A team-based organizational structure is built around self-directed teams that complete an entire piece of work, such as manufacturing a product or developing an electronic game. This type of structure is usually organic. There are wide spans of control because teams operate with minimal supervision. The team structures are highly decentralized because of the day-to-day decisions that are made by team members rather than someone who is further up the organizational ladder. Some team-based structures also have a low formalization because the teams are given relatively a few rules about how to organize their work. Instead, executives assign quality and quantity output targets, and are often the productivity improvement goals, to each team. Teams are then encouraged to use available resources and their own initiative to achieve those objectives.

Team-based structures are usually found within the manufacturing or the service operations of the larger divisional structures. The team-based structure has gained popularity because it tends to be more flexible and responsive in turbulent environments. It tends to reduce costs because teams have less reliance on formal supervision. The cross-functional team structure improves communication and cooperation across the traditional boundaries. With greater autonomy, this structure allows for a quicker and more informed decision-making.

Contrasted with these benefits, the team-based structure can be costly to maintain due to the need for ongoing interpersonal skills training. Teamwork potentially takes more time to coordinate than formal hierarchy during the early stages of the team development. Employees may experience more stress due to increased ambiguity in their roles. Team leaders also experience more stress due to increased conflict, the loss of functional power, and the unclear career progression ladders. So, team structures suffer from the duplication of the resources and the potential competition teams.

References

1. McShane, S., Glinow, M. V. M: Organizational Behavior. [Bookshelf Ambassadored]. Retrieved from https://ambassadored.vitalsource.com/#/books/1260363805/
2. https://dr.library.brocku.ca/handle/10464/2180
3. https://www.psychologicalscience.org/news/releases/physical-environment-may-affect-likelihood-of-dishonest-behavior.html
4. Wright, T. A. (2014) Understanding the physical environment of work and employee behavior: An affective events perspective, J. Organize. Behave., 35, pages 1169– 1184. doi: 10.1002/job.1973.
5. https://www.researchgate.net/publication/232990074_4The_Physical_Environment_in_Organizations

It is an obvious fact that when we become an employee of a particular organization, we are obliged to behave properly and comply with the applicable rules and regulations. And although, of course, depending on the organization, they may differ, there are certain of them, of a more general nature, which must be observed by all participants of the work process. So, how should we conduct ourselves in the workplace?

Above all, we all as employees must perform our professional duties with integrity and behave with integrity in any conduct that affects the authority, reputation, and dignity of the company we represent. The manner in which we can obey this rule includes but is not limited to, the following. First, we must carry out our professional duties with complete objectivity and fairness. Second, we must care for clients and be considerate of other teammates in the course of their professional duties. As employees, we also must treat all persons with respect and peace, not discriminate against others based on race, gender, disability, sexual orientation, age, religion, or country of origin, nor treat anyone more favorably because of it. In addition, we should be fair to all. Even when competing with another person and taking actions likely to adversely affect their professional, business, or other interests, we must not act maliciously or recklessly. And, of course, this rule implies that as employees we must be responsible for the work done if we are asked for the management of the work. We are prohibited from engaging in bribery, extortion, fraud, deception, collusion, or any other corrupt activity.

The second rule says that all of us, as employees, should do only the work for which we are competent. We must be adequate in relation to each type of activity that we undertake. We should not be afraid to recognize any relevant limitations of our competence, because this is the basis of continuous professional development, it is what encourages us to improve and update our knowledge.

In addition, we must be mindful of our own health and safety and the health and safety of those around us in our workplace conduct. We must comply with all health and safety regulations, assess and manage relevant risks, and not do inappropriate things that could put anyone at risk at any time.

And of course, as employees, we must evolve our professional knowledge, skills, and competence continuously and must give all reasonable support to the further education, training, and continuing professional development of others.

In conclusion, I believe that, as anywhere, in the workplace of one or another organization, we as employees must follow the rules and norms, at least the general ones, which were highlighted in this essay, because this is a guarantee not only of our success but as well as security in all its manifestations.

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

Introduction

Since the time the number of women entering the workforce increased significantly, scholars have always attempted to determine the impact of gender issues at the workplace. In particular, the issue of gender differences related to motivation within the setting of an organization has become an important topic for research. Although the number of women entering the workforce has almost reached that of males, it is evident that the degree of motivation, as indicated by the low number of women leaders, is relatively lower than in men. What is the issue? Does a gender disparity occur at the workplace due to women’s low desire and motivation to reach the heights of their preferred working positions? This paper seeks to address these issues using empirical research.

