...Every person has their own personality and behavior patterns. Many of us don’t know everything about ourselves and our behavior tendencies, but we think we do. “Organizational behavior is the study of individuals and their behavior within the context of the organization in a workplace setting” (Lamb-Deans, p. 4). According to the Organizational behavior textbook, we need to begin with an understanding of the individual to grasp organizational behavior (Schermerhorn, 2012, p. 1). A brief self-assessment was created to better understand my personality and how stress is handled in the workplace. Business and personal relationships are all related to people and their behaviors. In order to truly strive in these relationships one must truly understand themselves and their counterparts. Knowing more about yourself and what others know about you are keys to improving relationships. Even though my intuitive ability was low, I display an extraversion personality trait because I am outgoing and very assertive. My decision approach needs improvement but I am strong when it comes to getting my point across. PERSONALITY CHARACTERISTICS AND ASSESSMENT PROFILE Former enlisted military that loves the structure that a chain of command delivers but, also is drawn into the self-paced lifestyle. Would consider myself to be as self sufficient as possible and the very idea of being micromananged is not on the agenda. Strong willed and sometimes very stubborn, some would classify as a mister know...
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...level--but first things first. My initial desire is to go into the field. My choices, whether be radio, television, cable, or multimedia, grow as fast as the technology in this digital age we live in. To be a successful manager— and this is increasing in the telecommunications field—a proper understanding of how peoples’ attitudes and actions shape their behavior within the organization is a necessity. The following paper will highlight core aspects of organizational behavior, how they connect within the context of organizational behavior—touching on key matters—and how the information from the assessments might apply in my development toward a future career. Additionally, the paper will reflect and highlight the results of the Self-Assessment and how they connect with my experiences in daily life. The paper will follow the order of the assessments in relation to the chapters they pertain to. All quotations from Essentials of Organizational Behavior by Stephen P. Robbins, 7th edition, 2003, will be indicated throughout this paper unless otherwise noted. Many themes involve themselves with organizational behavior. In the context of this course, my view of the central issues encompasses several aspects. Diversity, improving quality and productivity, empowering people, decision making, teamwork and communication are just a small sample of these themes. Increasingly, the workplace contains employees from many ethnicities and cultures. Workforce diversity “encompasses...
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...Performance management is the integration of performance appraisal systems with broader human resource systems as a means of aligning employees work behaviors with the organization’s goals. This performance management guidance relates to the management of employee performance (i.e., planning, developing, monitoring, rating, and rewarding employee contributions), rather than performance-based or performance-oriented approaches to managing, measuring, and accounting for agency program performance. While these concepts can and should be linked and integrated, they remain distinct in some respects, particularly with regard to establishing individual accountability and dealing with poor performers. Performance Appraisal: Performance Appraisal is the part of the performance assessment and management process in which an employee’s contribution to the organization during a specified period of time is assessed. Performance feedback lets employees know how well they have performed in comparison with the standards of the organization. Delivering and receiving performance feedback can be an emotionally laden process that dramatically affects employees attitudes toward the organization and themselves. Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: • Planning work and setting expectations...
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...In fact, values are the foundation of a person’s understanding of the attitudes’ and motivation’s of others insomuch that his or her perceptions are influenced by the values he or she has (Robbins and Judge, 2011). Each person within an organization brings his or her own values to the organization, which contains individual interpretations of what is right and wrong implying a preference for certain behaviors and outcomes thereby influencing the attitudes and behaviors of an organization (Robbins and Judge, 2011). As noted by Yukl (2010), “[i]nfluence is the essence of leadership, and powerful leaders can have a substantial impact on the lives of followers and the fate of an organization” (p. 408). The personal values and ethics of the leaders of an organization often drive the values and ethical behavior of that organization (Yukl, 2010). Thus, it is paramount the values of organizational leaders are consistent and in line with the values of their organization (Yukl, 2010). Alignment of Personal and Organizational Values Our team researched and evaluated the organizational values and ethics of Sutter Health. Sutter Health is a not-for-profit network of physician organizations, hospitals and other health care providers (Sutter Health, 2008). Sutter Health focuses on enhancing the well-being of individual in the communities they serve through a not-for-profit commitment to compassion and excellence in health care services (Sutter Health, 2008). The Ethics Awareness Inventory...
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...TEACHING NOTE ORGANIZATIONAL CULTURE AND CHANGE By Romuald Stone, DBA The construct of organizational culture has raised considerable interest of both academics and practitioners in the field of change management. Organizational culture is “derived from the anthropological concept of culture that attempts to explain why people in societies believe and behave as they do.” It has “become a common way of thinking about and describing an organization’s internal world—a way of differentiating one organization’s ‘personality’ from another.” This organizational self-image develops over a period of time with the core elements typically coalescing during the organization’s formative years. In many organizations we find a strong dominant culture that is pervasive not only in the headquarters element but across divisions and geographic regions. However, in large organizations this culture is not uniform but instead is composed of many subcultures. Subcultures may share certain characteristics, norms, and values yet they can be totally different with some functioning collaboratively and others in conflict with each other. Definition Organizational culture is defined as a complex set of shared beliefs, guiding values, behavioral norms, and basic assumptions acquired over time that shape our thinking and behavior; they are part of the social fabric of the organization—its genetic code. As such, culture drives the organization and guides the behavior of everyone in that...
