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108 Organizational Behavior Essay Topic Ideas & Examples

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Organizational behavior is a fascinating field that examines how individuals, groups, and organizations interact within a work environment. It encompasses a wide range of topics, from leadership and communication to motivation and decision-making. If you're studying organizational behavior and need some inspiration for your next essay, look no further. Here are 108 organizational behavior essay topic ideas and examples to get you started:

• The impact of organizational culture on employee satisfaction
• The role of leadership in shaping organizational behavior
• How diversity and inclusion influence team dynamics
• The importance of emotional intelligence in the workplace
• Strategies for managing conflict in organizations
• The effects of job design on employee motivation
• The relationship between organizational justice and employee performance
• The role of power and politics in organizational behavior
• The impact of technology on organizational communication
• The influence of organizational structure on decision-making processes
• The role of trust in building effective teams
• The effects of stress and burnout on employee well-being
• The impact of organizational change on employee morale
• The relationship between job satisfaction and employee turnover
• Strategies for promoting work-life balance in organizations
• The role of ethics in organizational behavior
• The effects of group dynamics on team performance
• The relationship between personality and organizational behavior
• The impact of globalization on organizational culture
• The role of feedback in employee development
• The effects of job insecurity on employee motivation
• The relationship between leadership style and organizational performance
• The influence of organizational climate on employee engagement
• The role of mentoring in organizational development
• The effects of social media on organizational communication
• The impact of organizational citizenship behavior on team effectiveness
• The relationship between job crafting and employee well-being
• The role of emotional labor in customer service
• The effects of organizational learning on innovation
• The influence of organizational justice on employee trust
• The impact of job characteristics on employee engagement
• The relationship between organizational commitment and job performance
• The role of resilience in overcoming workplace challenges
• The effects of job insecurity on employee productivity
• The importance of psychological safety in team dynamics
• The impact of organizational politics on decision-making processes
• The relationship between job satisfaction and organizational citizenship behavior
• The role of transformational leadership in driving organizational change
• The effects of work-life balance on employee retention
• The influence of organizational culture on employee motivation
• The impact of emotional intelligence on leadership effectiveness
• The relationship between job design and job satisfaction
• The role of organizational justice in shaping employee attitudes
• The effects of diversity and inclusion on team performance
• The importance of communication in building trust within teams
• The impact of job insecurity on employee well-being
• The relationship between leadership style and employee engagement
• The role of feedback in promoting employee development
• The effects of job crafting on job satisfaction
• The influence of organizational climate on team effectiveness
• The impact of organizational learning on innovation
• The relationship between job characteristics and employee motivation
• The role of emotional labor in customer satisfaction
• The effects of organizational citizenship behavior on organizational performance
• The importance of psychological safety in team collaboration
• The impact of organizational politics on decision-making effectiveness
• The role of transformational leadership in organizational development
• The effects of work-life balance on employee engagement
• The influence of organizational culture on team dynamics
• The impact of emotional intelligence on employee well-being
• The relationship between job design and team performance
• The role of organizational justice in shaping organizational behavior
• The effects of diversity and inclusion on employee satisfaction
• The importance of communication in building effective teams
• The impact of job insecurity on job performance
• The relationship between leadership style and organizational culture
• The role of feedback in promoting team cohesion
• The effects of job crafting on team dynamics
• The influence of organizational climate on employee morale
• The impact of organizational learning on team innovation
• The relationship between job characteristics and organizational performance
• The role of emotional labor in employee engagement
• The effects of organizational citizenship behavior on employee motivation
• The importance of psychological safety in team effectiveness
• The impact of organizational politics on employee well-being
• The relationship between job satisfaction and team collaboration
• The role of transformational leadership in building trust within teams
• The effects of work-life balance on organizational performance
• The influence of organizational culture on employee retention
• The impact of emotional intelligence on team dynamics
• The relationship between job design and organizational communication
• The role of organizational justice in shaping team effectiveness
• The effects of diversity and inclusion on organizational culture
• The importance of communication in promoting employee satisfaction
• The impact of job insecurity on team performance
• The relationship between leadership style and job satisfaction
• The role of feedback in driving organizational change
• The effects of job crafting on organizational development
• The impact of organizational learning on team collaboration
• The relationship between job characteristics and team performance
• The role of emotional labor in organizational performance
• The effects of organizational citizenship behavior on team dynamics
• The importance of psychological safety in promoting team cohesion
• The impact of organizational politics on team effectiveness
• The relationship between job satisfaction and organizational communication
• The role of transformational leadership in shaping organizational culture
• The effects of work-life balance on employee morale
• The influence of organizational culture on team collaboration
• The impact of emotional intelligence on organizational performance
• The relationship between job design and employee engagement
• The role of organizational justice in promoting team effectiveness
• The effects of diversity and inclusion on team dynamics
• The importance of communication in building trust within organizations
• The impact of job insecurity on employee satisfaction
• The relationship between leadership style and team performance
• The role of feedback in driving team innovation

These organizational behavior essay topic ideas and examples cover a wide range of issues and concepts within the field. Whether you're interested in exploring the impact of leadership on organizational culture or the effects of job insecurity on employee well-being, there's something here for everyone. So, pick a topic that interests you, conduct some research, and start writing your next organizational behavior essay today!

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200 Organizational Behavior Topics

Looking for some top-notch organizational behavior topics? Organizational behavior studies how individuals and groups interact, make decisions, and contribute to the overall dynamics of workplaces. To learn more details, have a look at our organizational behavior research topics and find the best one for your paper or presentation!

🗂️ TOP 7 Organizational Behavior Topics

🏆 best organizational behavior essay topics, 👍 catchy organizational behavior research topics, 🎓 interesting organizational behavior topics, 🖥️ organizational behavior topics for presentation, 🌶️ organizational behavior topics for research paper, 💡 simple organizational behavior topics, 📌 easy organizational behavior topics for presentation, ❓ more organizational behavior topics ideas.

