Unit 20: Organizational Behavior Assignment Sample

Unit 20: Organizational Behavior

Introduction

The organizational behavior [OB] mainly depicts how the people interact with each other within the company. These different interactions influence how well the organization perform and behaves. According to the “Fred Luthans” organizational behavior is mainly concerned with the control of human behavior, production and understanding within the organizations. The nature of OB involves the political, economics, anthropology, social psychology, psychology and sociology. Organizational behavior can be defined as behaviors of the human beings within the workplace. The IT solutions and softwareplc (ITSS) is a computing and IT Company, this supplies the Software and IT solutions to a wide range of consumers in the England. The organization mainly competes with the large range of similar organizations. The report will emphasis on the assessing the own personality traits and attributes in terms of negative and positive effect on the company performance and management approaches. Moreover, it will reflect the significance and values of the perception and personality for the effective managerial relationships. Furthermore, this will contribute to the management and creation of effective team working within the business.

Understanding organizational behavior is key to improving performance and management effectiveness. By focusing on personality traits, leadership styles, and team dynamics, managers can foster better communication, motivation, and productivity. Positive traits enhance trust, while addressing negative traits prevents harm to team harmony. Need help with your assignment on this? Visit our London assignment help service for expert support and insights.

Own personality traits and attributes

My personality attributes and traits are important in shaping the management approach and affecting the performance related to the [ITSS] IT solutions and softwareplc. The major trait is conscientiousness; this is mainly associated with the commitment to tasks, attention to the detail and strong work ethic. The trait effectively and positively put impact on the management approach via the making sure that the various tasks are accomplished appropriately and resulting in the deliverables and consistent with the high quality. Moreover, the conscientiousness offers help in developing the culture of reliability and accountability in the team, this might leads to develop the performance.

Another effective and positive trait is related to my intervention. Being graduate trainee manager, mostly I engage with the each team member, developing strong relationships and smoothing the open communication. The openness offer help in making the cohesive and collaborative work environment, this plays a major role in boosting the productivity and driving the motivation. The intetroversion boosts my capability to maintain the effective consumer relations, making sure that consumer services with the high quality which majorly align with the brand promise related to ITSS of the effective consumer support. Though, over dependency on the Introversion majorly lead to influencing discussions, major stifling the team members. This might put negative impact on the creativity and team dynamic.

The major challenges lies within my perfectionism, the major trait is linked with the high standards. While this can encourage excellence, this might create major stress, mainly in the ITSS environment which is fast paced. Adaptability and decision making plays a major role in motivating the workers within the organization (Griffin et al, 2020). The trait may increase the micromanagement this can hinder the team confidence and autonomy, negatively impacting the team’s productivity and morale.

In the end, my openness related to the experience plays a major role as the valuable trait which can boosts the adaptability and innovation within leadership style. It aligns with the computing and IT industry, in which the embracing the novel technologies and ideas is important for be in competition. However, major emphasize on the novel ideas and exploration without mainly follow which might lead to affect and distract the business goals.

Reflection on the values and importance of personality

The perception and personality are major factors in managing and establishing managerial relationships. By understanding how the effective personality affect the interactions in the workplace which permits me to effectively adapt the leadership style within the various team members. Thus, developing the more supportive and inclusive environment. For example, My nature of Introverted permits me to mainly engage simply with the workers, this facilitates and builds the rapport trust, this is a major factors within team’s communication and cohesion.

The perception of the others and self plays a major role within how the relationship can be sustained and formed in the organization (Uhl-Bien et al, 2020). ITSS’s manager is majorly expected to work with the awareness within the team related to how the personality traits can be supposed by others. This permits me to boost my approach related to the needs of each team member. For instance, the Introversion might be seen as the major effective and positive trait. Consequently, being conscious related to the perception offers help in managing my communication style which makes sure that I am supportive and approachable to each team member.

Moreover, the significance of the emotional intelligence and empathy within the managerial relationships not able to overstated. By major aware related to my each personality traits such as perfectionism and conscientiousness, I mainly better understand which actors can impacted my team members (Luthans et al, 2021). For example, my major emphasis on the high standard and detail can push the each team member towards gaining excellence. This is significant to balance it along with the concerned understanding related to the pressure which they face. It makes sure that my effective approach not demotivate and overbearing. In context to the perception, this plays a major role to acknowledge that every team member carries own unique personality. This might affect the interaction and productivity in the team. By understanding the different personality in the team can permit me to boost the strengths of team member, while offering support whenever required.

Challenges individuals attributes and traits, own perspectives

By challenging the individual traits and own perspectives which is major in developing the managerial relationships. For example, my major perfectionism might hinder the delegation, as I oversee personally every task in the effective manner (Wagner III and Hollenbeck, 2020). To efficiently develop, I require to trust the capability of every team member and task delegation, this will boost the confidence and autonomy. Moreover, my introversion can increase the dominating conversation, which can affect the whole team. By reassessing the adjustments and my tendencies within the leadership style, this can boost my effective relations with the each team member.

