how to write an essay on organizational behavior

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.

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Introduction to Organizational Behavior

First Online: 02 August 2023

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Josiah Kwia 4

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Organizational behavior (OB) takes a systematic approach to understand how individuals and groups behave in organizations as well as the relationship between people and organizations. This chapter examines organizational behavior from the viewpoints of professionals and researchers. First, a case is presented describing individuals’ behavior in difficult circumstances, and then a brief definition of organizational behavior follows. Next, we will analyze how organizational behavior differs from human resources. Then we will proceed to OB during the pandemic. We will also review why we study OB: from Taylor’s Principles of Scientific Management to Mayo and Roethlisberger’s Human Relations Theory (Hawthorne Effect), to understand the history of organizational behavior. The following is a synopsis of all the topics that will be discussed in the book. Last, we look at organizational behavior research. This section provides an explanation of why and how we conduct OB research, as well as breaks down various study designs and measurement issues.

Organization behavior
Organizational behavior under the pandemic
Organizational behavior history
Organizational behavior research
Organizational behavior research designs
Measurement

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Abbreviations

Captain Chengquan

Human Resources

Human Relations Theory

National Football Association

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Organizational Behavior

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Kwia, J. (2023). Introduction to Organizational Behavior. In: Hou, N., Tan, J.A., Valdez Paez, G. (eds) Organizational Behavior. Springer, Cham. https://doi.org/10.1007/978-3-031-31356-1_1

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1.2 Understanding Organizational Behavior

Learning objectives.

Learn about the layout of this book.
Understand what organizational behavior is.
Understand why organizational behavior matters.
Learn about OB Toolboxes in this book.

About This Book

The people make the place.

Benjamin Schneider, Fellow of the Academy of Management

This book is all about people, especially people at work. As evidenced in the opening case, we will share many examples of people making their workplaces work. People can make work an exciting, fun, and productive place to be, or they can make it a routine, boring, and ineffective place where everyone dreads to go. Steve Jobs, cofounder, chairman, and CEO of Apple Inc. attributes the innovations at Apple, which include the iPod, MacBook, and iPhone, to people, noting, “Innovation has nothing to do with how many R&D dollars you have.…It’s not about money. It’s about the people you have, how you’re led, and how much you get it” (Kirkpatrick, 1998). This became a sore point with investors in early 2009 when Jobs took a medical leave of absence. Many wonder if Apple will be as successful without him at the helm, and Apple stock plunged upon worries about his health (Parloff, 2008).

Steve Jobs is known for developing innovative products by hiring the right people for the job and fostering a culture of hard work and creativity.

Wikimedia Commons – CC BY 3.0.

Mary Kay Ash, founder of Mary Kay Inc., a billion-dollar cosmetics company, makes a similar point, saying, “People are definitely a company’s greatest asset. It doesn’t make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” [1]

Just like people, organizations come in many shapes and sizes. We understand that the career path you will take may include a variety of different organizations. In addition, we know that each student reading this book has a unique set of personal and work-related experiences, capabilities, and career goals. On average, a person working in the United States will change jobs 10 times in 20 years (U.S. Bureau of Labor Statistics, 2005). In order to succeed in this type of career situation, individuals need to be armed with the tools necessary to be lifelong learners. So, this book will not be about giving you all the answers to every situation you may encounter when you start your first job or as you continue up the career ladder. Instead, this book will give you the vocabulary, framework, and critical thinking skills necessary for you to diagnose situations, ask tough questions, evaluate the answers you receive, and act in an effective and ethical manner regardless of situational characteristics.

Throughout this book, when we refer to organizations, we will include examples that may apply to diverse organizations such as publicly held, for-profit organizations like Google and American Airlines, privately owned businesses such as S. C. Johnson & Son Inc. (makers of Windex glass cleaner) and Mars Inc. (makers of Snickers and M&Ms), and not-for-profit organizations such as the Sierra Club or Mercy Corps, and nongovernmental organizations (NGOs) such as Doctors Without Borders and the International Red Cross. We will also refer to both small and large corporations. You will see examples from Fortune 500 organizations such as Intel Corporation or Home Depot Inc., as well as small start-up organizations. Keep in mind that some of the small organizations of today may become large organizations in the future. For example, in 1998, eBay Inc. had only 29 employees and $47.4 million in income, but by 2008 they had grown to 11,000 employees and over $7 billion in revenue (Gibson, 2008). Regardless of the size or type of organization you may work for, people are the common denominator of how work is accomplished within organizations.

Together, we will examine people at work both as individuals and within work groups and how they impact and are impacted by the organizations where they work. Before we can understand these three levels of organizational behavior, we need to agree on a definition of organizational behavior.

What Is Organizational Behavior?

Organizational behavior (OB) is defined as the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. As you will see throughout this book, definitions are important. They are important because they tell us what something is as well as what it is not. For example, we will not be addressing childhood development in this course—that concept is often covered in psychology—but we might draw on research about twins raised apart to understand whether job attitudes are affected by genetics.

OB draws from other disciplines to create a unique field. As you read this book, you will most likely recognize OB’s roots in other disciplines. For example, when we review topics such as personality and motivation, we will again review studies from the field of psychology. The topic of team processes relies heavily on the field of sociology. In the chapter relating to decision making, you will come across the influence of economics. When we study power and influence in organizations, we borrow heavily from political sciences. Even medical science contributes to the field of organizational behavior, particularly to the study of stress and its effects on individuals.

OB spans topics related from the individual to the organization.