• Apple Organizational Behavior, Structure, & Culture
• Organizational Behavior in the “Up in the Air” Film
• Organizational Behavior Terminology and Concepts
• Budgeting Impact on Organizational Behavior
• Change Management and Management of Organizational Behavior
• Organizational Behavior in a Criminal Justice Agency
• Organization Behavior, Its History and Theories
• Social Sciences and Organizational Behavior The contribution of psychology and sociology to the individual and group level of analysis of organizational behavior as applied science.
• Apple Inc.’s Organizational Behavior Management Apple Inc. requires a self-directed work team in order to continue holding the top position as the worlds’ largest producer of electronics.
• Organizational Behavior on Lack of Motivation The managers should identify the manifestations of lack of motivation, because this behavior threatens to reduce work productivity to improve the working environment.
• Organizational and Consumer’s Buying Behavior This topic tries to discuss the differences between the consumers and organizations buying behavior as well as similarities. It’s important that the differences are fully understood.
• Organizational Behavior. Emotion and Personality The articles under analysis discuss the question of emotional intelligence and its impact on leadership skills and strategies.
• Organizational Behavior in the Nursing Settings The purpose of this paper is to analyze the leadership approach designed to manage the issues associated with organizational behavior in the nursing setting.
• Management Structure and Organizational Behaviour The organizational structure affects how people and groups behave in an organization. It endows with a framework that shapes the attitudes, behaviors, and performance of the employees.
• The Concept of Organizational Behavior The concept of organizational behavior has been studied for several decades as theorists try to establish the link between individual behaviors and the performance of corporations.
• Enron Scandal: Financial Fraud and Organizational Behavior This paper identifies the problems in the organizational behavior (OB) at Enron, locates the connection between the financial fraud and the flaws in the company’s OB standards.
• Organizational Behavior. Leadership and Self-Assessment The internal character of a leader can be measured through testing, and this can pave way for self-development.
• Kirloskar India Limited: Organizational Behaviour Organizational behaviour refers to the study of how people interact within an organization. In this case, the chosen company is situated in India and is known as Kirloskar India Limited.
• Organizational Behaviour Analysis and Evaluation Organisational behaviour study is a discipline that is gaining more and more important because organisations are becoming larger and more complex now than ever before.
• Organizational Behavior Business: HR Dilemma HR’s Daily Dilemma: Between Management and Staff. HR should operate on equal footing with both management and employees.
• Informal Group’s Effect on Organizational Behavior The processes of socialization and regular association among group members assist informal group members to wed and develop among themselves.
• Leadership in Organizational Behavior Organizational Behavior (OB) is basically the study of how individuals and people groups act in a given organization.
• Chrysler Company’s Organizational Behavior Changing an organization’s culture has never been an easy task since it entails behavior transformation. In this paper, the organizational culture of Chrysler will be analyzed in various aspects.
• Organizational Behavior in “Willy Wonka and the Chocolate Factory” Movie The analysis and interpretation of the “Willy Wonka and the Chocolate Factory” movie are likely to provide essential insights into the core of organizational behavior (OB).
• A Positive Organizational Behavior in Organization Any organization should strive to have a positive organizational behavior not only to avoid conflicts but to also enhance harmony among its stakeholders.
• Conflict Resolution Strategies and Organizational Behavior The phenomenon of organizational conflict and its impact on the performance of organizations has generated increasing attention from organizational scholars.
• The Link Between Organizational Behavior and Change Management This article analyzes the difficulties faced by International Power Global Developments and provides recommendations for overcoming them.
• Organizational Behavior Management in Health Care The anxieties of the health care occupation have triggered doctors to agree to take risk and view faults as inevitable and essential particularities of their job.
• Organizational Behavior Practical Application Field Organizational behavior is a science that studies the behavior of people in organizations aiming to use this knowledge to improve the efficiency of a person’s labor activity.
• Organizational Behavior and Leadership – Donna Dubinsky and Apple Computer
• Good Business Plan About Organizational Behavior Action Plan
• How Organizational Behavior Will Make Me an Effective Manager
• The Organizational Behavior and the Loyalty of the Workers
• Safeway Incorporated and Organizational Behavior
• Social Environment and Decisions, Factors in Organizational Behavior of a Business School in Mexico
• Organizational Behavior and Barriers to Effective Communication Assignment
• Organizational Behavior and Its Importance in Managing a Business Organization
• The Realities and Challenges of Organizational Behavior
• What Are Effectiveness and Efficiency, and How Are They Related to Organizational Behavior
• Technology and Workplace Stress for Organizational Behavior Course
• Sleep and Organizational Behavior: Implications for Workplace Productivity and Safety
• Zappos Leadership and Organizational Behavior
• Organizational Behavior and Leadership of the 21st Century
• Why Should Every Manager Study the Discipline of Organizational Behavior?
• How Globalization Has Changed Organizational Behavior
• The Organizational Behavior Influences the Ethical Behavior
• Global Leadership and Organizational Behavior Effectiveness Project
• The Challenges and Problems Addressed by Organizational Behavior
• Interpersonal Communication Enhances Organizational Behavior and Increase
• Unethical Pro Organizational Behavior Is Accounting Fraud
• Organizational Behavior Motivation of Employees The issue of motivating employees is an extremely crucial undertaking of the management in an organization as it is vital towards achieving high performance.
• The Role of Human Resource Management in an Organization Management is the activity of administering an organization. It includes the formulation of the strategy for an organization.
• An Introduction to Organizational Behavior: Chapter Summary Bauer and Erdogan provided a number of descriptions of concepts that play an important role in defining a high-performance workplace where the needs of a worker can be considered.
• “A Few Good Man” by Rob Reiner: Organizational Behavior Regarding the film “A Few Good Man” by Rob Reiner, the following three deserve special attention: autocratic, support, and collegial model.
• Relations Between Organizational Structures and Behavior Researching organizational behavior helps employers obtain an insight into covert patterns of their employees’ performance at work.
• Organizational Behavior: Principles, Models and Theories Organizational behavior analysis is very important in explaining how people interact and relate within a given social setting.
• Organizational Behavior Practices: Positive Change To facilitate growth, every organization has to undergo the process of change at some point. Changes could be aimed to accommodate the employees to a different working format.
• Managing Organizational Behavior: Group Decision-Making Group decision-making can improve the quality of decisions, provide a variety of perspectives, and assist in developing the skills of the members.
• Global Leadership and Organizational Behavior The article’s main theme relates the significance of global teams and how they play their part in this global business environment.
• Organizational Behavior in the Workplace Organizational behavior impacts the functioning of all organizations. It suggests several effective approaches to attain improved decision-making.
• Organizational Behavior Aspects and Leadership Style For an effective business, leaders should ensure they have orchestrated teams that are focused and responsive to the needs of an organization.
• Organizational Behavior in the “Troy” Film The study examines theories of motivation and leadership and their implementation in the film “Troy” because the plot of the picture is based on the war between two large armies.
• Organizational Behavior Trends and Decision-Making Decision making in modern organizations should be based on moral and ethical principles followed by employees and management staff.
• Organizational Behavior. Job Design Around Groups Job design aims to satisfy the requirements of the organization for productivity, operational deficiency and quality of product or service, and the need of the individual interest.
• Organizational Behavior and Human Resource Management Customer relationship management is a concept that, when applied properly, creates value for all stakeholders, including both suppliers and customers.
• The Pseudo-Wire Company: Organizational Behavior With the empirical evidence of The Pseudo-Wire Company (PWC), this paper would analyze the organizational culture of the company and argue where it is supportive to the goals of the Company and where not.
• Organizational Behavior and Criminal Organizations Many criminal justice agencies are trying to reinvent themselves so as to improve efficiency and effectiveness. Doing so often requires that the organizational culture change.
• AAR Corporation’s Organizational Environment & Behavior This paper will study the AAR Company’s organizational environment to analyze the issues that the firm is currently experiencing and define the course of further improvements.
• Organizational Behavior: Issues of Personnel Management Human resources management is one role of managers; it is concerned with people at work and their relationship with their employer.
• Employee Motivation and Organizational Behavior The paper discusses the influence of employee motivation and relevant appraisal techniques on organizational behavior. It implies using a qualitative design.
• Organizational Behavior Theories Organizational behavior knowledge is of utmost importance in the workplace since it provides an understanding of why people behave in a particular way.
• Organizational Behavior and Culture for Employees Culture directly affects the climate of an organization, as both factors are part of the interaction of employees in the workspace.
• Organizational Citizenship Behavior at Work Organizational citizenship behavior defines workers’ voluntary and optional practices that encourage effectiveness.
• The Impact of Organizational Culture on Employee Performance.
• Effective Leadership Styles in Modern Organizations.
• Motivating Factors in the Workplace: Beyond Monetary Incentives.
• Emotional Intelligence and its Role in Organizational Behavior.
• Diversity and Inclusion: Enhancing Team Dynamics.
