BUS610 Week 6
BUS610 Week 6
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Date Created: 11/14/15
Running Head: Final Paper Organizational Behavior Analysis 1 Organizational Behavior Analysis Nikki Derry BUS610: Organizational Behavior Instructor: Doctor Shawna Wentlandt Monday, October 13, 2014 Organizational Behavior Analysis 2 Organizational Behavior Analysis Baack (2012) defines “Organizational behavior (OB) may be defined as the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organizationwide levels.” In every organization, you will find a different type of organizational behavior being represented. I have had the privilege of working in different job categories and have had the opportunity of experiencing different types of organizational behavior in each one. However, the last organization that I worked for seemed to have the most interesting type of behavior. In turn, it gave me a lot of different situations as well as lessons that I have been able to take away and have applied those to my current position. As an individual who is currently in school and looking for a rewarding position in Human Resources, it is important to know all the different aspects that organizations have to offer. As well as understanding how everything has an affect on the employees of that organization. My previous employer was the American Urological Association (AUA) and the organization as a whole had a more salad bowl approach to their culture, by letting each department work the way it was best for them. The AUAs communication used both verbal as well as written techniques, and fortunately, they did a lot of traveling and inperson conferences to help keep the communication going. The AUA ran on more of a military command, with having to communication everything up the chain; my department was run more on rank by my director who has been with the company from the beginning. Motivation was one aspect that the AUA strived in with its employees, and in turn had a great report with Organizational Behavior Analysis 3 understanding what their employees needed and wanted, as well as making sure the employees were happy. The AUA was very proficient in their area if emotional quotient and was always working to make sure that their employees were at the top notch of their game. With technology increasing every day, the AUA was and can keep up with all the new innovative advances by having an IT department who was specifically pointed to anything technology related. “Culture combines the philosophy of the firm with beliefs, expectations, and values shared by members.” (Baack, 2012). No matter how big or small every organization has some culture. At the American Urological Association, the culture presented is more like a salad bowl approach. Everyone at the company is working towards the same goal; however, there are many individuals who speak different languages, are a different age and come from different backgrounds. By having this type of cultural available to us, we can think outside of the box with different perspectives. Within the AUA you have many different departments, some of those are Finance, IT, Publications, Foundation and Customer Service. In each of these departments, the cultures are different for the organization as a whole. My department was publications, and we worked on The Journal of Urology. The department consisted of six individuals working inhouse and two working out of house on all the publications that is submitted. One of the biggest aspects of The Journal of Urology is that we published all sorts of manuscripts from all over the world. Everywhere from Japan, Spain, Mexico, France and Italy to name a few, The Journal is made up of manuscripts from all urologypracticing doctors from different nations. This fact in itself shows how an organization can work Organizational Behavior Analysis 4 with other countries and nations to make up a salad bowl type of culture can lead to an elite journal being published. Wikipedia states the following “The salad bowl concept suggests that the integration of the many different cultures of United States residents combine like a salad, as opposed to the more traditional notion of a cultural melting pot.” When looking into how the AUA works as a whole and individually within the departments I am able to recognize that the salad bowl approach not only worked but also provided them with more access by including other cultures. Communication is one of the biggest contributing factors to every organization. “First, communication takes place in every managerial activity (Scott & Mitchell, 1976). Also, poor communication leads to conflict, and quality communication helps to resolve conflict (Trewatha, Newport, & Johnson, 1997).” Communication allows information to flow between the organization, department and customers, and without effective communication a department and organization can sink very quickly. The AUAs form of communication was mostly written, with emails and letters being sent out daily however phone calls were happening very frequently between departments we well. One of the biggest setbacks within the publications form of communicating was not following through. When an order was given by my director, it was mostly followed up within an hour, however most of the time when the order was completed, it did not get relayed back to our director. This happen on numerous occasions, and then it went forgotten about and brought up at a later date situations would arise, and tensions would be making its debut. Fortunately after a few months after I started, we sat down as a department and were able to come up with a game plan when it came to how we needed to improve our Organizational Behavior Analysis 5 communication. The process worked perfectly, and it still is being used, however, once this plan was put into motion other communication situations started to arise as well. One aspect of the new