Those who study organizational behavior—which now includes you—are interested in several outcomes such as work attitudes (e.g., job satisfaction and organizational commitment) as well as job performance (e.g., customer service and counterproductive work behaviors). A distinction is made in OB regarding which level of the organization is being studied at any given time. There are three key levels of analysis in OB. They are examining the individual, the group, and the organization. For example, if I want to understand my boss’s personality, I would be examining the individual level of analysis. If we want to know about how my manager’s personality affects my team, I am examining things at the team level. But, if I want to understand how my organization’s culture affects my boss’s behavior, I would be interested in the organizational level of analysis.

Why Organizational Behavior Matters

OB matters at three critical levels. It matters because it is all about things you care about. OB can help you become a more engaged organizational member. Getting along with others, getting a great job, lowering your stress level, making more effective decisions, and working effectively within a team…these are all great things, and OB addresses them!

It matters because employers care about OB. A recent survey by the National Association of Colleges and Employers (NACE) asked employers which skills are the most important for them when evaluating job candidates, and OB topics topped the list (NACE 2007 Job Outlook Survey, 2008).

The following were the top five personal qualities/skills:

Communication skills (verbal and written)
Honesty/integrity
Interpersonal skills (relates well to others)
Motivation/initiative
Strong work ethic

These are all things we will cover in OB.

Finally, it matters because organizations care about OB. The best companies in the world understand that the people make the place. How do we know this? Well, we know that organizations that value their employees are more profitable than those that do not (Huselid, 1995; Pfeffer, 1998; Pfeffer & Veiga, 1999; Welbourne & Andrews, 1996). Research shows that successful organizations have a number of things in common, such as providing employment security, engaging in selective hiring, utilizing self-managed teams, being decentralized, paying well, training employees, reducing status differences, and sharing information (Pfeffer & Veiga, 1999). For example, every Whole Foods store has an open compensation policy in which salaries (including bonuses) are listed for all employees. There is also a salary cap that limits the maximum cash compensation paid to anyone in the organization, such as a CEO, in a given year to 19 times the companywide annual average salary of all full-time employees. What this means is that if the average employee makes $30,000 per year, the highest potential pay for their CEO would be $570,000, which is a lot of money but pales in comparison to salaries such as Steve Jobs of Apple at $14.6 million or the highest paid CEO in 2007, Larry Ellison of Oracle, at $192.9 million (Elmer-DeWitt, 2008). Research shows that organizations that are considered healthier and more effective have strong OB characteristics throughout them such as role clarity, information sharing, and performance feedback. Unfortunately, research shows that most organizations are unhealthy, with 50% of respondents saying that their organizations do not engage in effective OB practices (Aguirre et al., 2005).

In the rest of this chapter, we will build on how you can use this book by adding tools to your OB Toolbox in each section of the book as well as assessing your own learning style. In addition, it is important to understand the research methods used to define OB, so we will also review those. Finally, you will see what challenges and opportunities businesses are facing and how OB can help overcome these challenges.

Adding to Your OB Toolbox

Your ob toolbox.

OB Toolboxes appear throughout this book. They indicate a tool that you can try out today to help you develop your OB skills.

Throughout the book, you will see many OB Toolbox features. Our goal in writing this book is to create something useful for you to use now and as you progress through your career. Sometimes we will focus on tools you can use today. Other times we will focus on things you may want to think about that may help you later. As you progress, you may discover some OB tools that are particularly relevant to you while others are not as appropriate at the moment. That’s great—keep those that have value to you. You can always go back and pick up tools later on if they don’t seem applicable right now.

The important thing to keep in mind is that the more tools and skills you have, the higher the quality of your interactions with others will be and the more valuable you will become to organizations that compete for top talent (Michaels, Handfield-Jones, & Axelrod, 2001). It is not surprising that, on average, the greater the level of education you have, the more money you will make. In 2006, those who had a college degree made 62% more money than those who had a high school degree (U.S. Bureau of Labor Statistics). Organizations value and pay for skills as the next figure shows.

Education and training have financial payoffs as illustrated by these unemployment and earnings for workers 25 and older.

Source: U.S. Bureau of Labor Statistics, http://www.bls.gov .

Tom Peters is a management expert who talks about the concept of individuals thinking of themselves as a brand to be managed. Further, he recommends that individuals manage themselves like free agents (Peters, 1997; Peters, 2004). The following OB Toolbox includes several ideas for being effective in keeping up your skill set.

Your OB Toolbox: Skill Survival Kit

Keep your skills fresh . Consider revolutionizing your portfolio of skills at least every 6 years.
Master something . Competence in many skills is important, but excelling at something will set you apart.
Embrace ambiguity . Many people fear the unknown. They like things to be predictable. Unfortunately, the only certainty in life is that things will change. Instead of running from this truth, embrace the situation as a great opportunity.
Network . The term has been overused to the point of sounding like a cliché, but networking works. This doesn’t mean that having 200 connections on MySpace, LinkedIn, or Facebook makes you more effective than someone who has 50, but it does mean that getting to know people is a good thing in ways you can’t even imagine now.
Appreciate new technology . This doesn’t mean you should get and use every new gadget that comes out on the market, but it does mean you need to keep up on what the new technologies are and how they may affect you and the business you are in.

Source: Adapted from ideas in Peters, T. (2007). Brand you survival kit. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/83/playbook.html .

A key step in building your OB skills and filling your toolbox is to learn the language of OB. Once you understand a concept, you are better able to recognize it. Once you recognize these concepts in real-world events and understand that you have choices in how you will react, you can better manage yourself and others. An effective tool you can start today is journaling , which helps you chart your progress as you learn new skills. For more on this, see the OB Toolbox below.

