Organizational Behavior Analysis.docx final paper bus610
Organizational Behavior Analysis.docx final paper bus610
Popular in Course
verified elite notetaker
Popular in Department
This 13 page Study Guide was uploaded by tophomework Notetaker on Saturday November 14, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 22 views.
Reviews for Organizational Behavior Analysis.docx final paper bus610
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 11/14/15
Organizational Behavior Analysis Yvette Johnson Organizational Behavior Bus 610 Murad Abel February 25, 2013 Organization behavior is the study and application of information regarding how an individual or group of people within an organization behaves. According to John Schermerhorn author of the book Organizational Behavior Twelfth Edition, organizational behavior is the key characteristic used to maintain and enhance interaction levels amongst employees within a company (Schermerhorn, 2011). There are additional characteristics such as leadership, openness to confer in relation to issues, and challenges in an attempt to assist a corporation achieve their strategic business objectives. Organization behavior involves the understanding of critical matters that assist with comprehending and predicting what influences human behavior and how it will help achieve desired goals. Organizational behavior is also defined as the investigation of behavioral factors that affect modern organizations and their management at the individual, group, and organizationwide levels (Baack, 2012). In order to effectively analyze the various behavioral components within the author’s current organization, he will describe the demonstrated attitudes exhibited by individuals within the company. Additionally, the author will analyze the organizational behavior of his current employer by describing the type of culture, modes of communication, nature of authority, motivational techniques, areas of emotional intelligence, and how the components of a virtual organization are embraced. Upon conclusion of this document the reader will have a brief understanding of the aforementioned categories in regards to organizational behavior analysis and how it pertains to the person current employer. The Work Place Within the authors current organization employees operate under a protocol within the work place referred to as “production and analysis or P&A”. While some of these production and analysis skills are not observable from a social behavior aspect, there are other areas such as the functionality and technical aspect of behavior that are easily visible and can be evaluated. Teamwork, communication, leadership, and problem solving, make up the vast majority of employees, and is used on a daily bases. Within the corporation, the technical aspects are sufficient and most of the staff members are very talented. However, absenteeism has greatly affected some employees while the turnover in the workplace has declined in contrast to previous periods, which suggests that employees are gaining something else outside of their traditional daily work requirements, something that keeps them retained on contract. Occurrences as such have kept employees active and content within the company. Subsequently, the corporation promptly conducted a survey in reference of the atmospherics within the work place and to capture the raw data to evaluate and analyze the perspectives and perceptions of the company. This survey was exclusively voluntary and the records indicated that 90% of the company participated, while 10% of employees were impartial to participate or on paid time off. The survey yielded that employee’s motivation at work place transpired to job satisfaction and increased productivity. This occurrence is more than likely why 80% of employees surveyed that the company was one of the best places to work and would recommend it to anyone that they knew. It is the author’s opinion that the organizations culture is what has allowed the company to gain such favoritism, productivity, high retention, and longevity with its employees, which translates into meeting organizational goals and generating revue. Type of Cultures Culture is defined as the cultivated behavior which is socially transmitted. It involves the accumulation of knowledge, beliefs, attitudes, experiences, religion, relations, concepts of the universe, values, meanings, roles, notions of time, relations, material possessions and objects acquired and a way of life of a group of people throughout the generations. This way of life is accepted by all the individuals in the group without thinking about it and is passed from one generation to another through communication and imitation. It can therefore be considered as a group’s traditional ideas and values that are attached and followed by all the generations (Hofstede & Minkov, 1991). Provided the intuitive definition of culture, it is the author’s opinion that his company’s type of culture is considered pluralism as the organization consists of smaller groups of people within the corporation. Pluralism has allowed employees to maintain their individual cultural identities, values, behaviors, and their individual uniqueness all of which is accepted by the organization. Managers within the corporation are usually overwhelmed with new ideas, task, and often has to help individuals with work related and or performance issues. Therefore, it is imperative to understand the culture of an organization in order to make rational decisions. While pluralism is the conventional behavior of the organization it encompasses traditions in which employees rely on to respond to various situations and is one of the main aspects of a company. This in turn unifies the company and establishes a platform for its behavior standards, written or implied. Cultural aspects often determine the type of management, leadership styles, and structure within an organization which also contributes to the behavior within the company. Finally, culture culminates the development of an individual’s performance, beliefs, tolerance, and overall standards. Diversity is also an essential aspect of culture. This is a variation of ideas within the work place and differs across the board due