Research question

The paper will seek to address the following questions;

• Are female employees less motivated than male employees?
• Do women lack the desire and motivation to reach the top of their preferred workplaces?
• Does the organizational system discriminate against females when it comes to employee motivation?

Significance of the study

Currently, literature on gender disparities related to motivation at the workplace does not seem to have a specific explanation why a majority of women fail to reach the peak of their preferred workplaces. In addition, studies on motivational theory have not yielded enough information to explain the phenomenon. Therefore, this study will take a case study approach to address these questions. The results of the study are expected to increase the volume of knowledge in motivational theory as it applies to gender differences. Therefore, it will be important not only for academic purposes but also for corporations, policymakers and other parties interested in solving the issue.

Data collection

The study uses a quantitative approach to address the study questions. In particular, it obtains data from selected participants in the chosen organization. Some 20 women and 20 males from 3 different organizations were selected as the study sample. For the purpose of research ethics, the names of the institutions were not disclosed.

The 40 close-ended questionnaires were used to examine the perceptions of the participants towards motivation at the workplace. The responses were collected after 2 weeks and examined for clarity. The response rate was found to be 100%, with all the participants fully abiding by the instructions therein.

Data processing

The responses were examined and calculated to determine the degree of perceptions based on a 3 item Likert-like scale, where Score each of the 20 statements was answered using the following scale:

• 5 = I fully agree
• 3 = I am not sure
• 1 = I fully disagree.

Data analysis

From the averages below, it is evident that the number of employees responding to each of the questions was either below, above or on average. It is evident that various disparities occur in some variables. For instance, the study finds that

Data transformation

The purpose of data transformation is to create a variable for motivation. First, the average for all the total scores was determined statistically. The total scores above average were coded high while those below average were coded low. It was found that the average was as shown in the table above.

Discussion of the results

The averages given in the table below shows that there are disparities between gender in various aspects. For instance, the number of employees feeling motivated by organizational behavior is higher for males than females. In addition, the number of females feeling free to work as per their will is lower than that of males. However, the number of females that feel that someone at the organization cares about them as well as those with friends in the organization is higher than that of males.

Conclusion

Therefore, we conclude that there are gender disparities in the organizational motivation system. Females rate below males in most aspects. We conclude that the organizational policy on employee motivation favors males more than females. It is believed that the organizational policies were initially set in a situation where males dominated the employee list.

Mentoring/coaching skills

Coaching is the interactive process that involves communication between one person called a coach, and another person(s) called a coachee, with an aim of developing more effective individuals or organizations. Coaching is not a new phenomenon at the work places. A good example of how coaching takes place at the work place can be that of a restaurant where a chef who understands some recipes takes time to take the workers through the process of preparing a special meal that they may have a problem in preparing with an aim of helping them perfect their skills. Socially, coaching and mentoring skills influences our various stages of development. For example, when children are young they are mentored into becoming people with various personalities. Child mentorship remains one of the most important aspects of personality formation in children. In personal situations, coaching helps people to attain what they would otherwise have missed if they were left on their own. When acting as a coach, one should be able to match the coaching process with the pace of the coachee. The coachee should be able to learn from the coach in order to improve on various skills.

Motivating others

Motivation entails that driving force that makes us achieve our desired objectives. Motivating others therefore entails the process of making others realize that they can manage to achieve a specific objective. At work places, the human resource departments can motivate workers by offering them better working conditions as well as increasing their remuneration or giving them positive rewards for what they accomplish effectively. In social life, motivation skills can be applied when one encourages peers to realize their abilities to accomplish what they may feel is impossible to accomplish. Personal motivation on the other hand occurs when one constantly reassures him or herself that he or she has the ability to accomplish a specific task. The impacts of motivating others are that people increase their efficiency and efficacy as they develop self confidence.

Negotiation skill

These are skills that are utilized to end stalemates. Negotiation entails actively engaging two different parties that are in a disagreement in an interactive conversation with a sole aim of establishing common solution that is acceptable by the two sides. An example of how these skills are used at the work place can be that of setting remuneration for workers whereby the employer may be pursuing a policy of paying the least possible amount while the potential employee wants to be paid the highest possible amount. Negotiation skills therefore play an important role in such a quagmire as the employer and the employee haggle to an acceptable price. In social, life negotiation skills help one to solve conflicts among peers. For example, when friends are in a conflict, negotiation skills can help the third party to resolve the conflict amicably without favoritism. Negotiation skills also can help in personal situations whereby one is faced with scenarios of conflict, like the above identified case, these skills helps the negotiator not to appear as biased. As a negotiator one must be a keen listener to avoid any form of misunderstanding that may escalate the conflict.