OB Toolbox: Journaling as a Developmental Tool

What exactly is journaling ? Journaling refers to the process of writing out thoughts and emotions on a regular basis.
Why is journaling a good idea ? Journaling is an effective way to record how you are feeling from day to day. It can be a more objective way to view trends in your thoughts and emotions so you are not simply relying on your memory of past events, which can be inaccurate. Simply getting your thoughts and ideas down has been shown to have health benefits as well such as lowering the writer’s blood pressure, heart rate, and decreasing stress levels.
How do I get started ? The first step is to get a journal or create a computer file where you can add new entries on a regular basis. Set a goal for how many minutes per day you want to write and stick to it. Experts say at least 10 minutes a day is needed to see benefits, with 20 minutes being ideal. The quality of what you write is also important. Write your thoughts down clearly and specifically while also conveying your emotions in your writing. After you have been writing for at least a week, go back and examine what you have written. Do you see patterns in your interactions with others? Do you see things you like and things you’d like to change about yourself? If so, great! These are the things you can work on and reflect on. Over time, you will also be able to track changes in yourself, which can be motivating as well.

Sources: Created based on ideas and information in Bromley, K. (1993). Journaling: Engagements in reading, writing, and thinking . New York: Scholastic; Caruso, D., & Salovey, P. (2004). The emotionally intelligent manager: How to develop and use the four key emotional skills of leadership . San Francisco: Jossey-Bass; Scott, E. (2008). The benefits of journaling for stress management. Retrieved January 27, 2008, from About.com: http://stress.about.com/od/generaltechniques/p/profilejournal.htm .

Isn’t OB Just Common Sense?

As teachers we have heard this question many times. The answer, as you might have guessed, is no—OB is not just common sense . As we noted earlier, OB is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. Systematic is an important word in this definition. It is easy to think we understand something if it makes sense, but research on decision making shows that this can easily lead to faulty conclusions because our memories fail us. We tend to notice certain things and ignore others, and the specific manner in which information is framed can affect the choices we make. Therefore, it is important to rule out alternative explanations one by one rather than to assume we know about human behavior just because we are humans! Go ahead and take the following quiz and see how many of the 10 questions you get right. If you miss a few, you will see that OB isn’t just common sense. If you get them all right, you are way ahead of the game!

Putting Common Sense to the Test

Please answer the following 10 questions by noting whether you believe the sentence is true or false .

Brainstorming in a group is more effective than brainstorming alone. _____
The first 5 minutes of a negotiation are just a warm-up to the actual negotiation and don’t matter much. _____
The best way to help someone reach their goals is to tell them to do their best. _____
If you pay someone to do a task they routinely enjoy, they’ll do it even more often in the future. _____
Pay is a major determinant of how hard someone will work. _____
If a person fails the first time, they try harder the next time. _____
People perform better if goals are easier. _____
Most people within organizations make effective decisions. _____
Positive people are more likely to withdraw from their jobs when they are dissatisfied. _____
Teams with one smart person outperform teams in which everyone is average in intelligence. ______

You may check your answers with your instructor.

Key Takeaway

This book is about people at work. Organizations come in many shapes and sizes. Organizational behavior is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. OB matters for your career, and successful companies tend to employ effective OB practices. The OB Toolboxes throughout this book are useful in increasing your OB skills now and in the future.

Which type of organizations did you have the most experience with? How did that affect your understanding of the issues in this chapter?
Which skills do you think are the most important ones for being an effective employee?
What are the three key levels of analysis for OB?
Have you ever used journaling before? If so, were your experiences positive? Do you think you will use journaling as a tool in the future?
How do you plan on using the OB Toolboxes in this book? Creating a plan now can help to make you more effective throughout the term.

Aguirre, D. M., Howell, L. W., Kletter, D. B., & Neilson, G. L. (2005). A global check-up: Diagnosing the health of today’s organizations (online report). Retrieved July 25, 2008, from the Booz & Company Web site: http://www.orgdna.com/downloads/GlobalCheckUp-OrgHealthNov2005.pdf .

Elmer-DeWitt, P. (2008, May 2). Top-paid CEOs: Steve Jobs drops from no. 1 to no. 120. Fortune . Retrieved July 26, 2008, from CNNMoney.com: http://apple20.blogs.fortune.cnn.com/2008/05/02/top-paid-ceos- steve-jobs-drops-from-no-1-to-no-120/ .

Gibson, E. (2008, March). Meg Whitman’s 10th anniversary as CEO of eBay. Fast Company , 25.

Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal , 38 , 635-672.

Kirkpatrick, D. (1998). The second coming of Apple. Fortune , 138 , 90.

Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent . Boston: Harvard Business School Publishing.

NACE 2007 Job Outlook Survey. Retrieved July 26, 2008, from the National Association of Colleges and Employers (NACE) Web site: http://www.naceweb.org/press/quick.htm#qualities .

Parloff, R. (2008, January 22). Why the SEC is probing Steve Jobs. Money . Retrieved January 28, 2009, from http://money.cnn.com/2009/01/22/technology/stevejobs_disclosure.fortune/?postversion=2009012216 .

Peters, T. (1997). The brand called you. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/10/brandyou.html .

Peters, T. (2004). Brand you survival kit. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/83/playbook.html .

Pfeffer, J. (1998). The human equation: Building profits by putting people first . Boston: Harvard Business School Press.

Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. Academy of Management Executive , 13 , 37–48.