to the various cultures. Diversity emerges when people within the company have different backgrounds such as previous work experience, education and accolades, life challenges, and lastly is gender. Having an in depth understanding of different cultures can transpire into a better method in which one can interact with employees on a personal, humanizing the workplace if only briefly. Thus far, pluralism has influenced the company behavior in a positive manner as all of these qualities are found within the corporation and complement each other which have allowed the company to be successful. Modes of Communication Considering the ingenuity and innovation of modern technology in today’s workplace the dominant communication form used within the organization is via electronic exchanges such as emails and internet browsing interfaces. Technology undoubtedly has played a significant role within the organization as it allows employees to conduct daily tasks more efficiently while keeping colleges abreast of their current developments. Communication within the organization has led to social relationships being formed which likely has guided and shaped many of the various interactions within an organization. Communication also allows employees from different departments to collaborate on certain developments all to achieve the common goal to benefit the company. Regardless of the various communication tools or styles to convey ones thoughts, the message should always be clear and concise to avoid any confusion and or misinterpretation amongst employees and leaders within the company. This method all so ensures that everyone is on the same page regarding the requirements per the guidance. Within the company the organization culture and structures are respected and closely resemble a do on to others model. In short, treat others as you would like to be treated therefore respect is equal across the board and is emphasized by management every so often. Ideally, the communication phase is the opportune moment for the company to share its vision and reflect on the past, establish new goals, and to convey thoughts of the future. Within in the authors company, communication is conveyed straight across the board with all employees present rather if they are administration clerk or a staff team leader everyone is present to ensure all employees are getting the same word and not conflicting theories, often in a formal or casual setting. The dissemination of information through nonverbal methods within the organization has allowed the company to function closely and move forward, for an example because there is clear communication throughout the company, if one employee is out on sick leave someone else is aware or can perform that task as everyone is aware of the work requirements. In order to enhance efficiency and success of the company the manager always ensures that the organizational culture and communication structure is strong. It is also important acknowledge that inadequate or lack of communication in a working environment to ensure that employees are aware of the standard and what is expected of each and every one of them. Lastly, communication is critical especially when is pertaining to an individual’s livelihood such as time and money. Naturally, productivity stems from efficiency within the work place without ruling out effectiveness, which leads to accomplishment of set goals and standards. Nature of Authority The nature of authority in the corporation has been a contributing factor that determines the attrition rate within the company. As in most traditional organizations, managers play a significant role within the company as their day to day role assist in ensuring the company is productive and successful. As previously stated, the company is a huge advocate of the Golden Rule approach and it is visible throughout the organization at every level from the Chief Executive Officer down to the mail clerk. Occasionally, middle management will converse with the employees to share the company’s vision, the way ahead, and how each team member can assist in helping reach the projected short term and long term company goals. Thus far, managers have been keen at recognizing the strengths and weaknesses of each individual to assist in tasking and areas that the individual needs to improve their overall job performances and personal goals. Departmentalization is also an important aspect when it comes to an organization. This involves the grouping of individuals or employees according to their expertise. This ensures specialization and enhances supervision, knowing who would be the best fit for certain jobs. The manager has the responsibility of ensuring that through departmentalization development is managed. Responsibilities and roles are easily managed through the use of departmentalization considering that employees are tasked in reference to their skills, knowledge, and ability. Managers typical appoint one individual as the site lead to be responsible for every employee at the specific site and a team lead that is responsible for the team day to day tasking. This approach could be viewed as a having a team Capitan and a Deputy in the absence of the Capitan, similar to a military structured organization. This allows for middle management to have better awareness of their available assets, resource allocation, and control over personnel without having to interact and account for each and every individual. Finally departments control and monitors growth and expansion of a company by determining performance appraisals (Nelson & Quick, 2012). Motivational Techniques Motivation techniques are significant when it comes to productivity in a work place. It is the author’s opinion that motivation is the single contribution factor surrounding an individual or teams work. In some instances the motivation can stem from pride of one’s work while for others it could be transactional in a monetary form. On other occasions, the leadership has to utilize motivational techniques to enhance work output. Dependent on the type of work that is conducted will dictate the type of awards that are made available to those who achieve specified goals. Workers obtain motivation from different