• Conflict Management Strategies in Multicultural Teams.
• Communication Skills for Effective Organizational Collaboration.
• The Psychology of Employee Engagement and Job Satisfaction.
• The Role of Ethics in Shaping Organizational Behavior.
• Adapting to Change: Navigating Organizational Transitions.
• Power and Influence in Organizational Hierarchies.
• Team Building: Strategies for Cohesive and Productive Teams.
• Work-Life Balance and its Impact on Employee Well-Being.
• Organizational Citizenship Behavior: Going Beyond Job Roles.
• The Science of Decision-Making in Organizational Settings.
• Emotional Labor and its Implications for Employee Burnout.
• Managing Stress in High-Pressure Work Environments.
• Organizational Justice: Fairness and Equity in the Workplace.
• Organizational Learning: Continuous Improvement and Innovation.
• Cross-Cultural Communication Challenges in Global Organizations.
• Organizational Behavior and the Digital Transformation Era.
• Gender Dynamics and Women in Leadership Roles.
• Authentic Leadership: Building Trust and Credibility.
• Psychological Contracts and Employee Commitment.
• Employee Empowerment and Autonomy in Decision-Making.
• Organizational Politics: Navigating Power Struggles.
• Technology’s Influence on Remote Work and Virtual Teams.
• Employee Resilience and Adaptability in Uncertain Times.
• Employee Turnover: Causes, Costs, and Strategies for Retention.
• The Psychology of Organizational Creativity and Innovation.
• Role of Communication in Organizational Behavior The most important factor in organizational behavior is communication. Many successes and failures can be attributed to communication.
• The Aspects of Organizational Behavior The paper discusses the aspects of organizational behavior. It studies how people behave and interact with others in a working environment.
• Organizational Behavior: Definition and Structure For any employee, manager, entrepreneur, and administrator working in the field of business, understanding organizational behavior is essential.
• Global Financial Crisis: Organizational Behaviour and Analysis Reports on the global financial crisis seem to associate psychopathic leadership with the financial losses experienced by firms during the world economic crunch.
• Organizational Behavior Theories The paper discusses organizational behavior theories, such as McGregor’s Theory X and Y, and the original purpose of the Hawthorne Studies.
• Company’s Organizational Behavior in COVID-19 Outbreak Today successfully managing a company is as challenging as ever during a COVID-19 outbreak with no clear perspective.
• Organizational Justice Effect on Organizational Citizenship Behavior Observance of organizational justice is necessary to protect the labor rights, interests and health of employees, which is primarily the key to the prosperity of the organization itself.
• Organizational Behavior Analysis: Japanese Soccer School Kurt Lewin’s theory of change is a framework most often used to describe and plan organizational change due to its relative simplicity, intuitive nature, and ease of use.
• International Power Company’s Organizational Behavior and Change Management The culture at International Power is very strong; they believe in constant changes and keeping up with the international standards.
• Organizational Behavior and Motivation in Hurricane Response This article examines methods that could be used to manage the aftermath of the Katrina disaster by some theorists in the field of creating mechanisms to regulate human behavior.
• Palm Inc.’s Organizational Behavior Diagnostics In this study, a model for diagnosing organizational behavior is presented. This model provides how Palm Inc. has been doing in terms of its performance.
• Organizational Behaviour Overview: National Iranian Oil Company The organization should have general objectives set to be attained by everyone and the Management should carefully manage them so as to be productive.
• Leadership and Organizational Behavior: U.S. and India In this paper, we will discuss the communication differences between U.S. and India, analyze the cultural and workforce differences, and would devise a strategy to deal with HRM issues.
• John Mackey: Organizational Behavior Mackey is highly intelligent emotionally and that is why he is successful in his position. Mackey best presents a democratic leadership model.
• Organizational Behavior and Motivation Scheme of an Employee The subject of the present study is the way organizational behavior is influenced by the issue of payment and what role payment plays in the whole motivation scheme of an employee.
• Organization Behavior Within a Criminal Justice Setting Workers’ behavior, performance and attitude otherwise organization behavior highly determines the efficiency and the effectiveness of an organization.
• Organizational Behavior: Term Definition This paper discusses the ethical issues in an organization, the individual influences that impact ethical behaviors, and how organizations can influence ethical behavior in employees.
• Leadership and its Role in the Organizational Behavior The role of the leadership on the workplace is impossible to overvalue, as the whole organizational process is influenced by the leader’s attitude
• Pursuing Criminal Justice Through Effective Organizational Behavior Organization Behavior should be emphasized within criminal justice organizations because it is linked to how cultures are created.
• New Castle Hotels’ Leadership and Organizational Behavior This assignment gives information about the subject of organizational behavior, high employee turnover, and discusses the cause of high attrition faced by New Castle Hotels.
• Antecedents of Organizational Citizenship Behavior Article Review In the present paper, the contents and the main sections of the selected study will be discussed, and the implications of its findings will be identified.
• Organizational Behavior: Managing Employees The existing approach to management presupposes that a specialist responsible for the growth should be ready to evaluate all essentials and introduce appropriate strategies to success.
• Organizational Behavior Business Write-Up Plan A pay-for-performance plan allows employees to increase their remuneration that depends on their performance, thus providing motivation and enhancing a company’s profits.
• Organizational Culture and Behavior This paper discusses the process of adopting assimilation strategies and describes developing an organizational culture in an organization.
• Organizational Behavior on the Pacific Rim Focus The paper discusses the impact that an organization’s structure has on its performance, power distribution and the general operation of issues.
• Leadership and Organizational Behavior This paper assumes this connection to be true, tries to develop two viable structures for a given organization. The organization we intend to study is Procter and Gamble (P&G).
• Organizational Behavior and Human Resources Management
• Internal and External Forces That Impact Organizational Behavior
• International Human Resource Management and Organizational Behavior
• The Role and Future of Globe Global Leadership and Organizational Behavior
• Human Resource Management and Efforts to Create or Promote Positive Organizational Behavior
• How Internal and External Forces Affect Organizational Behavior
• Organizational Behavior Analysis for McDonald’s
• Organizational Behavior and Communication in the Walt Disney Company
• The Organizational Behavior Problem at a Public Elementary School
• Organizational Behavior and Contemporary Strategy Analysis
• Health and the Focal Organizational Behavior
• Factors That Influence and Shape Organizational Behavior
• Organizational Behavior and Its Value Add to Business
• Vicarious Learning: The Influence of Modeling on Organizational Behavior
• Healthcare Organizational Behavior and Design
• How Does Opportunistic Behavior Influence Firm Size? An Evolutionary Approach to Organizational Behavior
• Harvard Business School Chooses Sapient as an Example of Excellence in Leadership and Organizational Behavior
• Workers Morale and Organizational Behavior Management
• Xerox: Leadership and Organizational Behavior in Action
• Organizational Behavior and Its Effect on the Employees
• Key Concepts and Terms of Organizational Behavior
• Concepts and Terms Used in the Study of Organizational Behavior
• Organizational Behavior and Criminal Justice Agencies Assignment
• Organizational Behavior and Customer Satisfaction
• Organizational Behavior Across Cultures
• Leadership and Organizational Behavior Allstate Insurance Company
• Understanding Organizational Behavior and the Workplace
• Internal and External Challenges to Organizational Behavior Creative Writing
• Organizational Behavior and Human Decision Processes
• Teamwork, Stress and Organizational Behavior
• Information Technology and Modelisation of Organizational Behavior
• Organizational Behavior and Its Impact on Human Behavior
• The Organizational Behavior and Structuring on Hickling
• Customer Satisfaction and Organizational Behavior
• Effective Management and Organizational Behavior
• Organizational Behavior and Its Effect on Work Performance
• Employee Motivation and Organizational Behavior
• Organizational Behavior and Group Dynamics
• Roadhouse Film, Management, and Organizational Behavior
• Coolburst Organizational Behavior Analysis
• The Connection Between Organizational Behavior and Facility Management
• Organizational Behavior and Globalization
• The Work Culture and Methods of Organizational Behavior
• General Electric and How They Espouse Organizational Behavior Concepts
• Organizational Behavior and Ethics: An Evaluation of Microsoft
• Leaders and Leadership: Understanding and Managing Organizational Behavior
• What Are the Principles of Organizational Behavior?
• What Is the Difference Between Organizational Psychology and Organizational Behavior?
• Why Are There Few Absolutes in Organizational Behavior?
• What Are the Emerging Issues in Organizational Behaviour?
• Why Is Organizational Behavior a Multidisciplinary Subject?
• What Is the Perception Process in Organizational Behavior?
• Is Organizational Behavior a Key to an Organization’s Success?
• What Are Effectiveness and Efficiency, and How Are They Related to Organizational Behavior?
• What Are the Differences and Similarities Between Management and Organizational Behavior?
• How Does Narcissism Affect Organizational Behavior?
• What Is a Managerial Perspective on Organizational Behavior?
• What Are the Foundational Texts in the Organizational Behavior Field?
• What Are the Core Topics of Organizational Behavior?
• What Is the Role of Ethics in Organizational Behavior?
• How Is Organizational Behavior Related to Finance?
• What Is the Relationship Between Organizational Behavior and Hrm?
• How Is Emotional Labor Important to Organizational Behavior?
• How Does Organizational Structure Affects Organizational Behavior?
• Can Organizational Behavior Explain the Export Intention of Firms?
• What Is Servant Leadership Theory in Organizational Behavior?
• Why the Subject Organizational Behavior Might Be Criticized as Being Only Common Sense?
• How Internal and External Forces Affect Organizational Behavior?
• How Organizational Behavior Impacts Health Care?
• What Is the Terminology and Concepts of Organizational Behavior?