U.S. Bureau of Labor Statistics. (2005). Retrieved December 8, 2005, from the U.S. Bureau of Labor Statistics Web site: http://www.bls.gov/nls/nlsfaqs.htm#anch5 .

Welbourne, T., & Andrews, A. (1996). Predicting performance of Initial Public Offering firms: Should HRM be in the equation? Academy of Management Journal , 39 , 910–911.

Retrieved June 4, 2008, from http://www.litera.co.uk/t/NDk1MDA/ . ↵

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Essay: Organizational Behavior

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Introduction: Organizational Behavior is very challenging and interesting concept of modern era of business; it is relevant to the individuals and groups in the organization also it’s important for the managers to understand the behaviors of employees and manage it in a proper way. Diversity in organizations is also related to OB in many different ways. Different people come from different countries bring different traditions and attitudes. The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity. However diversity has two sides negative and positive. What are the Benefits of Diversity Management? , what is the main Characteristics of Diversity? And how it can help or hurt group performance? To know more about our topic in this report I will discuss a lot of interesting points about diversity in organizations. Organizational Behavior: Normally we use a system approach for this purpose. This approach represents the relationship between people, group and even whole organization. The main purpose of this systematic approach is to achieve individual objective, organizational objective and social objective. Briefly Organizational behavior covered a number of different concepts i.e. Human behavior in entity, leadership and team working. (Kondalkar, 2007). According to (P.Robbins, 2005)’the organizational behavior is the study of nature and behavior of the people within organization. It normally focused on the matter of practices and applications.” Main elements of Organizational Behavior: There are three main important elements of organizational behavior: ‘ Values ‘ Vision ‘ Goals These three elements give a turn to the organizational culture. The organizational culture consists of formal, informal and social environment. Organizational culture provides help in order to understand leadership, ways of communication, and group structure within organization. (P.Robbin, 2006).

Benefits of OB: Organization behavior helps in order to become more engaged organizational member, Reduce stress, Effective decision making, Effective work environment, Leadership Qualities, Team working and Work coordination and Improvement in efficiency (P.Robbin, 2006) Challenges and Opportunities of Organizational Behavior: ‘ Organization behavior responds to the requirement of globalization of modern world. ‘ OB can help in order to reduce issue arising due to the diversity. ‘ OB provides support in order to improve productivity and quality of the work. ‘ Assist in the re-build of the organization structure. ‘ Increase the confidence of the workforce. ‘ Empower and encourage people to perform better. ‘ Improve decision making (P.Robbin, 2006). Models of Organizational behavior: The main important models of organizational behavior are as follows: Autocratic: In this model of organizational behavior, the major decision is taken by the top management. This model also leads de-motivation into the employees. Operational management involvement in decision making is very low in this model. Custodial: In this model, top management take opinions of operational management but ultimate decision is made by the strategic management. Supportive: This model of OB leads the participation of the operational employees into the decision making. Operational employee involve into the ultimate decision of the organization. Collegial: According to this model, the management work as a team. The level of motivation in this model is very high. All employees involve in to the final decision. (Cunningham, 1998) Diversity in Organization Diversity is considered as a big challenge in the modern world of business. Diversity is also termed as Workforce Diversity. It acknowledges differences arising due to different gender such as man or woman, different ethnic groups, and racing difference. In the Middle East especially in U.A.E, people come from different countries with different culture, languages, and traditions crate workforce diversity. Briefly, diversity creates a number of opportunities and challenges for the managers and employees within organization. According to (P.Robbins, 2005) ‘Individual characteristics such as race, gender, and ethnicity create work diversity”. ‘ Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status’ (Esty, et al., 1995). Benefits of Diversity Management: We should have diversity in workplace to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. a) Remove Unfair Discrimination: Effective diversity management removes unfair discrimination among employees within organization. b) Remove Sexual Harassment Proper management of diversity provides help in order to reduce sexual harassment. c) Intimidation or Threats Diversity creates intimidation or threat of a specific group within organization. So, proper management of this assists in order to reduce this type of intimidation. d) Exclusion of People: Exclusion of a specific group of people from certain activities is also considered as a big challenge within organization. Proper management of diversity reduces such exclusion. Women in the Workplace Today’s workforce has the highest levels of employment participation ever by women. The number of dual income families and single working mothers has increased. Change in the family structure means that there are fewer men and women in traditional family roles (Zweigenhaft and Domhoff, 1998). Levels of Diversity: There are different levels of diversity, such as: 1. Surface Level Diversity: This level of diversity arises due to the demographic characteristics such as race, religion, disability status, region, and status. 2. Deep Level Diversity: This level of diversity arises due to the values and personality differences. Main Characteristics of Diversity In general, diversity in the workplace is regarded as a positive for companies that can manage it effectively. However, diversity can have also negative effects on the organizations. Bio graphic characteristics: 1. Age: It is an important element of biographic character tics. Normally a group of people believe that performance of the employees decline as their age increase. A second group of people believe that as age increase the people become more productive due to experience. 2. Gender: Different gender is considered as a second important feature of the diversity. A group of individuals believe that man can perform better than woman and vice versa. 3. Race and Ethnicity: Race is main important feature of the diversity. Different group of people do not like to with people of different race. 4. Disability: Physical and mental disabilities are another important feature of the diversity of workforce. Disable individuals feel that they cannot perform better than able individuals. 5. Religion: Mostly, people of difference religions create diversity issues within organizations. 6. Physical Abilities: Physical abilities of different people also considered as an important feature of the workforce diversity.

