Related Essays
Introduction
Organizational behavior is the study of the way people interact within an organization. The aim of organizational behavior is to facilitate efficiency within the organization. The better understood the interaction of workers within a group, the more likely it will be for the group to achieve its outcomes, as management will adopt strategies designed to support the group. Since patterns of behavior can impact and affect any organization, especially a healthcare organization. The provision of quality care relies upon health care providers working together to provide continuity of care, safe… Continue Reading...
wide range of individuals for the organization to function smoothly.
Influencing positive organizational behavior in a values-based fashion has been shown to have a strong, positive influence in encouraging OCB versus transactional carrot and stick methods. In general, factors such as “demographic factors, gender, employment category, and the level of education had significant impact on OCB,” and employees which believed that the organization was strongly supportive of individuals possessing their types of demographic or personal characteristics had higher levels of OCB (Singh, Pathardikar, and Bandyopadhyay, 2012, p.30). This underlines the fact that both for the good of the organization itself as well… Continue Reading...
includes recommendations of suitable solutions to this issue based on organizational theory concepts and the concepts of organizational behavior.
Background Information
The organization I work for has several divisions or department that are mandated with various responsibilities and tasks towards the achievement of the established business goals and objectives. Each of these departments is led by a departmental head who ensures that the division's workforce carry out their respective roles in line with department goals and objectives. The departmental heads work in collaboration with the organization's top management to create a suitable working environment where employees can thrive as they contribute towards the various work processes and… Continue Reading...
success and has significant implications for personnel and human resource management as well as organizational behavior. A descriptive research design was utilized to conduct this study through a Likert scale survey instrument comprising of seventeen questions. The survey was administered to a group of participants from three military-affiliated organizations. The survey found that various factors impact organization’s ability to retain its employees including organizational culture, gender roles within the company, family conflict. However, female employees are more affected because of family and children issues such as sick children and daycare problems.
Keywords: employee, organization, retention, company, work, absenteeism, work-related stress, working environment, human resources,… Continue Reading...
changes enables people to have both.
Social culture and diversity is an important part of organizational behavior. This is because on average, a typical organization will have a number of people who have personal and cultural differences, especially when looking at companies and organizations that run on an international scale. By acknowledging these differences it enables positive influence of organizational behavior that has the chance of enhancing performance within the company at the same time improving the image of the organization.
Critiquing organizational behavior must include how the public views it and how the people working… Continue Reading...
emerging to compete for the world's top tech talent.
Human Resource and Organizational Behavior Analysis
Apple faces a significant challenge in that it needs to recruit a lot of employees – a constant recruiting cycle, and these need to be among the best and brightest in their roles. Apple needs to have the best engineers and designers because competition at the high end of the consumer electronics industry requires excellence in all facets of the design function. Apple's recruiting function is therefore constantly focused on finding the best talent. To do this, Apple relies on a couple of things. The first is… Continue Reading...
lead to miscommunication, frustration, and ultimately the loss of the high-potential employee. A number of theoretical frameworks can be used to examine what organizational behaviors and practices work best, including motivation… Continue Reading...
contract, and create new contracts that are favorable to both the employer and the employee. With reference to literature in the area of organizational behavior and HRM, this paper explores the changing employer-employee relationship and its implications on HRM. First, a comprehensive definition of the notion of psychological contract is offered. Attention is then paid to factors responsible for the changing employer-employee relationship, possible consequences of the new relationship, and the actions HRM can resort to, to create contracts that resonate with the modern work environment.
The Changing Employer-Employee Relationship and Implications on HRM
The notion of the psychological contract is not new. It has dominated organizational behavior HRM discourses since the 1960s… Continue Reading...
looks into unveiling the actual role of gender in determining leadership style and Emotional Intelligence as effective areas of organizational behavior. In concluding the research, the study looks at limitations and gives recommendations for further studies in this field.
Emotional intelligence has been defined as the ability to monitor one's own and others' feelings and emotions because it is a subset of social intelligence. Therefore, it discriminated among them, and this information is used in guiding one's actions and thinking (Lam & Higgins, 2013; Quader, 2011). Emotional intelligence is also defined using five dimensions; self-regulation, social skills, self-awareness, empathy and motivation (Lam & Higgins, 2013; Mandell & Pherwani, 2003;… Continue Reading...
based my intention to use transformational leadership theory to promote healthcare-eldercare advocacy in my organizational behavior. As Shanks and Buchbinder (2012) show, “leadership development includes both formal and informal efforts” (p. 279). Completing courses online or at a university are formal ways to develop one’s leadership skills, while informal efforts can include anything from mentoring others to coaching and guiding staff members in new tasks or cross-discipline work. No matter the method employed, a personal leadership development plan should utilize a strategy for maximizing leadership effectiveness by implementing an appropriate theoretical support for the plan, recognizing one’s leadership strengths, correcting one’s leadership weaknesses, and… Continue Reading...
(Ardala R. Jackson, Jennifer L. Alberti, & Robin L. Snipes, 2014).