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These essay examples and topics on Organizational Behavior were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 21, 2024 .

Essay on Organizational Behavior

Organizational behavior is the study of how individuals act within groups and how these behaviors impact the organization. Organizational behavior improves business operations such as job performance, increased innovation, high job satisfaction, and encouraging leadership. Organizational performance is considerably related to the employees’ attitudes. Understanding the various aspects of organizational behavior makes it easy for employers to access the feelings, attitudes, and motivation towards their job (Osland et al.,2015). The study introduces people to the concepts and theories about human behavior, which helps replace held notions. Organizational behavior is both a challenge and opportunity to employers due to the study’s focus on reducing absenteeism, increased job satisfaction, and productivity (Osland et al.,2015). The study also guides managers in providing better working conditions, ethical practice, and maximum respect in the workplace.

Every employee is unique, depending on the knowledge and experience they have about the job. Organizational behavior helps leaders to comprehend the motivational tools needed to help their employees reach their full potential (Osland et al.,2015). Leaders must evaluate the organizational structure that acts in the best interests of their employees. For example, recent years have seen corporations such as Google adopt flatter structures that allow employees to operate independently, thus encouraging them to exchange knowledge and acquire more control in decision making.

Performance and Office Characteristics

Behaviors affect employee’s performance. Multiple research pieces provide that employees with positive attitudes are creative and have low-stress levels at work—however, behaviors such as rudeness and gossip lower performance, productivity, and job satisfaction (Pinder, 2014). Organizations with many employees with negative attitudes have conflicts due to miscommunications that reduce overall working morale. The organization and setting of working offices can be a source of good or poor organizational behavior. An open office increases employee’s calmness with crowded offices, causing anxiety and exposure to diseases, breathing problems, among other issues. However, it is unwise to over-densify office spaces because small stations of work make collaboration difficult (Pinder, 2014). Employees take pride in working in successful companies with excellent organizational cultures and have many growth opportunities. A manager’s ability to recognize ways to improve workplace behaviors helps resolve pre-existing problems between workers and promote a healthy working environment.