Diversity in Groups: When you build a workforce with employees from different cultures and countries, you increase the number of communication filters and language barriers that impact internal and external communication processes. Work cultures that are more heterogeneous usually find communication easier because employees do not have to work as hard to overcome language and culture issues. Some larger organizations hire interpreters and diversity trainers to help employees work through communication challenges of diversity. Does diversity help or hurt group performance? The answer is ‘yes’. In some cases, diversity in traits can hurt time performance, whereas in others it can facilitate it. Whereas diversity or homogeneous teams are more effective depend on the characteristic of interest. Group’s individuals with different types of expertise and education are more effective than homogenous groups, also the important way is to emphasize the higher l- level similarities among members, in other word, groups of diverse individual will be much more effective if leaders can show how members have a common interest in the groups success, such that organization leaders determine whether target groups have been underutilized. If groups of employee are not proportionally in top management, managers should look for any hidden barriers to advancement. A to ensure the top- level management represents the diversity of its work-force and client base. According to Stephen P. Robbins. Timothy A. Judge (15th ed.), (2013).organizational Behavior. Strategies for Diversity Management: There are a large number of strategies that can be implementing in order to manage diversity effectively. Some of the main important strategies are followings: ‘ Effective selection process should introduce in order to reduce diversity issues. ‘ Job responsibilities should match to the abilities of the Human resources. ‘ The management should accommodate disable personnel. ‘ The management should make diversity management as an ongoing commitment. ‘ The strategic management should introduce effective climate for diversity management. ‘ The organization should introduce Training and development programs for the employees. ‘ Management should follow legal framework for equal opportunities. ‘ Top management should encourage fair treatment among employees. ‘ A detail program should introduce to guide managers how to deal with diversity. ‘ Diversity must be defined from top to bottom of the organization. ‘ Strategic management should align resources to the diversity. ‘ The management should introduce leadership accountability system into the organization. ‘ The management should utilize diversity scorecard in order to reduce the issues relevant to the diversity.(P.Robbins, 2005). Other Outcomes about Diversity University’s students and diversity In considering what the outcomes of diversity are for individuals, it is helpful to understand what is meant by outcomes. Patricia Gurin (1999) suggests a helpful method for describing diversity-related outcomes. Gurin proposes three major types of outcomes that are influenced by campus diversity. Learning outcomes refer to active learning processes in which students become involved while in college, the engagement and motivation that students exhibit, the learning and refinement of intellectual and academic skills, and the value that students place on these skills after they leave college. Democracy outcomes refer to the ways in which higher education prepares students to become involved as active participants in a society that is becoming increasingly diverse and complex. Gurin (1999) suggests that three major categories-citizenship engagement, racial/cultural engagement, and compatibility of differences-characterize democracy outcomes. Citizenship engagement refers to students’ interest and motivation in influencing society and the political structure, and, to students’ participation in community and volunteer service. Racial/cultural engagement refers to students’ levels of cultural awareness and appreciation and their commitment to participating in activities that help to promote racial understanding. Compatibility of differences refers to an understanding by students that there are common values across racial/ethnic groups, that group conflict can be constructive when it is used appropriately, and that differences do not have to be a divisive force in society. The last category of outcomes discussed by Gurin is related to the ability of students to live and work effectively in a diverse society. Specifically, this refers to the extent to which college has prepared students to be successful in their lives after college and the extent to which the college experience is successful in breaking a pattern of continuing segregation in society. To the categories of outcomes described by Gurin (1999), it is helpful to add two other types of outcomes. The first reflects the ways in which students perceive that diversity has enriched their college experiences. These can be labeled as process outcomes. Measures of student satisfaction, perceptions of campus climate, etc. are examples of outcomes that are included in this category. A final type of outcome reflects the material benefits that students accrue resulting from their attendance at diverse colleges. The most obvious example of material benefits would be higher wages. According to Milem, J. F. (2003) Conclusion: At the end of the report, we have highlighted important topics of the organizational behavior. The study of organizational behavior guides us in order to understand about the nature of individual or group in organizations. Briefly, Organizational behavior covered a number of different concepts i.e. Human behavior in entity, leadership and team working. (Kondalkar, 2007). On the other hand, diversity in organizations is very helpful and important way that can help the society more in many fields, working with employees from different countries can give employee good experience in less time, compared with normal employees from similar culture, no one can deny that diversity can had negative side also, it depend on the personalities of the employees, leaders and managers, for example some people cannot be socialize as well as they can be with people who have similar culture. The strategies of diversity in organizations should match to the abilities of the Human resources, management should accommodate disable employees, follow legal framework for equal opportunities. . I had learned that Supervisors and managers are the targeted audience because they need to recognize the ways in which the workplace is changing, evolving, and diversifying. Diverse work teams possess more information than homogeneous ones and they can bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits by creating safe environment where everyone has the access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. I hope that the information discussed in this report was beneficial.

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Thesis Sentences

Organizational statements in thesis sentences.

Sometimes, an organizational statement will be used in conjunction with a thesis. An organizational statement is a map that tells readers what they should expect to read in an essay. It introduces the two or three main pieces of evidence that the author will use to support the essay’s position. While not required in a thesis, organizational statements can make for stronger thesis statements.

An organizational statement can take the form of a separate sentence or can be attached to a thesis in a single sentence, as seen in the examples below. The organizational elements appear in bold text:

Movies produced in the mid-1950s used obsessive behavior to depict teenage romance as something dangerous that should be avoided. Obsessive behavior was viewed as rebellious, uncontrollable, and harmful , both to the teenagers and to the people who loved them.