plan was documenting everything when it happen and putting a time with the notes. On more than once occasion, our director would give an order, and we would do it; however, she would go back and mention she did not give that order out. When we would show her the notes that were made, she would get mad and say we were conspiring against her. Unfortunately at times my director could be very difficult and immature which made communicating with her not fun and very avoidable if possible. Even though, there were times when communication was not fun with our director and did indeed cause situations to arise we still had to use it and without it things would have only been worse. As a department we were always working on our communication; however, as an organization the AUA was always trying to improve their forms of communication and would give classes or ask for advise on how we could make it better. “Unity of command dictates that each employee should be responsible to a single manager: that person's immediate supervisor.” (Trewatha, Newport, & Johnson, 1993). The AUA’s president is a retired navy seal and therefore ran the whole organization like the military, which concentrates, on the chain of command. Being prior military, I enjoyed this way of reporting and feel that if done in the right manner it is very proficient and leads to fewer communication styles. As a whole, the organization reports to the Board of Directors, and each head of the department has to communication with their Executive director who in turn reports to the president, who reports to the board. In each department, you have an employee who reports to their manager, and the manager reports Organizational Behavior Analysis 6 to the director; however, in our department the chain of command was not run like this. I had my manager who I reported to and was the individual who would approve time offs, vacations, projects. As I previously mention, our director has been with the company from the begging and therefore pulls rank as well as time in grade on decisions that need to be made. In a few instances my manager would approve a time off and would input it into the system, however if my director did not know about it, she would go in and deny the time off which is an example of pulling her power for the worse. Fortunately, I learned early on that my director does not believe nor support the reporting to the chain of command and feel that she should be able to go straight to the source. Even though, this is another way of communicating and getting everything done, it can cause major communication errors with everyone who is not involved in the conversation, and can increase the chances of situations to arise. Having the ability to input a system where communication has to go through the chain of command or when individuals are made aware of and know how to appropriately communicate with the authority that has been placed, allows an organization to show their employees that there is a reporting system intact, and it helps eliminate the not sureness that comes with entering a new organization. Another great aspect of what the AUA offered was different motivation factors that helped keep the employees motivated throughout the year. “Extrinsically motivated behaviors are governed by the prospect of instrumental gain and loss (e.g., incen tives), whereas intrinsically motivated behaviors are engaged for their very own sake (e.g., task enjoyment), not being instrumental toward some other outcome.” (Cerasoli, Nicklin, Organizational Behavior Analysis 7 Ford, 2014). The AUA represented both an extrinsically and intrinsically motivation technique that helped with both aspects of employees motivation. In the organization there was such a diverse group of individuals that all operated and stayed motivated in different ways. The organization made sure that as employees we knew that even though it is important to have a good work environment as well as understanding that we can get burned out during different times. Throughout the year the AUA would host, ice cream socials, barbeque events for the begging and ending of summer, march madness, crab picnic and a gala at the begging of the year. Personally as an individual who is more on the extrinsically side, these events helped keep me motivated because it showed that the organization was looking out for out mental health. By allowing us time to get away from the desk, and encouraged us to take a break throughout the year just to spend time with our coworkers. My director who is more of the intrinsically side of the motivation never participated in any of the events because she felt that when a project was done, that was the motivation she needed to continue on. As an organization, the AUA met all the motivational needs for both sides of the employees they had. Having an organization that knows and understands the importance of having motivated employees as well as taking the time out to show how they were appreciated helps the overall environment. Bradberry (2014) states “Emotional intelligence is the “something” in each of us that is a bit intangible. It affects how we manage behavior, navigate social complexities, and make personal decisions that achieve positive results.” Organizations have changed greatly compared to earlier years, and in today's organizations management is increasingly trying to find out how people think and what they can do to improve the Organizational Behavior Analysis 8 work environment. At the AUA we were always getting questioners about how as an organization it is giving into our needs as employees and how as a whole they can continue to help us improve. In the publications department it is a little different story, simply because my director didn’t feel that she need to find out what was going on to see if anything needed to be changed. Working for the AUA, I experienced many feelings while working in the publications