Organizational behavior does not rely on analysis and conclusions made out of emotions and gut feeling but rather a manager’s ability to collect information concerning an issue in a methodical manner under controlled conditions (Mahek, 2019). The study involves using information and interpreting the findings to analyze the behavior of groups or individuals as desired. Companies exist to fulfill the needs of communities, and for them to survive in today’s competitive world, they must be growth-oriented. Respect for quality, high productivity, and zero errors in these companies ensure their growth merged with great focus on the teams and individuals that run the companies.

Characteristics of Organizational Behavior and Real-Life Application

The study involves rational rather than emotional thinking about individuals. The main aim of organizational behavior lies in explaining, predicting, and understanding human behavior in companies. The study is goal and action-oriented. Also, the study seeks to provide a balance in the technical and human values in the workplace (Mahek, 2019). Organizational behavior achieves productivity by maintaining and constructing worker’s growth, satisfaction, and dignity rather than sacrificing these values. Organizational behavior is an art and science since the study of human behavior leans heavily on science. For instance, modern studies of organizational behavior are critical, experimental, and interpretive, which makes it a revealing science in the search for meaning and knowledge (Mahek, 2019). The study also mixes behavioral sciences such as sociology and psychology, among others. The study has evolved with modern organizational behavior utilizing people’s culture and current events to gain facts and use available paradigms.

Organizational behavior is an important study in real life because it helps one understand their behavior and others (Mahek, 2019). For example, students can use organizational behavior to promote teamwork in school, improve communication, and ultimately promoting a peaceful learning environment. Organizational behavior has helped me understand my views of ethics both in school and in the community. I have always had a problem adapting to new environments and interacting with new people because of my inability to learn behaviors, making it hectic to make friends and express myself while in such places. Having learned about organizational behavior, its characteristics, and the remarkable results the study has on communication, productivity, and attitudes, I now know that I would have handled the situations differently. After the course, new environments and people are no longer a problem since I can effectively utilize the various organizational behavior theories to approach people while understanding their views on some issues, attitudes, and behaviors.

Leadership in Organizational Behavior

In today’s world of business, influential leaders are essential for binding the authority around them. Leadership has countless pitfalls that leaders must learn to avoid since leaders’ mistakes have grave consequences on the societies they lead, businesses, and administrations. Big companies need leadership that harmonizes thousands of people’s energies into a mutual goal, with startup enterprises requiring inspirational leaders that share similar values with their employees (Boekhorst, 2015). Therefore, leadership is a social influence process that aims to increase other people’s efforts in search of a common goal. Different kinds of leadership have different results ranging from effective to chaotic ones. Leaders must assess their personality, strengths, and weaknesses before becoming leaders. A leader in the workplace must connect with the employees and ultimately engage with them to gain their support, cooperation, and respect.

Characteristics and Abilities of Effective Leaders

Emotional Intelligence

Emotional intelligence refers to an individual’s ability to identify their emotions and understand what they are communicating to them. Emotional intelligence also involves a person’s perception of those around you, which creates harmony and respect (Boekhorst, 2015). A leader that does not understand how they feel cannot manage their relationship with others since it is hard for them to relate to their feelings. Emotional intelligence in a leader comprises self-knowledge (awareness), motivation, social skill, empathy, and self-regulation. Each of these facets determines how well a leader gets rounded, thus enabling him/her to excel in the business world.

Self-Awareness

Self-awareness is one of the most important qualities of a leader and trumps all. Every leader, manager, and entrepreneur purposing to make it in business must possess this quality. A leader who has self-awareness knows what motivates them and their decision-making process. When a leader understands their motivation, they can channel the same to the employees to acquire high productivity and harmony (Rao, 2020). Research provides that the energy a leader channels to his/her employees reflects who they are, meaning that a leader who instigates strength to his/her followers Is a strong person who knows their strengths and weaknesses. A self-aware leader is alert to their inner signals, which helps them recognize their feelings and their effects on their job performance. The moral compass helps in decision making, thus deducing the most practical course of action (Rao, 2020). A self-aware leader can see the bigger picture and is genuine about it, giving them the vision to lead and the ability to distinguish between their strengths and weaknesses.

Self-Regulation

Self-regulation refers to the ability to manage one’s emotions in an unrestrained environment. Self-regulation helps leaders to escape the bondage of one’s impulses. Leaders who possess this quality lean toward thoughtfulness and reflection, accepted change and indecision, honesty, and the ability to fight instincts. Self-regulation helps leaders to maintain a positive outlook on life (Rao, 2020). A leader must be able to cool themselves down when upset and cheer themselves up when down. A self-regulated leader is flexible and adapts to various styles or work with their employees and take charge of all situations no matter how challenging. The quality allows one to be an independent actor without needing other people to pull them out of greasy situations or provide the path towards their goals.

A leader cannot be an effective one if they cannot motivate other people. In the workplace, leaders must set goals to ensure a change in their companies and encourage them to follow the same direction (Rao, 2020). Employees mostly do what they have been instructed to do, and without a motivational leader, most would get lost. Successful leaders can motivate people even if it is one of the hardest things to do since people motivate themselves. The secret to being a leader that motivates his/her employees lies in valuing these people than oneself.

Empathy is the strength to relate with and comprehend the needs and views of other people. Empathic leaders can recognize other people’s feelings even when they are not obvious. Empathy sharpens a person’s communication skills in that it guides them on not saying the wrong things when another person is suffering on the inside (Rao, 2020). An empathic leader builds a feeling of importance and belonging to their employees by showing them that their leader cares and is not a heartless detached robot.

Social Skill

The quality refers to a person’s ability to tune into other people’s emotions and comprehend what they think about certain things. This ability helps a leader with team playing, collaboration, and negotiation skills. Active listening and excellent communication skills are important to this quality. Lack of social skills in a leader may result in companies’ collapse due to lack of representation from a coherent external environment (Rao, 2020). The modern world involves leaders assuming that they need to tweet more and send thousands of emails to have social skills, but one needs to be comfortable connecting with other people in person and on social channels.

Leadership Theories

Leadership theories are thoughts that explain why and how certain individuals become leaders. The theories focus on the leader’s characteristics in each school of thought. The theories are:

Great Man Theory

The theory vies leadership as an individual’s heroic act. The theory provides that something special exists about an individual’s combination of abilities and personality traits that sets them up as great leaders, thus distinguishing them from others (Amanchukwu et al., 2015). The theory clings to the fact that leaders are born and not made. Companies tend to focus on persons that possess the ability to inspire others toward a common zeal.