Persuasiveness

Persuasiveness is the ability to convince. Persuasive skills are important at workplaces as they help to win many important deals. For example a sales person must convince the potential client on the benefits of a certain product/service in order to make a sale. In social life, we win most favors due to our persuasive skills. For example, if one needs a favor even from a fiend, he or she must be able to persuade the friend in order to get the desired favor. Persuasive skills are also important personal skills as they help in self motivation. Intrinsic motivation starts when a person persuades himself / herself that the desired objective is achievable.

Presentation skills

Presentation skills entail the ability to effectively express oneself to an audience. Good presentational skills are important at the workplaces as they are essential elements of communication. Presentational skills are used at the work place when communicating a certain issue at the work place. For example during work seminars, the presenter uses various presentational skills to ensure that they communicate their intended messages to the audience. Presentation skills are also important in social life. For example, when attending an oral interview, one must be able to present himself to the interviewing panel effectively in order to increase the chances for success. As an individual, presentation skills are useful as they help one to gain the desired outcomes as people get to understand what the initial requirements of the subject were. For example when one wants to explain his or her desires, effective presentation skills are useful for clarity purposes.

Promoting change

Promoting change requires one to be a change agent. As a change agent, a person who promotes change sees the need for change and initiates the change process. For example at the work place, a sales manager may want to change the procurement process for efficiency. As a change agent, the manager proposes for the change and starts using the efficient approach to procurement. This accelerates the change process. In social life promoting change occurs when one influences a group of peers over the ways they view a specific phenomenon. On the personal scale promoting change entails being a leader as far as various approaches are concerned. For example, if one believes in environmental conservation, as an agent of change, he or she should lead the process of conserving the environment in all possible avenues. Promoting change requires one to always act as a role model for the others.

Sensing other’s non verbal behaviour

Non verbal behaviour includes the unspoken messages that are expressed through the body language of the recipient and the message sender in a conversation. They include body posture, gestures, and signs such as winking of the eye among others. At work places, non verbal communication provides communication avenues that are vital in explaining the tacit knowledge of workers. For example, one may be unable to explain how a process is done but may use effective gestures that help the verbal communication for better understanding. In social life, one can use the ability to sense the reaction of others to various issues such as comments by sensing their non verbal communication. For example, when one says something that makes one to unconsciously open the eyes wider, the person uttering the words may learn that the respondents is shocked by what has been said. In personal situation, ability to sense non verbal communication helps one not to antagonize the involved parties as he or she has the ability to sense their feelings.

Sensitivity to cultural/gender diversity

Cultural and gender diversity refers to the differences that human race has due to different cultural backgrounds and gender differences. Gender and cultural sensitivity is of critical essence in modern workplaces as they assist in putting in place harmonious working environments. Cultural sensitivity in the work place includes situations where cultural diversities are respected, for example if excessive use of certain words is okay in one culture but offensive in another, such use of words is prohibited at the workplace. In social life gender and cultural sensitivity can be seen when the opinions of all people of a social knit, regardless of their gender or cultures, are respected. For example, when in a debate with people from Chinese cultures, African cultures as well as American cultures, it is important to respect all opinions and avoid utterances that may invoke bad feelings. On the personal level, when dealing with multicultural and mixed gender groups, one needs to be non judgmental, that is, avoid judging various cultures from an ethnocentric point of view.

Socializing skill

Socialization is the process where people interact with each other and get to learn new approaches of accomplishing tasks. Socialization skills involve the ability to blend with people of varying character effectively. At workplaces, socialization skills are essentials as they help a person to blend in different work stations. For example, when a new employee is employed in a work environment that has a lot of teasing for relaxation purposes, socialization skills are essential to make such a worker adapt to the new work place. In social life, socialization skills are essential as they help one to cope with various aspects of life. For instance, socialization skills are essential in the process of making and maintaining friends. In personal situations, socialization skills would be useful when one wants to make new friends or want to blend with new social environments.

