Organizational Behavior

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Organizational Behaviour explores how behavior in an organisation is conditioned and affected by people, organizations, and organizational systems, and how this information is used to improve the efficiency of an organization. The new corporate world across the globe demands successful control of teams through the analysis of interpersonal behaviour. This helps to explain and forecast human behaviour in a business.
Organizational Behavior presents how organisations should be organized in an accurate way and how a number of external variables influence organizations. The study of Organizational Behavior has become of importance in the modern environment unlike before since organizations have to master to adapt to the culture emanating from the competitive market and which are rapidly changing. The study of Organizational Behavior has in the past week been enriching and resourceful considering the amount of knowledge amassed from the class. Accordingly, the study has been able to present the structure of every organization in the world; individual level, group level and organizational system level. It is on these bases that Organizational Behavior is studied.

As Organizational Behavior student, I learn that every organization has four elements that encompass the internal structures of the organization. These are Motivation, Culture, Change, and System. Motivation stipulates that individuals exhibit different behaviors while in groups. The study of Organizational Behavior focuses on how different groups can be motivated. Motivation turns out to be a key factor in an organization in achieving its goal. This explains why several theories have been formulated to address motivation in an organization. Some of the theories include Maslow’s Theories of Motivation, McClellan’s Theory of Needs (Three Needs Theory), Herzberg’s Two-Factor (Motivation-Hygiene) Theory and McGregor’s Theory X and Theory Y.

Of Culture, studying Organizational Behavior has enabled me to understand that the culture of an organization is relatively fixed in the short-term and that for managers to effect change they have to develop a long-term plan. I am made to understand that organizations differ in culture. This, therefore, means that you cannot transfer culture to other organizations in the world having in mind that national culture has an influence on organizational culture. Culture is learned in the organization. There are different ways in which culture can be learned. These includes stories, material symbols, rituals and language which identifies and segregates individuals. Of importance to note is that strong culture aligns with organizational goals such as putting more emphasis on innovation. Weak cultures, on the other hand, degrade the set goals of an organization. This degradation results in conflicts.

Concerning change, it turns out that change is paramount to every organization. Notably, no organization is static; it changes over time. Change in an organization is occasionally undertaken. In most cases, change is done to increase the productivity of an organization and can be felt by all employees. However, some changes may not be noticeable to some individuals or may not be recognized as a change. For instance, adjusting the time for a particular activity, either increasing or reducing time may not be noticeable to some individuals as change. However, we are made to understand that no matter how small change is, it is still an organizational change provided there is a deviation from the standard operation of an organization. Change in an organization cannot be welcomed wholly by all employees. There has to be resistance. A prime example is John, a workman in an Elderly Care Center in Hong Kong. This was a class activity but presents a classical example of how employees can resist change. John’s habit of reporting to work late after the execution of an organizational change shows that he is not for the effected change in the organization. The reason for resistance might not be clear, but perhaps John has a fear of unknown or he might be angered that he was not involved in making the change and thus he lacks the motivation to partake on his daily duties. These habits may adversely impact on an individual or group’s performance and also the productivity of the organization. Studying organizational behavior, however, presents solutions to how change can be effected while minimizing resistance. Some of these factors include educating the employees and also communicating the change to them. Additionally, including their input in change is of significance in combating resistance. The employee will feel like part of the organization and therefore resistance will not be experienced, or it will be at minimal levels. The positive relationship between the managers and staff also helps in reducing resistance in any organization. As such, the skills acquired from an Organizational Behavior class plays a significant role in executing change successfully as far as change management is concerned.

A leader has some admirable traits that can propel success in an organization. Notably, leadership present itself as a personality trait. It shows itself upon the interaction of leaders and their subordinates. A good leader can influence a group towards the accomplishment of a set of goal or a vision in an organization. The Leadership and Trust Chapter presents the qualities and characteristics of a leader. According to the chapter, leaders inspire their subordinates and create visions. It also points out that not all managers are leaders since they are responsible for creating plans and overseeing day to day operations in an organization. Professionals have devised theories that define leaders. Some of the theories include path-goal theory and Fiedler leadership model.

The knowledge acquired from week nine helps define JF Kennedy as a leader through the inaugural speech. This being a class activity, the chapter equips us with the knowledge that we can comfortably evaluate JF Kennedy address and establish whether he is a good leader or lacks leadership qualities. The address presents an individual who has the capacity to influence the masses to achieve specific goals in life. The statement “So let us begin anew–remembering on both sides that civility is not a sign of weakness, and sincerity is always subject to proof. Let us never negotiate out of fear. But let us never fear to negotiate,” is a powerful statement that inspires the masses to pursue their goals without fear even if it means negotiating.

The statement “But let us begin” is also a powerful one that depicts a leader who is giving directions to his subordinates. After creating plans for the country, JF Kennedy beguiles the masses to embrace the plan and begin working towards achieving them in a convincing manner. It will be in order to assert that JF Kennedy is a charismatic leader if the speech is anything to go by. This is on the auspice that a charismatic leader taps into the emotions of the subordinates and bring out their potential. After illuminating what their beautiful country would look like, the president further informs the public not to ask what the country can do for them, but rather they should ask themselves what they can do for the country. The vision of the country was a motivation to the public, but the conclusion remark on what the public should and should not ask is invoking the emotions of the public. He is also an authentic and transformational leader through creating trust among the subordinates and inspiring them to transcend the interests of the nation for its benefit.

Students’ emotion intelligence testing activity was another valuable activity that was in line with what we have learned in class, specifically in Organizational Behavior class. This activity tests the ability of an individual to perceive emotion in himself/herself or others, understand the meaning of the emotions and regulate the same. I could evaluate my emotion intelligence through the questionnaire tool, and this helped identify my personality rating as far as emotion is concerned. I could, therefore, recommend it to be used in an organization in the selection and decision-making process as. This is because emotion intelligence survey can help identify the right type of employees to hire. Notably, the emotions of an individual have an impact on an organization. It can either increase or reduce productivity.

The study of Organizational Behavior has additionally equipped students with skills of solving a conflict in an organization. This makes me understand that no organization is free from conflicts. Different conflicts are bound to arise in an organization. Having worked in some organizations, I experienced conflicts but could not be in a position to classify them according to their types. Upon studying organizational behavior, I can comfortably place the conflicts in their rightful category. As such, I experienced task conflict where workers differed on issues about tasks and its goals, relationship conflict that encompassed interpersonal conflict and process conflict that concerned the manner in which work was conducted. I also learned that conflict has three sources which are; dyadic conflict, that is, the conflict between two individuals, intragroup conflict, that is, the conflict in a team or a group and intergroup conflict, that is, the conflict between working teams or groups.

Lastly, understanding groups is essential in realizing organizational goals. A group in which a member understands other members considers self as a member and believes that each member has a role to play and therefore is of importance to the group tends to be efficient and productive. But still, as learned in this study, and as experienced in other organizations I have been to, some members of a group tend to have deviant behaviors. Some have loafing tendencies, some sabotage others, show favoritism, and even go to the extent of stealing from others. These habits in most cases result in conflict, more specifically intragroup conflict. However, students of Organizational Behavior can handle the situation amicably since different aspects of conflict are handled under the study.

In conclusion, the study of Organizational Behavior is resourceful to any individual who aims at working in an organization. It imparts valuable skills that can give one an advantage while working in a complex organization. As for me, the past weeks of studying Organizational Behavior have been enjoyable and enlightening considering the amount of knowledge I have acquired from the study.

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