department and unfortunately, I was not the only one. Our director did what she had to do to get a project done, and to be the best she could be, even if it involved putting her employees down and constantly criticizing them. Unfortunately, my director did not know how to lead let alone manage individuals and therefore did everything she had to do to get something done. The AUA is the only place where I constantly was made aware of my failures, and how I was unable to not change the way I thought of myself in regards to selfawareness, and selfmanagement. As much as I loved the organization as a whole, and I did enjoy my work as well as my department, whenever our director was there she made everything worse, and in fact of everything she had no kind of grasp on what emotional intelligence is or what changes she should have made. This is one thing that I wish we could have changed in the publications department and another reason I will not return to that job. It is interesting to see how an organization can sense their employees needs and make the appropriate changes, but cannot take care of a director in charge of one of their departments. Ahuja and Carley (1998) “define a virtual organization as a geographically distributed organization whose members are bound by a longterm common interest or goal, and who communicate and coordinate their work through information technology.” Organizational Behavior Analysis 9 With every new that comes technology is always moving forward, and the AUA had an IT department specifically just for technology. For the whole organization, all departments would travel and deal with situations and costumers across the nation. We worked very closely with Japan and would always have teleconferences with them as well as meetings via Skype. As many know there the one thing that is going to happen with technology is going to be glitches, and luckily our IT department was aware of the situation that arise, and was able to fix it in a timely manner. The Journal of Urology worked closes with the Japan journal as well as with Spain’s journal, and we would have monthly meetings via phone conferences, in person conferences or Skype as well. Having the equipment as well and the means in order to be up to date with the new programs and having an individual department specialized specially for technology allowed the organization to be able to change with the times, and open for different options. The American Urological Association was by far one of my favorite places of employment that I have had the privilege of working for, and it has allowed me to grow as an individual and as a team member in my new position. I have been able to recognize and see how organization behavior affects the company and its employees as a whole. The AUA gave me a chance to experience a salad bowl type of culture, with all the diversity and differences within the employees. The organization allowed me to use all forms of communication and to be able to see how important effective communication is and how without it, the department and organization can have multiple situations arise. When looking into authority and what is the best way of reporting, personally I feel by Organizational Behavior Analysis 10 following what the AUA did which is the chain of command; we are eliminating the possibility of missed communication and allowing ourselves to have a backup in case communication is lost. Having the ability to work with both intrinsic and extrinsic motivation and seeing how a company can take the time out to learn about its employees and gives them a work environment that encourages time out from work, allows both sides of the employees to be motivated. Emotional Intelligence is a big aspect in which all organizations and departments need to be aware. The AUA was able to send out questioners to find out what is going on with their employees and to try and make the necessary changes. If the AUA was to take more time however and tried working with departments individually that needed it, I feel that emotional intelligence of the organization would be much stronger as well as individuals know how important of an aspect it is. Finally as a big organization the AUA is always trying to keep up with technology, especially when it comes to communicating with clients and customers in different nations. By having an IT department that is specifically set for technology, the AUA is allowing themselves the room for possible changes and individuals to gather as much information as possible for the changes to come. Whether an organization is big or small they, managers need to concentrate on their organization behavior and to see how everything goes hand in hand with each other. Organizational Behavior Analysis 11 References Ahuja, M. K., & Carley, K. M. (1998). Network structure in virtual organizations. Journal of ComputerMediated Communication, 3(4). Retrieved from http://jcmc.indiana.edu/vol3/issue4/ahuja.html Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc. Bradberry, T. (2014). Emotional Intelligence – EQ. Forbes. Retrieved from http://www.forbes.com/sites/travisbradberry/2014/01/09/emotionalintelligence/ Cerasoli C, Nicklin J, Ford M. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40year metaanalysis. Psychological Bulletin [serial online]. July 2014;140(4):9801008. Available from: PsycARTICLES, Ipswich, MA. Accessed October 13, 2014. Salad bowl (cultural idea) (Wikipedia) http://en.wikipedia.org/wiki/Salad_bowl_(cultural_idea) Scott, W. G., & Mitchell, T. R. (1976). Organization theory: A structural and behavioral analysis. Homewood, IL: Richard D. Irwin. Organizational Behavior Analysis 12 Trewatha, R. L., Newport, M. G., & Johnson, J. L. (1993). Management. Houston: Dame. Trewatha, R. L., Newport, M. G., & Johnson, J. L. (1997). Management: Embracing change in the 21st century. Houston: Dame.
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