Team player skill

These are the skills that are essential for team working. In work places, team work can be demonstrated in events such as in the process of task accomplishments. For example, to improve the efficiency of processes, instead of solving complex task as individuals, various workers combine their efforts to ensure that they accomplish the tasks efficiently. In social life, team working skills can result to enhanced relationships between persons as the persons involved get to learn the importance of team work. A personal situation where team work would be effective would be a scenario where one person requires a certain task, say a wedding arrangement to be accomplished. As team members, people get to share ideas hence making it possible to earn the desired outcomes.

Tolerance to criticism

Criticism is the process of examining ones actions and pin pointing the faults that are found therein. Criticism sometimes can strongly make some one to lose morale over various things especially where this criticism is not matched with any form of appreciation for the little positives that are done. Due to this, it is important that people posses ability to tolerate criticism. At the work place, it is possible that one party only finds the ineffectiveness of the other as opposed to the strengths. A worker who is always criticized may loose the motivation to work causing such worker to opt to either quit the job or become non productive. However, it is important that one generates tolerance to criticism to avoid loosing morale for work. In social life criticism can cause one to loose self esteem. Ability to tolerate criticism therefore makes a person to remain with high esteems. A personal situation where tolerance to criticism is of critical essence is when one is being targeted by forces that are generally unhappy when the person being criticized is achieves something.

Mobile etiquettes

This entails proper use of mobile phones. In work places, mobile etiquettes involve not using offensive ringtones, avoidance of use of mobile phones in meeting or shouting while on phones. An example of how mobile etiquette can help at work place is when a person uses loud and offensive ringtones. To avoid being a nuisance to the other workers, one should use vibrations as opposed to loud and offensive ringtones. In social life mobile etiquette can be applied in situations such as friend’s parties, or in any social conversation. One should avoid picking phones in such a manner that he/she jeopardizes the success of conversations. In personal situation, mobile etiquette calls for personal discipline where by one ensures that the use of mobile phone does not interfere with the normal schedules of those nearby.

Computers/email etiquettes

This entails correct use of computers. At work places, computer etiquette is of essence to ensure that the computers are used for the correct purposes. For example it is wrong to use work computers to send sexually suggestive emails or accessing sites that would jeopardize the comfort of other computer users. In social life, computer and email etiquette applies where one desist from using this modes of communication to harm the peers. Personal Computers/email etiquettes call for a dedicated responsibility on the part of the person to ensure that computers and emails are not used to offend others.

The debate concerning the evaluation of evidence is still ongoing as researchers and practitioners have not agreed on what can count as credible evidence. At the same time, the proposed applied research can be regarded as the one that will produce credible findings. Donaldson (2009) states that many researchers agree that different types of evidence can be seen as credible. The author notes that credible sources are not confined to experimental studies as research identifying correlations and trends is also relevant.

It is necessary to consider the proposed study paying attention to such elements as references used and methods employed to collect and analyze data. As for the sources used, all of them can be regarded as relevant as they come from reputable sources (mainly peer-reviewed journals). Moreover, the studies referred to unveil the existing correlations associated with the research topic. When it comes to data collection and analysis methods used, the proposed study is also credible as it aims at revealing certain trends and correlations. Some researchers find qualitative data less relevant as compared to quantitative (Donaldson, 2009). Nonetheless, in social studies and such fields as criminal justice people’s opinions and views are essential as they determine the effectiveness of an intervention, policy, and so on. Clearly, it is essential to employ sound methods and tools to ensure the findings’ credibility. At that, there are numerous ways to ensure reliability and validity of the research that can be regarded as major elements of credible evidence. For instance, the use of data analysis software can help the researcher ensure the credibility of findings. It is also necessary to add that the proposed research aims at revealing the existing trends associated with female recidivism and parole/probation officers’ behavior. The themes identified will be the basis for further research that can be quantitative in nature.

As far as the effects of the organizational behavior and daily management are concerned, it is possible to note that they can be manifold. Volkema (2010) states that the major principles of organizational behavior and management include individual / collective, differentiation / integration, centralization / decentralization, and linear / nonlinear. Some of these principles can be traced in the way the organizational behavior affects the proposed study. For instance, individual / collective principle is manifested in the way parole/probation officers will try to stress their adherence to regulations accepted while trying to conceal their personal bias and prejudice. Furthermore, there are chances that the participants will try to defend their groups’ interests. The principle of linearity is also apparent as the interview (and even the invitation to participate) will be a nonlinear experience for the participants, which may affect their behavior. Unexpected events often make people reveal their true reactions. Therefore, there are high chances that the participants will share their experiences openly. It is crucial to take into account these possible effects when analyzing and collecting data.

