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Scenario: How can understanding organizational behavior make a…
Scenario:
How can understanding organizational behavior make a difference within an organization? Is it necessary for employees to know the principles within organizations, and what might be the results if they do or do not have that understanding? As a student in organizational behavior, you now have the answer to those questions.
Part 2: Connect with Your Classmates’ Posts
I have to reply to 3 of my classmates’ posts separately.
In your responses to classmates, share additional insights you have gained the importance of various elements of organizational behavior after reading their posts.
Post 1
My three main takeaways have been positive leadership, effective team building, and the importance of communication. One person with the proper authority can make or break an organization; positive “leadership has been found to contribute significantly to follower performance, job satisfaction, and extra effort expended” (Ackerman, 2023). The proper leader can reinforce positive behavior and generate like-minded leaders to ensure a healthy work environment and the company’s longevity. Every great leader needs a team to lead, but building that team before leading. Usually, a leader doesn’t get to select whom they work with or whom they supervise; nevertheless, they can still make the team they are assigned. There are a few critical considerations to consider when building said, team. First, remember that every member has valuable ideas and contributions. Secondly, “delegate problem-solving, allow the team to work together through challenges” (Steps to Building an effective team, n.d.). Finally, establish clear goals and objectives for your team to work together; when these are instilled into a team, an effective team will become the result. The final takeaway that brings effective teams and leadership together is strong communication when used correctly, “helps foster an open and good rapport between leaders and their teams, which increases productivity and efficiency” (Jaiswal, 2022). I can immediately apply these learned principles to my current organization at both an individual and group level to strengthen the overall team cohesiveness within my unit.
Post 2
Organizational Behavior is an often-overlooked part of business that is crucial to the success of teams and organizations. This course shined light on elements of workplace environments I hadn’t considered before. For example, the changing workplace environment in changing times is important to keep tabs on, as progress is always being made. Computing technology is increasing exponentially, and it can be a challenge for companies to keep up. (Black & Bright, 2019, s. 1.2) Attitudes are another point to consider, as different approaches, such as dispositional and situational, bring different perspectives on how attitudes function and how to handle them. (Black & Bright, 2019, s. 3.4) Finally, understanding motivations of employees in the workplace can be crucial to improving their performance. If you understand how and why people work, you can reward them properly and encourage that behavior. This in turn helps increase the employee’s commitment to the organization. (Black & Bright, 2019, s. 8.4)
My current workplace has a problem with high turnover rates. If I apply what I have learned regarding reward systems and motivation, I could one day lower that turnover rate of my organization and keep my best employees. Attitudes are also relevant here, as motivations can fluctuate and we are only human. We will feel one way one day, and another the next. Understanding what to do if someone is suffering depression or anxiety on the job will help immensely. Today, the workplace is becoming more diverse, with women taking up 47% of the workforce, and racial minorities increasing their percentages in this field as well. (Black & Bright, 2019 s.5.2) Another trend facing the workplace is that organizations will no longer be judged only on their financial performance, but rather the contributions to society at large. (Black & Bright, 2019, s. 15.6)
I hope these points are enough to convince you of the importance of Organizational Behavior.
Post 3
The greatest takeaways from organizational behavior are organizational culture, stages of team building, and understanding motivation. Organizational culture refers to the assumptions, values, and beliefs that the organization has established for the employees to illustrate behavior (Organizational Behavior, n.d.). The culture of an organization establishes the working atmosphere for the employees of the organization. When organizations understand the beliefs and values of the employees and align the organization’s culture based on these factors then culture alignment can occur. Meaning employees connect to the organization’s purpose and strive to achieve the same goals (Rose, 2021). Additionally, understanding the four stages of team building, which are forming, norming, storming, and performing can lead to the development of high-performance teams (Black & Bright, 2019). These four stages build the foundation for newly established teams to better understand the dynamics of the group. Through this understanding, teams develop boundaries and norms that will potentially alleviate the possibility of group conflict and achieve the team’s overall goals. Moreover, understanding the motivation of the employees and the effects on performance. Managers understand the internal and external forces that energize, direct, and sustain the employee’s behavior (Black & Bright, 2019). Through this understanding, managers can better gauge factors that can lead to the employee’s commitment to the organization’s purpose. In my organization, all three takeaways can be immediately incorporated to effect changes and a better understanding of the employee and manager relationship. Understanding motivation can improve the cultural alignment of the organization and improve the group dynamics through the four stages of team building.
Two working trends that can affect the future workplace are hybrid flexibility and competing leader and employee expectations. Hybrid flexibility for employees introduces incentives such as control over the work schedule, paid leave, and stability in the work schedule (Baker, 2021). The incentives can improve the motivation and commitment of the employee. Additionally, leader and employee expectations must utilize strategy within the hybrid working environment that provides a sense of purpose, flexibility, and career opportunities (Baker, 2021). Managers will have to continue to find innovative ways to motivate employees and establish the organization’s culture.