Workplace Culture
Many researchers on organizational behavior argue that the massive entry of "Generation Y" workers into the workforce is likely to change workplace attitudes and culture, making the workplace more female-oriented in terms of culture and leadership characteristics. There will be emphasis on empathy, nurturing… Continue Reading...
The importance of workforce diversity is broadly appreciated in management and organizational behavior literature (Yang & Konrad, 2011). Nonetheless, reaping the benefits of diversity management may not be as straightforward as often thought. Employers must have the right organizational design in place if they are to effectively reap the benefits of workforce diversity. First, it is important to have a broader vision of inclusion. It is often assumed that diversity is just about increasing the number of women and minorities in the workforce. Nonetheless, diversity transcends common demographic attributes -- it also entails acknowledging differences in identity and personality. More fundamentally,… Continue Reading...
to enable unethical behavior or at least to facilitate thee tendency to abnegate personal responsibility and accountability. The conflict between personal ethics and organizational behavior is borne out in the research by Cojuhuarenco, Shteynberg, Gelfland, et al. (2012). Cojuhuarenco, Shteynberg, Gelfland, et al. (2012) also show how gender and self concept impact ethical decision making as much as the normative ethical culture in the organization. An abundance of research reveals the detrimental effects of unethical behavior in organizations (Askew, Beisler & Keel, 2015). Given the deleterious effects of unethical behavior… Continue Reading...
the achievement of a vision or set of goals (What is Leadership, Team and Organizational Behavior, 2017, p. 2). I find this definition to be useful in my work. I routinely have to influence others in my department because we have teams with different tasks. I am tasked with leading teams and setting out the vision for the team. As a manager it can become difficult to remember that there is more to managing than just delegating tasks and identifying goals. One also has to be a leader so that individuals are motivated. I am often in the position where I need to motivate… Continue Reading...
or set of goals” (What is Leadership, Team and Organizational Behavior, 2017, p. 2). I find this definition to be useful in my work. I routinely have to influence others in my department because we have teams with different tasks. I am tasked with leading teams and setting out the vision for the team. As a manager it can become difficult to remember that there is more to managing than just delegating tasks and identifying goals. One also has to be a leader so that individuals are motivated. I am often in the position where I need to motivate… Continue Reading...
take for granted, making mixed-methods approaches extremely attractive in emerging literature on leadership and organizational behavior.
Methods of data collection and research design trends eventually feed the formation of new theories in leadership. Just as the research questions may influence the choice of research design and methods, the researcher’s theoretical orientation may impact the choice of research questions. The results of leadership research may also transform—or simply reinforce—existing theories of leadership. For example, a new study that assesses the impact of transformational leadership on organizational outcomes could be used to bolster theories that stress leadership style. Alternatively, a study that shows that situational leadership… Continue Reading...
Styles
There have been many studies that have tried to understand the relationship between organizational behavior and different leadership styles. Since the research has identified that people will accept change at different styles; This study examines the relationship of emotional intelligence (EI) with transformational leadership (TL) and organizational citizenship behavior (OCB) of the followers using a sample of 57 dyads of managers and their supervisors (i.e., 114 respondents) participated in this study (Modassir & Singh, 2008). Transformational leadership is one of the most popular leadership model and it has been argued that the… Continue Reading...
practice or patient interactions and communications, it can have an adverse impact on health outcomes or on organizational behavior. A lack of official caring practices in the healthcare institution can also lead to workplace dissatisfaction and poor morale among employees (Watson, 2009). Caring has had to be revitalized in nursing theory and education in order to interject the principles of caring, and to show what caring entails. Watson (2009) and the Watson Caring Science Institute (2018) have offered nurse leaders and nurse educators, as well as practitioners, the opportunity to standardize definitions of caring and operationalize standard caring procedures. The theory of human caring embodies my beliefs… Continue Reading...
to enhanced organizational performance. Hellriegel and Slocum (2008), two organizational behavior experts, are of the opinion that stress has behavioral, emotional, and psychological impacts and could affect the ability of an individual to perform optimally. I will make use of authoritative sources such as these to lend support to my argument.
Ethos, on the other hand, has got to do with the enhancement of personal credibility (Shabo). On this front, I will be seeking to present a balanced argument. This will do away with any claim of bias. In that regard, therefore, I will explore arguments that have been… Continue Reading...
2013, p. 457). As a result, human resources practices may inadvertently reflect sexist norms of organizational behavior. Stamarski & Hing (2015), for example, point out that human resources practices and policies, including decision-making processes, methods by which human resources policies are enacted and enforced, impact hiring, pay, and promotion of women in the workplace. Gender discrimination has been defined in the literature as the underrepresentation of women in elite leadership positions" simultaneous with the "undervaluation of women's effectiveness as leaders," (Paustian-Underdahl, Walker & Woehr, 2014, p. 1129). However, gender discrimination is also more complex than that. Therefore, the literature supports a view that gender discrimination… Continue Reading...