In conclusion, it is necessary to state that the proposed study can be regarded as the one that will provide credible findings. The study is associated with credible sources used to support some ideas and sound methods of data collection and analysis. The organizational behavior will have a certain impact on the research as the participants may be less sincere and ready to share due to their desire to defend the interests of their groups. Nevertheless, these effects can be minimized if they are taken into account and addressed properly.

References

Donaldson, S. I. (2009). In search of the blueprint for an evidence-based global society In S. I. Donaldson, C. A. Christie, & M. M. Mark (Eds.), What Counts as Credible Evidence in Applied Research and Evaluation Practice (pp. 2-19). Thousand Oaks, CA: Sage.

Volkema, R. J. (2010). Unifying principles of organizational behavior. Journal of the Academy of Business Education, 11, 70-92.

Interview Summaries

The first interview

The first interview involves a senior administrative assistant at Novartis Pharmaceuticals Corporation. Her duties include provision of administrative support to numerous employees and contractors, setting up and monitoring operational expenses, supervising and mentoring an external IT organization, and providing multiple assistance at senior levels within the IT departments.

Beverly Petronzino has 15 years full-time experience since he graduated from high school level. She takes care of three back up temporary administrators who are usually hired after every six months and other support administrators handling contracting staff and their regular needs.

This takes place on a regular basis. She had worked in several health care establishments in the past 11 years before her first employment as a contractor in this company. She assumed this position for a period of six consecutive years before she could be hired as a full-time employee.

She believes that a good supervisor should possess excellent leadership skills, good interpersonal relationship and also have the ability to adapt to change. She thinks that nature presents a true image of an individual compared to credentials. Hence, the former criteria should be considered in the hiring process.

The most difficult supervisory role involves mixing of professional and personal relationships. In a recent case, one of her administrators made a negative personal remark that led to confrontations. She advices those who are non-managers to set up goals and refrain from fear of approaching and engaging in team efforts.

The second interview

The second interview involves Jane M. Coppola, who is a Logistics Vice President at Elie Tahari Ltd. This company deals in designing of fashion clothing for both men and women.

Her duties include supervision, domestic transportation in terms of selection of carriers, rate negotiations, ship preference and custom related matters. She is also mandated to work closely with production factories for updates on when problems might occur and how to deal with any eventualities.

She oversees the performance of a logistics director, domestic import specialist, international import specialist and junior import coordinators. She got employed as secretary in Electronics Company where after six years, having attended a 12 month secretarial program at Berkeley. She was later promoted to an assistant director of imports and in another six years, she rose in rank to the position of a director of imports.

She believes that a good supervisor should have respect for juniors, be patient and a good listener as well. She wishes to have known how to handle people in situations that required judgment of “wrong and bad” before she had become a leader.

The most difficult responsibility was the termination of 15 employees when the company wanted cutbacks where she felt like not posing to employee expectation and hence had let them down. She gives advice to non-supervisors to learn more from their teams.

The third interview

The third interview has been done on Cal Hackworth, who is a talent agent in an entertainment industry in New York Office. His duties include managing more than 45 “below the line” clients in different fields such as television, media, hair/make up artists, designers, among others, as well as assisting the CEO in managing “above the line” employees such as directors, producers and writers.

He directs a receptionist, accountant and interns. Cal has a one-year experience on agent training and an internship from the company having graduated with a Bachelor of Arts degree.

Cal believes that a supervisor should be organized, have a good character and possess effective communication. He wishes to have known his job description and the company he was committed to.

One of his most difficult situations involves supervisor disorganization whereby all roles are delegated to him and sometimes fails in his work due to this. He advices non-supervisors to express what they feel at all times to enable their supervisors take them into consideration.

Organizational behavior

The concept of organizational behavior has been clearly brought out in the interview. Organization behavior is a term used to denote how people in an organization act. Individuals in the interview have been asked questions from personal perspective, group perspective, and the interviews reflect on the organization they are working as well as behaviors, attitudes and attributes that brings success.

Organizational behavior encompasses application of specific knowledge by management and workers in an organization to generate a holistic outlook internally and externally as noted in the interviews. Griffin and Moorhead attempt to describe the term organizational behavior in terms of how organizations and employees relate to each other in achieving the set objectives and goals.