Since obsessive behavior was viewed as rebellious, uncontrollable, and dangerous , movies produced in the mid-1950s used it to depict teenage romance as something that should be avoided for the sake of young adults and the people who loved them.

Notice how the 2nd version above strengthens the original thesis, by appearing as part of the same sentence.

Evidence in the body of an essay should be presented in the same order that it appears in an organizational statement. In the example above, it means the essay would have to discuss rebelliousness, an uncontrollable nature, and danger (as they relate to obsessive teenage romance in film) in that order .

In the following video, the second step focuses on “roadmap,” which refers to the organizational statement in a thesis sentence. The video also offers a chance for you to practice creating a thesis with an organizational statement.

The Organizational Statement. Revision and adaptation of the page What are thesis and organizational statements? at https://bacwritingfellows.commons.gc.cuny.edu/for-students/what-are-thesis-and-organizational-statements/. Provided by : Lumen Learning. Located at : https://courses.lumenlearning.com/suny-engcomp1-wmopen/chapter/text-the-organizational-statement/ . Project : English Composition I. License : CC BY-NC-SA: Attribution-NonCommercial-ShareAlike
What are thesis and organizational statements?. Authored by : Angela Francis. Provided by : CUNY Academic Commons. Located at : https://bacwritingfellows.commons.gc.cuny.edu/for-students/what-are-thesis-and-organizational-statements/ . License : CC BY-NC-SA: Attribution-NonCommercial-ShareAlike
image of navigation device on car dashboard. Authored by : Dariusz Sankowski. Provided by : Pixabay. Located at : https://pixabay.com/en/navigation-car-drive-road-gps-1048294/ . License : CC0: No Rights Reserved
video Practice: Thesis Statement. Provided by : Mastering the Fundamentals of College Reading and Writing, Wake Technical Community College. Located at : https://www.youtube.com/watch?v=KmTWSNKpsDU . License : Other . License Terms : YouTube video

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Organizational Behavior

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Organizational Behavior Essay Example

Type of paper: Essay

Topic: Workplace , Organization , Employee , Management , Behavior , Organizational Behavior , Culture , Development

Words: 2475

Published: 2020/09/25

[Organizational Behavior]

Organizational behavior is the manner and the way in which the organizational and organizational employees are stay connected with each other at work place. Robbins & Judge (2012) stated that there are many things that are the part of organizational behavior, like the response of employees and response of customers are also the part of organizational behavior. There are many factors that influence the acts and relations at the work place. The acts like the leadership, organizational culture, and personal objectives, and the role of individuals are also the parts of organizational behavior.

Theories and concept of organizational behavior

Organizational behavior is the fields of management and the managerial studies. This investigates that how to manage the individuals and the groups and the strictures of diversity and employment with in the organizations (Robbins and Judge, 2013).All of these impacts are to manage the resources as well as the growth of the organizations. From all of other resources, human resources are two of the most important and most effective resources and managing the needs of the individuals are the most important because they are they are unpredictable and unique in natures. To manage all the things that organizations needs is the top goal of the employees. In order to understand the human behavior with the organizations, a specific field of knowledge is developed that is called the organization behavior (Brief & Weiss, 2002). The organizational behavior famous on the following needs of the employees of different levels. These are individual, groups and organizations. We can also say that it is the study of people at the workplace. It is also concerned with the understanding and the needs of the employees. There are many other things that are included in organizational behavior. This includes leadership, behavior, power, interpersonal skills, communications, and the process of perceptions within the employees. If we conclude the organizational behavior in simple form there are two part of it. There are many concepts of organizations, but the most simple is that when two or more people are get together, and agree to coordinate with each other to achieve their goals, this means they are working in organization and it is born.

They are the personal attitude of the individuals; it means that when people are coordinating with each other what are the levels of their understanding. It also shows the attribute of the individuals because they are the most value able things

Theories of relevance

The industrial revelations gave rise to some important facts in which one was the division of labor. To measure these theories of relevance there are different ways to manage the things. There are some other facts and theories that are help fill in developing the full labor. The quality of organization relevant is the most important things. Here are some of the theories that are defined ; Scientific Leadership: This is one of the oldest theory and it describe how the jobs could perform more easily and more efficiently

Human relation Approach: This approach gives the ideas about the management and increasing the productivity through research

Decision making approach: It provides the approach on decision making as well as the approaches towards the more scull decision Neo Human Relation: It follows the structure of modern organizations and it also gave rise to many other theories like Maslow, Theory X and Theory Y and Many others. According to theories of organizational behavior organizations can be divided into different forms. There are four different types of organizational culture which are as under:

Clan oriented cultures: Such cultures focus on mentoring, providing guidance, nurturing and doing all the things together .

Adhocracy oriented cultures: They are entrepreneurial and dynamic which focus on taking risks and innovation. Market oriented cultures: They focus on competition, accomplishment and doing the job effectively. Hierarchy oriented cultures: They are controlled and structured with a focus on efficiency and stability . Keeping in view the above cultures we can estimate that the organizational culture being followed in the Northrop Grumman is clan oriented culture. This kind of cultures behaves in stiffer ways as compared to other cultures and employees are having less chances of participation. Organizational behavior plays a vital role in development of the organizations. There are many challenges arising and managers face those challenges. It is also the responsibilities of the managers to act as the wisest persona and have to come up with the issues. Northrop Grumman is an organization which provides the defense protection in the America and aerospace technology globally. The present case study is about the challenges faced by the company regarding its organizational behavior. The two major managerial problem confronted by the company are;

Close monitoring of the employees

Hinings et al., (1999) describes that managers have to maintain the exact values of people. They don’t have to focus one race, because there are employees from the different parts of the world, having the different cultural backgrounds, sexual orientations, and different age. The challenge that manager face is that how to manage this diversity and how to keep the contribution from all the employees. This distribution of organization will save the resources as well as it also participate in organizational growth. Manager must also make sure that he closely monitors this employees but this should not leading to the wasted manpower. The company has put too much strict supervision over its employees that it leads to the shattering of its manpower. The employees are not in close coordination with each other. And thus it is lacking a huge backdrop in case of its manpower. Goic (2013) stated that organizational structure in synergy with its culture ensures high business performance. When culture and structure works in close collaboration with each other they develop the business and its performance. It has its negative side too, sometimes cultures and structures impact the business negatively.