Behavioral Theory

The behavioral theory focuses on the way leaders behave in the workplace. For instance, do leaders just provide rules and expect other people to follow them without question, or do they involve others in the decision-making process (Amanchukwu et al., 2015)? The theory believes leaders can be made from their behaviors and not born as the Great Man Theory holds. Depending on a leader’s behavior, they can become autocratic, democratic, or Laissez-faire leaders.

Situational Theory

The theory focuses on the situational variables without terming one person’s leadership style as better than the others (Amanchukwu et al., 2015). The theory states that different situations call for different leadership styles and the maturity level of the followers.

Transformational Theory

The theory focuses on the relationship between leaders and their followers, emphasizing charismatic and inspirational leaders. The theory focuses on leaders who aim to change their follower’s performance on various tasks (Amanchukwu et al., 2015). Leaders in this theory get motivated by their ability to show their followers that specific tasks are vital and should be highly involved in performing them.

Trait Theory

The theory assumes that leaders are born possessing certain leadership traits, which makes them more suitable for leadership roles than others who lack the natural characteristics (Amanchukwu et al., 2015). The theory upholds the qualities of responsibility, intelligence, accountability, and creativity that make them prosper in leadership.

In conclusion, organizational behavior is a study that focuses on the effect of individual and group behavior in the workplace. The science helps leaders access their employees’ attitudes, feelings, and motivation switches and guide them on their next steps. Through organizational behavior, companies can develop ways to reduce conflicts, improve productivity, build teamwork and create conducive working environments in the workplace. Leadership is a vital concept of organizational behavior and aims at defining the roles, traits, and theories of leadership suitable for different organizational structures and cultures.

Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories, principles and styles and their relevance to educational management.  Management ,  5 (1), 6-14.

Boekhorst, J. A. (2015). The role of authentic leadership in fostering workplace inclusion: A social information processing perspective.  Human Resource Management ,  54 (2), 241-264.

Mahek, S. (2019, September 28).  Organisational behaviour: Meaning, scope, nature, models & importance . Economics Discussion.  https://www.economicsdiscussion.net/management/organisational-behaviour/31869

Osland, J., Devine, K., & Turner, M. (2015). Organizational behavior.  Wiley Encyclopedia of Management , 1-5.

Pinder, C. C. (2014).  Work motivation in organizational behavior . psychology press.

Rao, S. (2020, March 23).  The mini-guide to effective leadership in the workplace . A Blog About Payroll, Small Business and More | Wagepoint.  https://blog.wagepoint.com/all-content/the-mini-guide-to-effective-leadership-in-the-workplace

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Management and Organizational Behavior Essay

Introduction.

Management of any organization commences with good planning leading to adoption and articulation of workable processes which ultimately lead to achievement of the set objectives. Organizational behaviour could be defined as the study and use of information associated with peoples behaviours at workplaces. Normally it focuses on certain features which include; individual, group, structure, technology and environment features (Hackman and Oldham, 1975).

Main features of Organizational behaviour

Organization is made up of individual employees forming the core of its functioning processes. Employees normally focus on excellent working for the purposes of satisfying specific needs, egos as well as gaining experience (Davis, 1967). The various needs surrounding each employee’s, physical, psychological or social are normally fulfilled or rather satisfied by involving his/her own traits and experiences.

Several factors such psycho-social and economic also determine people’s behaviour at workplaces. Efficiency and effectiveness of individuals within work places could be improved through the application of above mentioned factors (Newstrom and Davis, 1993).

The second feature is the group behaviour which culminates from individual behaviours. Overall performance of a group is normally found to be more effective compared to individual performances.

Groups can always be converted to productive teams whenever provided with appropriate instruments and leadership. Groups are known to have the ability to synergise and synthesize vast information as opposed to energy and mentality of an individual.

Structural relations within organizations play big roles in modifying employees’ behaviours at work place. Out of the structural relationships several domains and norms are created which includes formalised policies, procedures, organizational culture, responsibilities as well as hierarchical authority.

Organizations normally operate on both formal and informal structures which all contribute towards effectiveness and efficiencies of the organization. At the same time organizational goals are set based on principled structures which ultimately determine the structural behaviour of individuals and groups within the work place (Knoster et al, 2000, 93-128).

Then there is technology, which ensures that better work is produced since it provides base for application of necessary technical skills incorporating specialized knowledge. Technical skills ensure individual satisfaction at work places since it helps in developing and reinforcing human and conceptual skills. Environment as a feature has got ways of influencing people’s behaviour at work.

This is connected to stipulated beliefs from religious, family and social background. Government policies, economic conditions as well as numerous external factors have the capability of strongly influencing individual behaviour at work place (Yukl and Van Fleet, 1992).

Challenges and opportunities that leadership and motivation has towards organization management

The nature of leadership always determines the level of job satisfaction amongst employees hence act as one of the motivating factors. Leaders have responsibility of leading their team of workers towards levels of immense confidence through wisdom and experience. Actual leadership is concerned with granting guidance and necessary direction while potential leadership emanates from experience or rather could be referred to as in-born.

The process of creating change amongst followers at times becomes very competitive, this is since the leader is required to draw followers amongst fraction of other leaders at various capacities. Leadership is however revealed through demonstrated skill and character and also many organizations identifies and promotes leadership potential amongst young generation in preparation for future succession.

Generic approach can always be used to evaluate the quality approach of leadership. In situations where leadership is obtained through blood relations an individual does not necessarily need qualities of leadership to become a leader. But it is possible for he/she to arise to the position of influence through stature, good example is the ruling system in monarchy governments such as the United Arab Emirates, The United Kingdom and The Kingdom of Saudi Arabia. The rule of power as head of state is passed down through lineage from one generation to another.

Some leadership qualities are believed to be inborn a good example of a leader who manifested the trait theory is Fidel Castro, who was born in a fairly middle class family. He grew up in an upscale society but soon became aware of the disparity between the rich and the poor. This impelled him to work zealously with the poor within the society in mind.

Castro demonstrated some important leadership traits from early childhood such as determination and a great level of self-confidence. He had an enormous drive, developed an imposing posture, and displayed resilience character whenever his missions failed.

History records that he never gave up and always tried until he succeeded in all his pursuits, he was always capable of creating and implementing different strategies ensuring achievement in every sphere of life. The political approach he used in overthrowing the then Batista regime was empathetic approach towards the downtrodden and soon made him an icon in his country (Koch, C. 2006).