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...MANAGEMENT Md. Musharrof Hossain Head, HRM, ICDDR,B Competencies needed for the Conflict Management The following competencies are required for Managers for better management of conflicts: Knowledge: 01. Understand the laws and regulations that have an impact on conflict management and on organizational functioning in areas related to conflict management. 02. Understand the organizational change process. 03. Understand the design and practice of training in the workplace, including adult learning theory. 04. Understand conflict resolution theory, principles and methods, particularly as they apply to the various conflict resolution mechanisms typically part of conflict management systems. Be aware of current best practices in conflict management. Competencies needed for the Conflict Management Abilities: Ability to manage organizational change. Ability to conduct needs assessment (i.e. to discern the nature of the organizational needs). Ability to design and conduct adult training. Ability to design and conduct evaluation of program implementation. Ability to facilitate groups and build consensus. Ability to design a conflict management system (or to lead the design process). Ability to work collaboratively. Ability to assess the decision-making centers in an organization and to gain the support and cooperation of the key decision makers. Ability to mediate, or to use a mediative process within groups. Ability to design and implement...
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...foundation that can lead to improved productivity, employee retention, and improved employee relations. This paper will show the leadership style of my former manager and how his leadership influenced job performance, organizational commitment, trust, and decision-making. The goal is to better understand how his transformational leadership style helped improve my leadership and build on the policies and procedures within the organization. In addition, I will include information pertaining to my own leadership assessment as it pertains to do you have what it takes to be a leader? Introduction This analysis will show how Kurt Griebel played an important role in the development of my managerial skills such as, knowledge, decision-making, and behavior. Organizational behavior depends on leaders, like Kurt Griebel, to manage others to achieve the company's goals and objectives. The definition of leadership is defined “as the use of power and influence to direct the activities of followers toward goal achievement” (Colquitt, Lepine, & Wesson, 2011, p. 485). An important aspect of Kurt’s leadership style was he used different decision-making processes to achieve the company’s goals and objectives. He was known in the Target Corporation as an effective leader who focused on the situation, and made a decision viewed by many as transparent and fair. This paper will show what made Kurt an exemplary leader by analyzing these key factors: 1. Organizational power 2. Contingency...
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...establish specific skills, abilities and knowledge to an employee. For an organization, training and development are important as well as organizational growth, because the organizational growth and profit are also dependent on the training. But the training is not a core of organizational development. It is a function of the organizational development. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated within the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another, even the group in the same class. The reason for that can be mentioned as difference of attitudes and skills from one person to another. Even the situation is that, after good training program, all different type skilled one group of employees can get in to similar capacity, similar skilled group. That is an advantage of the trainings. In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. It has been known by many names in the field HRM, such as employee development, human resources development, learning and development...
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...Q1. Understanding human behavior is critical to organizations – discuss the benefits of self evaluation/self assessment as it relates to leaders today. Understanding human behavior is critical to managers at all levels inside any organization. Individual managers within the organization can especially benefit from conducting self-evaluations. It is essential for managers to be self -ware and understand how their own behavior and personality can give them a better perspective while working with others. Being self-aware allows one to recognize and improve their strengths and weaknesses in order to maximize their leadership potential. In Organizational Behavior, Robins & Judge (13th Edition) tell us that organizational behavior is the knowledge gained about individuals, groups and the effect of structure on behavior in order to make organizations work more effectively. A major goal for any organization should be to work more effectively and to continuously make improvements, this is summarized by the Japanese Philosophy of Kaizen. For an organization to strive to continuously improve the leadership and management must adapt and learn. There are many ways in which a manager can strive to improve and one of those is through self-evaluation. What is a self-assessment or evaluation? Daniel Goleman (2000. Page 80) tells us that an accurate self-assessment is a “realistic evaluation of your strengths and limitations”...
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...situations and organizational variables that impact employee morale. * Explain, using examples, the impact of individual perception on morale. * Discuss how employee empowerment and decision-making autonomy impact morale. * Develop recommendations for initiative that organizations can implement to positively affect employee morale. Organizational Politics, It's Moderators and Impact on Work Attitudes, Work Outcomes and at large on the Organization. 1. Introduction: Organizational politics fulfills the self-serving interests of the employees sometimes even at the cost of organizational performance. The literature review looks at the different aspects and impacts of the organizational politics. The company politics decreases the first-rate management, good quality schedules, and good spirits or morale. These things are directly and positively related to some other things too, hence when these (the above-mentioned) things are adversely affected; they also impact good communication, quality of individual performance, technical success and eventually commercial success. Another interesting finding of which the managers need to be well aware of is that politics can emerge due to the increase in the commercial success and hence more commercial success leads to more politics, which (politics) in turn through different routes reduces the commercial success and therefore the decrease in the commercial success causes lower politics. (Voyer, 1994) The organizational politics...