factors and reason, for an example workers are likely motivated to perform at high levels since they feel that high performance will lead to high desirable outcomes (Walker, 2011). Perception has lead employees to expect benefits, promotions, and job security from their employers. As mentioned earlier, the statics from the voluntary survey indicated that employees felt that incentives would likely give workers a reason to perform at higher than normal levels. For an example the company currently offers health incentives to employees who met certain health goals. At the beginning of each year employees have the option to go in and get an annual physical. Based on the results from the physical such as weight, cholesterol, blood pressure, the typical things that a doctor looks for that could be of risk. The employee now can take that data and attempt to reduce these categories to a reasonable number established by the doctor by a prescribed time period. Once the individual goes back in for a second physical the doctor compares the numbers and if progression has been made to meet the established standard then the employee is giving five hundred dollars petty cache for the medical spending account from the employer. While this incentive may not be for everyone it is a motivational incentive that will reduce medical expenses for some employees and serve as a motivation to be healthy. From both perspectives of the employee and the employer if you’re healthy and well then you reduce the likelihood of being out of work for health related reasons. Emotional Intelligence Emotional intelligence is a critical skill required within any corporation as one has to be able to identify, assess, and control the emotions of one’s self, of others, and in some cases groups of individuals. It is in the author’s experiences that emotional intelligence is employed within in his current organization on a daily bases. For an example when it comes to internal issues within the work place conflict resolution is the first step employees and management takes to mitigate potential problems. Usually, issues can be easily resolved when communication is made clear, and all involved entities are clear on the mission, each individual’s role, and the overall desired end state. Emotional intelligence also assist in the developing the conflict resolution/outcome of the situation by identifying the issues, the position of each party, finding a bargaining zone, and finally making a decision. Managers and employees alike and the same have to relate well to people, and have the ability to adapt to change and coping with the immediate surroundings to be more successful in dealing with environmental demands. Embracing New Paradigms Components of virtual organization have been embraced within the author’s corporation as it has allowed the company to establish and set goals. It has also allowed managing timesheets more suitable as you can login in and bill your timecard hours for the week from any virtual location. Having the ability to check your email corporate email has also been embraced within all aspects of the company as management now can push out notifications via email which most employees get directly to their hand held mobile devices. The use of virtual organizations has provided the company with endless possibilities to enhance the overall ability of the company. For an example, there are yearly training requirements that must be completed by each and every employee. Roughly a decade ago these types of training modules would be conducted in a formal class room covering a broad spectrum of topics such as ethics, sexual harassment, and internet browsing protocol to name a few. These types of training venues can be extensive long and time consuming. However, due to the virtual aspect implemented within the work place employees can now do these training sessions from home or any place where they have access to the internet. However, with ever good capability there is a downside to virtual organization. While employees enjoyed the ability to work from areas outside of work to accomplish more goals, the company has taken note of people being unproductive. Several employees were browsing the internet and conversing with friends via social media, paying bills, the list was endless. Ultimately, the productivity of the company suffered severely which forced the company to employ new rules for what can and cannot be done during working hours such as browsing ones personal email and paying bills. This facilitates growth in business and improves productivity. Conclusion Organizational Behavior Analysis covers a broad range of influence within an organization. It identifies the cultures that make up an organization which transpires into the types of leaders within an organization. Those leaders convey the company’s vision through various means of communication while asserting their authority to serve as a sense of motivation. Understanding the employees and the leadership within an organization requires understanding the dynamics of emotional intelligence which ties all of the aforementioned aspects back to the original state of Organizational behavior. Conclusively, all of these theories make up corporations that most people know present day. Application of these principles toward the work force will assist in building long term intrinsic value for the organization. In addition, it will help the shaping and development to achieving the core psychological needs, and in turn improves the productivity of the organization. References Baack, Donald (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education, Inc. Schermerhorn, J. R. (2011). Organizational behavior. Hoboken, N.J: Wiley. Thomson/South Western. Hofstede, G., Hofstede, G. J., & Michael. Minkov. (1991). Cultures and organizations. London: McGraw Hill. Griffin, R. W., & Moorehead, G. (2012). Organizational behavior: Managing people and organizations. Mason, OH: SouthWestern/Cengage Learning. Nelson, D., & Quick, J. (2012). Organizational Behavior: Science, the real world, and you. South Western Cengage Learning. Walker, A. (2011). Organizational behavior in construction. Oxford: WileyBlackwell
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'