Lacking innovations

Participatory approach is essential in the organizational behavior. This is also related with the close monitoring. Mentoring is an essential part of the organizational behavior but it should not be such that creating harms in the innovation and development. Mayo (2003) states that, Boredom and repetitiveness of tasks led to reduced motivation. Motivation is improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social needs. In the organization Employees cannot fully participate in the development activities due to fear of making mistakes. There is always fear of strict punishment on onset of any mistake and this behavior hinders the participatory approach. Corporate scandals reach in public in very less time. Successful organizations also have to police to face and maintain the ethical behavior with the employees and with the organizations as well. The challenge in ethics that manages face are that how to manage this and convey the organizational ethics to the employees of the organizations. The most important thing in ethics is to control the interest of the employees. Managers have to see that how they can maintain the persona interest of the employees, and how employees have to keep their interest behind the organizational interest. Some time it becomes the integral part to make communications inside and outside more effective. Communication at work place becomes more effective when it is manages according to the needs of the environment. Although technology had bring a change in organizational work now but managing this will becomes the challenge for the organizations. Fredrick Taylor has developed scientific management where he mentioned four principles of management. The key objective of this theory is to improve efficiency of economy and productivity of labour. The four principles include: Leaders use scientific method to study and work and to determine the most efficient way of performing particular tasks rather than using ‘rule of thumb’ or simple habit and common sense. Workers are matched by the leaders to their jobs based on ability and motivation and trained to work at best by the leaders rather than simply assigned to any specific job. Leaders monitor performance of work and instruction though supervision is provided to ensure that the most efficient way to doing task is followed by the workers. Leaders allocate the task between other leaders and workers which makes leaders spend time for planning and training, allowing the worker to perform task efficiently. As suggested by Contingency theory of leadership first proposed by Austrian psychologist Fred Edward Fiedler in his book “A contingency Model of Leadership effectiveness” in 1964. This theory emphasizes on leader’s personality at the same time the situation that the leader goes through. This theory outlined two managerial styles:

Interpersonal relationship

Fiedler measured the style of management with the Least Preferred Co- Worker Scale. The leaders scoring high on this scale are relationship motivated and those scoring low are task motivated (Northhouse. 2007) There is direct relationship between employee participation and organization progress (Jones, 2010). It could be explained from the following examples. The informal culture boosts up the performance of the organization. For example, the culture of PepsiCo is informal, and if both the organizations including PepsiCo and ‘Food Standards Agency’ are analyzed, then one can easily point out that PepsiCo is bigger than the ‘Food Standards Agency’. The reason behind the success of PepsiCo is the easy going culture. Such a culture promotes the relationship among the employees. They enjoy working with each other. This aspect enhances the knowledge and information sharing aspect which leads to the progress of the organization. Employees worked more freely as compared to Northrop Grumman and thus they proved to be more productive and fruitful for the organization. The company should motivate the employees. Motivation is an essential part of employee development. Mayo’s research resulted in laying a foundation for the Human Relations Movement. In his book The Human Problems of an Industrialized Civilization he has included the Hawthorne studies (Mayo, 2003). Mayo suggested that work motivation is promoted by factors like;

Greater communication

Good teamwork Showcasing interest in others Involvement of people in decision making Assuring the wellbeing of people Ensuring that the work is non – repetitive and, and not focused only on making money. It is one of the key and the most important thing with organizational behavior. If the organization maintains their globalizations pace they will be able to maintain their growth. Once the organization will maintain the globalizations, the organizations that are local will become the global stage one day. As this become the challenge that how to maintain the globalization. The global managers maintain the organi9zational culture, also they try to compete the globalizations, and this will becomes the challenge for the organizations.