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...leadership models/theories. Also included was analyzing the role that leadership plays in organizational development and innovation. The doctoral learners’ were challenged to learn and discuss the relationship between the theory and practice of leadership and ultimately integrate personal experience, scholarly inquiry, and reflective approaches to learning and development into a practical methodical leadership plan (UOPX LDR 711A Course Materials). This has been an insightful semester that serves as a great foundation and launching pad in preparation for the first residency and also for this three-five year journey. The course is near its end and the doctoral students are charged with reflecting and developing their reflective leadership plans. This plan will explain my leadership style, strengths, and weaknesses and ways that I will work to capitalize on my strengths and modify my weaknesses. I will address gaps between the leader I am now and the leader I would like to become. I will include a plan that I can realistically implement to close gaps between the two. Finally, I will share a realistic implementation timeline for each action item on my plan and discuss how I will use the plan to impact my current leadership, my staff, and the entire organization. In an effort to stay on track, I will submit ways to evaluate and modify this plan if needed. Leadership Style Based on the assessment titled, “What is My Leadership Style”, the scores indicate that my leadership...
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...Organizational Behavior December 2014 Q1. Understanding Human Behavior is critical to organizations. Benefits of self-evaluation/self- assessment as it relates to leaders today. Leadership is all about people. Effective leaders have strong ability to create a compelling vision and lead people to the achievements of goals. Irrespective of whether you are an experienced leader or new and feeling uneasy in a leadership role, one of the key knowledge one should possess is knowledge of self. Leaders are influential. This fact makes the understanding of how exactly the leader effects his followers a vital part for the leader’s and organization success. Knowing oneself is the first step to such understanding. Numerous studies on leadership attributes, be it personality traits, skills or knowledge provide us with a rich coverage of what makes a good leader. Leaders must be visionary, charismatic, curious, creative, competent, empathetic, courageous, have good communication skills and exhibit common sense (Lee Iacocca’s 9C’s), relentless in execution, intellectually and emotionally intelligent. There is hardly anyone that can get the highest scores in all the dimensions. That is where the self-awareness takes the prime part. Self-assessment and evaluation are the exercises that can increase leader’s self-awareness in different areas, from values and personal style to impact on others and own strengths and limitations. Let’s consider some of the areas for self-assessment...
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...training needs assessment before embarking on training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit of the training. 4.5 It helps to pinpoint where and how relevant information will be collected 4.6 It helps to identify who will be responsible for collecting information analyzing it and reporting its result. 5.0 Conclusion 1.0 Introduction 1.1 Concept of Training and Development. Training and development is the field which is concerned with organizational activity...
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...Finding the Leader in You Understanding human behavior and developing strong human skills is critical in the workplace because organizations are composed of individuals with different traits, values, motives, and perceptions. Successful leaders gain a positive influence by constantly learning and developing their human skills. People align with them because they value their ideas. They choose to follow a leader because they want to, not because they have to. With that being said, it is important for leaders to use self-assessment tools to understand their strengths and weaknesses. To begin my journey of becoming the best leader I can be, I developed a personality characteristics and assessment profile, summarized the results of several self-assessment exercises, and analyzed how attributes speak to my relationships and career choice. Personality Characteristics and Assessment Profile I am a twenty-first-century manager that can still improve on many basic management foundations. I am more of a transactional leader by nature. I need to improve on my intuitive abilities, however, I am good with solving conflicts. I excel with time management and prefer a more mechanistic organizational structure. The best cultural fit for myself is “the academy”. Summary of Assessments A Twenty-First-Century Manager I scored a 7 on this test, leaving plenty of room for growth. Leaders must work hard to continually grow and develop these basic management foundations. The test allowed me...
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...building exercise. We could all stand as close as we can, but maybe everyone would be uncomfortable with our bodies touching. I could suggest it and see what the group thinks, but maybe my idea will get shut down because we are not comfortable with each other. Oh look! there is an older gentleman in our group. I should just listen to what he says.” In chinese culture, I was taught to respect my elders and follow their commands. This put me in a mindset to be a follower and hold back my ideas. I began making eye contact with the older gentleman (Chuck), and whether he noticed the constant stares from me or not, he began to take initiative and lead the group. Prior to taking a class in organizational behavior, I would have just brushed my behavior off and not extracted any useful lessons from the hula-hoop example. As I study organizational behavior, I thought about the hula-hoop example on a daily basis. How do I identify myself in a group environment? What Did You Learn About Yourself? In my intermediate accounting class (ACCTG 620), we are required to work in groups of four to complete in-class assignments. These assignments typically take up the majority of the class time, and are always challenging. Within my group, I unknowingly became the leader of the group. During our third in-class assignment, my group had a question that needed to be clarified by the professor. I was only made aware that I was elected as the unofficial leader when my fellow group member,...
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