Adapting the attributes, traits and personal perspectives

To build the efficient workforce and boost the employee motivation, I require focusing on my effective leadership approach majorly by developing the balance among the emotional support and performance expectations (Gervasi et al, 2022). By focusing on the major empathetic leadership style, this might boosts the understanding related to the needs of team members and offer the effective support to decrease the burnout and stress. By actively understanding the employee achievements and developing the employee motivation will mainly boosts the motivation of workers. The effective adjustments will enhance the culture of empowerment and trust and morale, it leads to boost the job satisfaction and productivity within the ITSS.

Applying process and content theories

Motivating the workers play a major role in maintaining and boosting the efficient organizational workforce. The motivational theories offer the valuable insight in understanding that what and how the workers can sustain the satisfaction of high level and performance.

Content theories of motivation

The different content theories of motivation like as Herzberg’s tow factor theory and Maslow’s hierarchy of needs theory.

Maslow’s hierarchy of needs: This mainly suggests that the individuals have the different five needs such as self actualization, esteem, social, safety and physiological needs (Maslow’s Hierarchy of Needs, 2023). In context to the Maslow, workers are mainly motivated to fulfill the needs such as basic physiological needs (Including stable income) and effective self actualization (fulfillment and personal growth).

Within the ITSS, the effective theory might be implemented by making sure that the basic needs of workers are met initially. For example, job security and competitive salaries address the Maslow’s lower level of needs. The efficient recognition programs which can celebrate the team and individual’s achievements which can mainly satisfy the needs, providing the different opportunities related to continues learning and career development. By offering the effective opportunities, the ITSS offer help workers in feeling motivated to grow and perform within the organization.

Herzberg’s two factor theory: The theory mainly divided in the two major motivational factors such as motivators (Such as personal growth opportunities, responsibilities and recognition), hygiene factors (such as working conditions, job security and salary). In accordance with hygiene factors, this mainly prevent the dissatisfaction, the motivators mainly increase the job satisfaction (Herzberg Two Factor Theory, 2023). ITSS might use the Herzberg’s theory, this makes sure that the effective hygiene aspects are within the place and this includes the job security, fair wages and comfortable working condition (Aguinis et al, 2022). However, to mainly motivate and engage the workers, the organization need to emphasis on the motivators. For instance, the ITSS can provide the programs of the leadership development which offer workers with the different opportunities to learn novel skills and have the responsibilities.

Process theories of motivation

The process theories, this includes the Locke’s goal setting theory and vroom’s expectancy theory, this emphasis on the cognitive processes which can drive the motivation.

Vroom’s expectancy theory: This argues that the workers are mainly motivated whenever they mainly believe that efforts would increase the good performance. This in turn boosts the outcomes (such as rewards) (Vroom’s Expectancy Theory, 2023). Theory focuses on the major three components valence (it values the workers via rewarding), instrumentality (the main belief that performance boost the rewards) and expectancy (belief related to performance). ITSS might boost the worker’s motivation by making sure that workers believe within the link among performance and efforts, rewards and performance. The transparent reward systems and clear performance metrics, like as offer bonuses can meet the targets, might boost the connection. The ongoing communication with the workers related to how the contribution of each worker put impact on the success of organization. This also can boost the belief within the value of efforts.

Locke’s Goal-setting theory: This mainly posits that the challenging and specific goals lead to boost the performance than easy and vogue goals. In accordance with the theory, goals need to be companied, attained and clear by feedback for the workers to feel the motivation. ITTS might implement the theory by providing the challenging and clear goals for the workers, aligned with the overall business goals of organization (Locke’s Goal-Setting Theory of Motivation, 2023). For instance, ITSS can set out the goals for the sales growth and consumer satisfaction, offering the workers with the major targets. The ongoing support and feedback from the management, like as via mentorship programs and performance, will makes sure that workers can be motivated and on track to gain the goals.

Assessing the content which motivate the employees

Within the ITSS, by implementing the process and content theories of motivation will include strategies, can resolve both cognitive processes and individual needs behind the motivation (Neck et al, 2023). For instance, the organization can effectively apply the effective dual approach which provides the hygiene factors (Like as Herzberg’s two factor theory) and setting the specific goals and challenges with the regular feedbacks (Implementing the Locke’s goal setting theory). The ITTS might focus on flexible working arrangements, this permits the workers to manage the stress and complexity of the roles, also decrease the burnout and boost the work life balance.