Solutions for organizational behavior challenges

These are the various ways which make up the basic and foundation of organizations behavior. The very step is based on assessing the discrepancies in the organization, and evaluating the strengths and weaknesses as well. This activity develops the base for the strategic planning. Strategic planning is an extended phase of strategic management process. In the initial stages of this phase, the core values like mission visions and values are developed. If these are already developed, then a GAP analysis is conducted to review the disconformities (Hitt, Ireland, & Hoskisson, 2012). Different strategies are discussed for eliminating the issues, and then a suitable strategy is adopted after the consensus of the management. The next step is the deployment of the strategy selected in the previous phase. The resources are scrutinized, and then the required resources are allocated to the project. After it, the entire plan is communicated in the organization. The most critical and important stage is to implement the strategy in that organization as for it was developed. It is crucial, because it involves the change in the original situation. Often the things turned out to be different in this stage, and it can impact on the entire planning. Moreover, another reason for the importance is that in this stage we can know the importance of formulated strategy. The last phase of strategic management is the measurement and evaluation stage. When the strategy is formulated and implemented in the last step we evaluate that the strategy is working or not. The biggest thing in managing the people are managing the diversity, it becomes the challenge to manage the diversity. Because there are different people in organizations are working from daft part of the world with different background. To manage these diversity are the most import things. A good solutions to this diversity related issue is that never select too many people from same background. While in interviews with new employees always keep these things in mind that you don’t have to give benefits to a same cultures, or same ethnicity. Always minting a good tanning and development session with in the organizations to maintain the growth as well as managing the resources of the organizations diversity. This sometimes becomes the challenge for the organizations to maintain diversity but to meet this challenge is also necessary. It is necessary to maintain the ethical relations among the employees; this is also a challenge because some time these resources are also hard to manage. Ethical responsibility can be with or outside. To cultivate some good ethic, always provide employees with compensations as well as the fair decisions amount work. Always let the employees know about these responsibilities and keep them aware from their role. Trainings can also play their parts. The easiest solution to maintain the pace of globalization with your organizations is to let your employees know. They what they can do, and what they don’t have to do. This is how it becomes the valuable. Globalizations means competing the world, and sometimes it becomes the hardest things to manage. A simple solution to manage globalizations is that never put extra pressure and work burden at you employees. In the light of above discussions we can recommend following ways for Northrop Grumman to effectively mitigate the prevailing challenges in their organizational behavior. Always keep the compensations levels at good scales within the employees. The mangers have to do analysis about the employees who need compensations.

Training and development can play integral role because these will also or day to day activities.

Trainings also increase the understanding of each other among the employees. Leaderships are also plays they vital role, because sometimes they becomes the sources of improvement and act as the motivational factors. Internal communications is also another good things which will increase the sources and productivity within the employees. Put pressure of successful communications. Diversity management is key role, managers have to try that they can get more effective and vital in selecting the right people. Managers have to maintain diversity. Always respect your employees because they are the value makers, and they are also most difficult to manage. The key values to manage are the needs of the employees as well as they demand respects.

Employees should be motivated to be a part of team.

These are the few recommendations they are necessary to maintain the perfect organizational behavior. When Northrop Grumman Corporation makes these this with full concentrations, it means that they are successful in making them as perfect organizations.

Brief, A. P., & Weiss, H. M. (2002). Organizational behavior: Affect in the workplace. Annual review of psychology, 53(1), 279-307. Buchanan, D. A., & Huczynski, A. (2004). Organizational behaviour: an introductory text (p. 28). Harlow: Prentice Hall. Goic., S.(2013). Organizational structure, organizational dynamics and organizational culture. A research from Croatian Enterprises. Hitt, M., Ireland, R. D., & Hoskisson, R. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning. Hinings, C. R., Greenwood, R., & Cooper, D. (1999). The dynamics of change in large accounting firms. Restructuring the professional organization, 131-153. Jones, G. R. (2010). Organizational theory, design, and change. Pearson. Mayo, E. (2003). The human problems of an industrial civilization. New York, NY: Routledge. Robbins, S. P., & Judge, T. A. (2012). Organizational Behavior 15th Edition. Prentice Hall. Robbins, S. P., & Judge, T. A. (2013). Essentials of Organizational Behavior. Pearson Higher Ed. Tseng, M. L. (2010). Implementation and performance evaluation using the fuzzy network balanced scorecard. Computers & Education, 55(1), 188-201.

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Organizational Structure, Behavior, and Communication Essay

Organizational structure is an important determining factor for the success of a business. It allows a company to align its methods with the goals it desires to achieve, producing the most efficient and cost-effective system. By ensuring that the organizational structure of a business aligns with its interests, capabilities of its employees, and the leadership style of its management, the organization can increase its profits and success on the market. The two types of organizational structure – centralized and decentralized, support diametrically opposite business goals, meshing together with specific types of organizational behavior (“What is organizational behavior?,” 2018). Specifically, a centralized organization supports a climate of constant communication, monitoring and responsibility. With an established chain of command and a need to work as a cohesive team, an organization with the centralized structure encourages its employees to answer to their managers, and work in adherence with project plans.

In such an environment, the use of team goals, deadlines, responsibility delegation and all other activity-related tools is encouraged. Through creating a climate of regulation and control in the workplace, it is possible to take advantage of an existing workplace power dynamics. In an disorganized organizational structure, then, workers are expected to be able to work independently and autonomously, cooperating strictly when needed. The interaction between management and actual workers is minimized, and the leadership can only be connected to ongoing projects as much as their feedback system allows.

It is possible to both effectively and ineffectively utilize structure to affect organizational behavior. For example, if a business wants to gather creative concepts for a bigger project from their employees, the use of a centralized system would have stifled their creative approaches. A dicentralized approach would comparatively bring out a sense of control and creativity from employees, allowing them to exercise autonomy in the workplace. On another side of the spectrum, if a business project needs to be delivered on a tight deadline, the coordination of a centralized business may be more beneficial than allowing the workers to do what they want.

In addition to structure, communication plays a vital role in creating a harmonious and effective workplace. By establishing quick channels of communication, the vision of the leader can be transferred to the employees, coordinating the overall process of managing a project. Furthermore, it also facilitates better communication within teams, delivering the final product quicker (“Managing organizational communication,” 2021). In modern business, communication methods such as emails or fax have generally become obsolete, being replaced by instant messaging. The use of various online apps, both casual and professional, allows employees to maintain constant communication.

Managing organizational communication . (2021). SHRM. Web.

What is organizational behavior? (2018). University of Southern Indiana. Web.

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