Chief Executive Officers from various organizations normally achieve less performance levels in the cases where they are subjected under the authority of powerful board of directors. Organization principles based on effective leadership enables successful execution of organization’s goals.

This ensures elimination of obvious confusions and conflicts within the organization. New leadership within environments where external influences are strong, tend to raise performance levels since there is fear of authority and also reinforcement of human relations.

Leadership plays a big role in determining levels of efficiency within organizations as well as the level of trust and reliability. The efficiency could be determined by the level of control over the organization’s finances which to a broader sense entails costs incurred on production processes in comparison to other subjects within the same industry.

Leadership also determines the extent to which available resources are put into use with minimal waste possible and in consideration of environmental hazards. Quality leadership leads to appropriate innovative change which ultimately determines the level of preparedness of the organization towards volatility and uncertainties caused by external forces (Osborne, 2010, pp 369-370).

The influence provided by external forces like being under control of powerful board of directors’ limits the level of performance expected from leaders especially Chief Executive Officers. This is because the board of directors always have powers to take control of organization activities at any given time.

Such actions have the capability of distorting to the smooth flow of organization prevailing culture; this presents potential restraint towards potential changes which could have otherwise been created since there is sense of disrespect to organizations power flow at junior levels. Such action normally creates intense bureaucracy within organizations leading to abrasion between CEOs and junior employees.

Employees react by showing much resistance since they feel threatened in terms of status, dignity and integrity. External influences on leadership further incorporate products and services demanded within the market place, it is normally reinforced by market forces within the industry (Hughes and Curphy, 1996).

Discrete nature of a leader could be of big influence in the process of effecting required changes within structure and operations of the company. Such qualities encourages implementation of appropriate measures necessary to counter any form of crisis whether from within or without. Leaders possessing such kind of quality always have easy time in merging policies and process actions for better adaptation to harsh seasons and environments (Kirkpatrick and Locke, 1991).

Good example is in periods of economic recession or downturn. Leadership actions in such times especially based on organization’s strategies might help in solving conflicts hence reducing the number of potential factors which could lead the organization towards incurring losses.

The nature of influence exerted by the leader, either in terms of integrity determines the kind of responses from employees towards forces of change as well as stability within organization circles. The kind of leadership skills portrayed by company CEOs usually determines the extent to which an organization survives both smooth and hard times (Osborne, 2010, pp 353-383).

Executive leadership has got the capability of influencing organization’s strategies. They determine what is applicable and that which is not, based on their evaluation of different industry norms and domains of operation. This ensures maintenance of high level of effectiveness as well as granting good relations between the organization and other similar competitors within the same industry of operation.

Good leaders mould their employees within teams capable of transacting important organization issues even in their absence. Capable teams usually comprises of people with diverse technical abilities and skills which should always be utilized.

An organization with such kind of leadership enables easy transition and continuity. It is always necessary for a leader to consider diverse opinion and interests from executive teams since this would help in making informed decisions and also eliminate dictatorship. This also helps during implementation process since there is trust positive perception from the junior employees (Mann, 1959).

Complex processes are easily run as well as reaching higher targets once organization leadership recognize and appreciates diverse skills present amongst their employees. Work load is often reduced in such like circumstances since most of the responsibilities are shared (Osborne, 2010, pp 366-368).

Organization leadership is often faced with the challenge on issues concerning power struggle amongst individuals based on differed opinion and policies. However, there are departments set within the organizations dealing with such like issues.

Theories surrounding leadership such as strategic contingency theory explains the idea on natural selection, whereby the highly qualified with good academic credential are always endowed with the responsibility of making crucial decisions within organizations (Zaccaro and Kenny, 1991).

Various leadership skills are all valued since they ensure good behaviours hence smooth running of organizational activities. The kind of behaviour prevalent within workplace determines the level of productivity and capability of implementing various kinds of change. Performance determinants are largely influenced by organizational goals and prevailing environment.

The ability of a leader to negotiate, communicates, influence, and persuade others towards performance is absolutely indispensable within the market place. The most effective leaders in every area are those who can quite competently organize the cooperation and assistance of other people toward the accomplishment of important goals and objectives.

Reference List

Davis, K. 1967. Human relations at work: The dynamics of organizational behaviour . (9th Ed). New York: McGraw-Hill

Hackman, J. R. & Oldham, G. R. 1975. Development of the Job Diagnostic Survey. Journal of Applied Psychology , (60), pp. 159-70.

Hughes, R. L. & Curphy, G. J.1996. Leadership . Boston: Irwin McGraw Hill.

Kirkpatrick, S. A. & Locke, E. A. 1991. Leadership: Do traits matter? Academy of Management Executive , (5), pp. 48–60.

Knoster, T., Villa, R., & Thousand, J. 2000. A framework for thinking about systems

Change. In R. Villa & J. Thousand (Eds.), Restructuring for caring and effective education: Piecing the puzzle together (pp. 93-128). Baltimore: Paul H. Brookes Publishing Co.

Koch, C. 2006. The New Science of Change. CIO Magazine , (9), pp. 54-56

Newstrom, J. W. & Davis, K. 1993. Organizational Behavior: Human Behavior at Work. New York: McGraw-Hill.

Mann, R. D.1959. A review of the relationships between personality and Performance in small groups. Psychological Bulletin , (56), pp. 241–270.

Osborne, S. R. 2010. Strategic Leadership by Executives. Leadership theory Journal , (1), pp 353-381

Stogdill, R. M.1974. Handbook of Leadership . New York: Free Press.

Yukl, G. & Van Fleet, D. D.1992. Theory and research on leadership in Organizations. Handbook of industrial and organizational psychology , (3), pp. 147–197

Zaccaro, J., & Kenny, D. A. 1991. Self Monitoring and Trait based Variance in leadership: An investigation of leader flexibility across multiple group situations. Journal of Applied Psychology , (76), pp. 308–315.

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Chapter Review Questions

• Compare and contrast power, authority, and leadership.
• Identify five bases of power, and provide an example of each. Which base (or bases) of power do you feel would be most commonly found in organizations?
• Discuss the concept of power dependencies. What is the relationship between power dependencies and bases of power?
• What is counterpower? Provide an example of counterpower from your own experience.
• Why is it important to understand political behavior in organizations?
• Define politics. How does politics differ from power?
• Compare and contrast the resource dependence model of power and politics with the strategic contingency model.
• Identify several specific power tactics in organizations, and provide an example of each.
• Why is it important that the exercise of power and politics be handled in an ethical fashion? What might happen if employees felt that managers were using power in an unethical fashion?

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Organizational Behavior Essay Questions and Answers

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According to the Leadership Self-Assessment Questionnaire, what kind of leader are you? Do you agree or disagree with your assessment? Why?