Organizational behavior is a collective term that reflects an organization’s mode of operation. The interview has reflected this through diverse questions that have been asked, which relate to operations of organizations. Through understanding organization behavior, employees and co-workers are able to generate the necessary harmony that assists them to work with others in the organization.

Griffin and Moorhead (2012) point out that organization behavior acts as a major guide on procedures and systems to be followed in accomplishing variant duties.

It is at this point that the complexity theory emphasizes on the need to view organizations as independent units but under strong dynamism from the internal and external forces. It is, therefore important to underscore that organizational behavior is very dynamic depending on the affects of the constituent aspects such as motivation, beliefs, and values that constitute it.

Attitude

Organizational citizenship behavior and awareness

From the interviews, it is evident that employees play a key role in facilitating organizational citizenship behavior and thus generate new demand ideals as central subsets of their cultural basements.

Effective application of organization citizenship behavior remains the most effective method of maintaining intrinsic employees’ commitment to their work, relationship with others, cooperation with the management and contribution towards organizations missions’ achievements for higher profitability and sustainability.

The concept of organizational citizenship behavior is applicable in this context in the sense that the interviewees have inculcated and harmonized entities in their organization through citizenship behaviors. Under this consideration, the employees have felt empowered to view, analyze and propose possible areas of improvement.

Griffin and Moorhead (2012) found out that there is a tendency by different employees to move beyond the expectations of their organizations when they act as the drivers of the change process. Therefore, the management of an organization is expected to further harmonize and support diverse views from employees, especially those which are in tandem with the organization objectivity.

However, they call for great caution when applying this model to avoid deviation from the main organization’s mission. Besides, emotions affect cognitive process by directly impacting on an individual’s attention, openness and locus of control presented to them with reference to change demands and strategic application.

In addition, it also impacts on the reasoning and judgmental capacities that dictate people’s ability to determine what to venture into or not

Perception

From the interview, it is evident that the level of expectation by an employee dictates how he or she view various aspects related to tasks assigned to him.

The concept of perception is applicable in the interview as Griffin and Moorhead (2012) point out that what an individual understands self-perception as an interplay of various factors that dictate his or her ability to generate responses towards different issues and work-related roles. Perception is the process through which an individual assimilates understanding of the information gathered through the sensory systems.

A contrast is created in the sense that though most of the lower-level employees and workers expectations may be limited to their duties, higher-level managers may have higher perceptions as they are entrusted with formulation of strategies to achieve the established organization objectives.

In addition, perception is also influenced by cognitive bias and the type of responsibilities that are held by an individual. As indicated from the interviews, the levels of experience and learning enable an individual to view an organization from a different perspective compared to others and therefore generate different perceptions.

Majority of the people in authority and with responsibilities as noted in the interviews perceive various aspects differently from their juniors because they have to gather more leading knowledge and focus much ahead to be able to offer the necessary leadership.

However, this notion has come under vast criticism as democratic management and emergent leaders become vital icons in generating effective perceptions to develop their respective organizations.

Personality

Personality is a concept that has been noted in the interview as a factor that enhances performance of a worker as well as organizational behavior.

It is applicable in the sense that the relationship between personality and behavior has been brought out in the interview to indicate the delicate interplay in determining the affects of change in an organization. The relationship between emotions and behavior has been brought out in the interview to indicate the delicate interplay in determining the affects of change in an organization.

While affection reaction is presented to be more object-focused with variant intensities that lasts only for a short period of time, emotions are presented to be less intense with high diffusivity that reflects an individual’s life. Emotions, as the article proceeds to indicate, are generated through a generic process that is strongly affected by the immediate events that determines an individual’s perceptions.

Besides, personality affect cognitive process by directly impacting on an individual’s attention, openness and locus of control presented to them with reference to change demands and strategic application.

In addition, it also impacts on the reasoning and judgmental capacities that dictate people’s ability to determine what to venture into or not. Moreover, it impacts on the analytical and creativity orientation of an individual which is very critical in workers and employees commitment and decision making.

Conclusion

To sum up, this paper concludes by reiterating that organizational behavior has several elements of importance which include perceptions held at the workplace, workplace diversity as well as groups and group dynamics.

This is based on the need to build effective internal relations that anchor the workers’ positive coexistence and generates the necessary management interlink for effective coordination. These factors are essential in providing the necessary oversight at all levels of an organization.

Reference

Griffin, R. W. & Moorhead, G. (2012). Organizational behavior-managing people and organizations. Mason, OH: South-Western Cengage Learning.