When I took the Leadership Self-Assessment Questionnaire, I scored 79 points. A score of fifty or higher signifies that I have desire to become a leader and a perceived ability to perform the tasks required of a leader. I think I agree with this to a certain degree, but I’m not sure it’s true one hundred percent of the time. The part about having a desire to be a leader is the part I am unsure of. I don’t like to be the center of attention, so being a leader that everyone looks to for direction doesn’t really sound like something I would desire. I desire to be a teacher, and maybe that’s a leader in a way?

Watch Stanley McChrystal’s video where he discusses his thoughts on the relationship of listening and leading. How important do you believe listening is to be an effective leader? Why?

This TED Talk was extremely powerful. Hearing about his experiences in combat and how he led an entire team of people who weren’t even physically near him is utterly amazing. I believe that listening is highly important to be an effective leader. Communication is one of the biggest factors between a leader and their people. Not only does the team need to listen to the leader, but the leader needs to listen to their team as well. Both are equally important. The leader must listen for many reasons. He needs to listen to what is going on in the situation so that he knows how to best direct his team. He also needs to listen to his team to know what they need to be able to do the job he’s asking of them.

Take the 60-question assessment to learn more about your own personality. What are your reactions to the results of this assessment?

https://www.truity.com/personality-test/13683/test-results/7989292 I added a link to my test results above. I think these results reflect my personality perfectly. High scorers in Openness tend to be creative, adventurous, and intellectual. They enjoy playing with ideas and discovering novel experiences. High scorers in Conscientiousness are organized and determined and can forego immediate gratification for the sake of long-term achievement. My low score in Extraversion indicates that I’m a bit of an introvert. Introverts tend to be more content with simple, quiet lives, and rarely seek attention from others. I received an extremely high score in Agreeableness, which shows that I experience a great deal of empathy and tend to get pleasure out of serving and taking care of others. Those high in this category are usually trusting and forgiving. I also got a higher end score in Neuroticism. This describes a person’s tendency to experience negative emotions, including fear, sadness, anxiety, guilt, and shame. While everyone experiences these emotions from time to time, some people are more prone to them than others.

After watching the TED Talk by Yves Morieux, what is your take on the impact of workplace rules on getting things done?

I agree partially to what Mr. Morieux said in his TED Talk about rules in the workplace. He believes that too many rules keep you from getting things done. I agree with the “too many” part. I have previously been at a workplace with too many rules. It was difficult and frustrating, and yes, it kept me from getting my work done quickly and efficiently. I couldn’t complete a task quickly because the rules forced me to go through every step, even the ones unnecessary to the given situation. If you didn’t have to follow so many rules, it would save you time that you could use to accomplish other tasks.

How does national culture affect what happens when an organizational culture is transported to another country?

Every culture has unique ways of solving problems, setting priorities, expectations of quality ” service, value for money, work ethics and so forth. The sum of these qualities when introduced into a foreign company inevitably effects processes, work conditions, product offerings, customer interactions etc. Business laws effect labor conditions, business taxation, income tax, working hours, accounting practices, marketing approaches and personnel management. Due to cultural mismatch, this may lead to “cultural shock” which may have adverse effect in the initial stage. However, through adoption of change management process, it may lead to “cultural assimilation” which require wholehearted support and from all concerned.

Have you worked in an organization that has experienced downsizing?

If so, how did the downsizing affect organizational structures and employees? Share a few examples. I just experienced downsizing in the workplace about a month ago. My school district hired a new superintendent this past year, who came in and shook up everything. And I mean EVERYTHING. Almost a third of our district’s employees were given RIF (Reduction In Force) letters, including both myself and my mom, who is a kindergarten teacher. The RIF letters were given across the board. Teachers, paraprofessionals, janitors, cafeteria workers, bus drivers, department specialists, coordinators, coaches, everyone; even those holding high-up positions in the Superintendent’s Office weren’t safe. Those who remained may have gotten contracts, but by no means were they “safe” either. The Superintendent relocated three-quarters of the employees remaining and brought in some brand-new people to replace those he gave RIF letters to because he “couldn’t afford to pay them.” One math specialist received a demotion and cut in pay and was sent back to the classroom. A principal was reassigned and replaced with a person new to the district, even though a teacher had been working on getting that principal position for 8 years. One teacher, who had been teaching kindergarten for 19 years, was moved out and sent to fourth grade just because a new girl who had been in the district for two years wanted to move to kindergarten, and to top it off, she isn’t even certified for it. These examples do not even scratch the surface of the craziness that has ensued lately. The amount of chaos this has caused is immeasurable. And to say that the employees are upset would be an understatement. Chaos is sky high and morale is rock bottom low.

Thinking about If the World Were 100 People what surprised you the most?

I am not sure I can say what surprised me the most about this video, because quite a bit of this information surprised me. I am ashamed to say that I had never truly considered some of these statistics. After watching this video, I am feeling extremely fortunate and grateful to live in a country where I have access to these things and the ability to attain them. One of the things I was most surprised about was the part where it shows daily payment rates. I am amazed that one person, the equivalent to one percent of the worlds people, earns and controls over half of the world’s money, while fifteen percent of the world’s people are making less than $2 per day. Another thing I was shocked by was the statistic of college attendees. Only seven percent of the world attend college. While I knew that number would be small, I never imagined just how small that number would be.

After watching “TV 2 | All That We Share”, what were your immediate reactions?

Wow. I have goosebumps. That video was so incredibly moving. I felt a multitude of emotions during and after watching this video. First, I felt ashamed, because I know that I myself am guilty of putting people in boxes. Everywhere you look, at schools, at workplaces, everyone forms cliques. Little circles of people who think they share qualities with only those people. We group ourselves by our personalities, our professions, our body types, our religions, etc. The athletic group thinks they can’t possibly have anything in common with the artists. The chefs think they are nothing like the lawyers. But in this video, it shows we have much more in common than we think. It was very eye-opening. It shows that all sorts of people from all sorts of cultures and backgrounds are not actually as different as it seems.

In “How diversity makes teams more innovative”, Rocío Lorenzo discusses why she thinks that diversity can help drive innovation. What are some of these ways?

Would they work if implemented in your workplace? Why or why not? Rocío Lorenzo makes the case for diversity being not just a tick-box exercise but a catalyst for achieving commercial success. In this TED Talk, she reveals insights from her study into diversity within 171 companies. She discusses how treating diversity as a competitive advantage can help your company produce more creative ideas. When a workplace is diverse, they will have a large talent pool to work from. This means the organization will be more likely to have the creators and innovators that will drive growth in the business and take it forward.

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