Contributing to the management and creation

The efficient team working plays a major role in the company to boost the positive working environment and gain the objectives. Within the ITSS (IT solutions and softwareplc), the requirement related to the collaboration within the different departments and incorporation related to the different skill set which create the priority within the team work. By emphasizing on the defined roles, clear communication and mutual support; the organization can contribute within the management and creation of the team’s high performance.

Team creation: The effective creation of team at the ITSS needs the major consideration related to the roles of individuals which is major in organization. The strategic approach involves the making sure about the diversity within the skill set, experience and backgrounds to bring the different perspectives based on the problem solving. Within the business situation like as enhancing the novel software for the consumers with the diverse team. This includes the sales representatives, project managers, software developers and consumer service personnel. To boosts the creation within the team, the ITSS might makes use of the Belbin’s team roles theory. This mainly indentifies the various roles which workers plays within the teams.

Team management: Once a effective team is created, the management plays a major role to makes sure about the cohesion and productivity. The major factors within the team management based on the leadership, this mainly sets the goals for how the skilled team might operate. ITTS can use the “Tuckman stages” for the development of group such as adjourning, performing, norming, storming and forming, as these offer guides for the maintaining team dynamics. At the time of forming stages, the ITSS’s team leader will clarify the responsibilities, set the goals and purpose of team (McShane and Von Glinow 2021). Within the stage of storming, as conflicts occur because of the differing opinion, the role of leader will be boosting the communication. The ongoing meetings by the leader, address roadblocks, any concerns, permit for the open communication. For instance, if the members of team mainly disagree related to the project direction, arranging a meeting to communicate about the each member’s perspective. This offers help in keeping the project moving and find out the solution to manage the cohesion.

Collaboration and communication: The effective communication plays major role in successful team working. The ITSS might offer the open culture and effective, honest communication, in which the team members can be comfortable in offering the feedback and ideas. By making use of the tools such as Microsoft teams and slack permits for the seamless communication. Particularly, whenever working across various time zones and remotely. These effective tools offer help in efficient project management by managing the responsibilities, deadlines and tasks. In the business situation related to the novel software product development, the collaboration among the different departments. This makes sure that products are developed according to the needs of consumers. For example, sales team might offer insight via the consumers’ feedback and team development emphasis on the different technical factors.

Engagement and motivation: By keeping the whole team motivated, this is one of the major factors within the effective team management. By effectively implementing the “Maslow’s hierarchy of needs”, this offers help to ITSS in addressing and understanding the needs of motivational of the team members (Lee et al, 2019). For instance, by making sure that the workers are having the different opportunities of the personal development and career growth. This might satisfy the self actualization and esteem needs, this leads to boost the engagement. ITSS can apply the recognition and reward system, in this the workers mainly recognized for the contribution related to the team success.

Within the business situation based on developing the novel software product, the effective collaboration among different departments makes sure that the products are produced according to the requirement of consumers.

Conflict resolution: The conflicts mainly inevitable within the team, but this is important that how they are developed to break and make the team dynamics. The ITSS might offer the training to the team leaders within the techniques of conflict resolution; this includes the active listening and collaborative problem solving. When the issues and conflicts occurs the leaders need to boost the open dialogues, address these effectively and find out the effective solutions. These solutions need to be aligning with the objectives of team. For instance, if 2 members within the team disagree related to the technical project direction, the team leaders might focus on meetings. In this the both parties offer their perspectives and the team together decide positively. By resolving the conflicts, ITSS might avoid the workflow disruption and manage the team cohesion.

Exploring the relevant of the team theory and group behavior

The team theory and group behavior are play a major role in understanding how manage and functions the team in effective manner. By exploring the major concepts, ITSS might maintain and create the team which is performing well.

Group behavior: This mainly refers to the method in which the each individual can work together with the team and how the effective interactions can put positive impact on the overall performance of team. The individual behaviors, group norms and social dynamic, these play a major role in develop how the team can operate (Houdek, 2023). In the ITSS, in this the departmental collaboration play a major role, understanding the behavior of group offers help to the managers to avoid the pitfalls such as social loading or group think. The one related theory for effectively understanding the behavior of group is “social identify theory”. This mainly suggests that the each individual can identify their groups and this kind of identification affect the behavior. Within the work setting, workers who are identify within their work role, this can boosts the belonging and shared purpose within the ITSS.

Team theory: Different team theories offer the effective framework for effectively understanding how to manage and operate the team in the effective manner. The major theory is related to the “Tuchman’s stages of group development”, this emphasis on the 5 stages of the teams such a performing, norming, forming, adjourning and storming. Within the ITSS, by implementing the Tuchman’s theory which offers help to team leaders in understanding the team dynamics and resolve major issues at every stage. At time of storming phase, instance, the conflicts can occurs if the team members test boundaries and assert the opinion. The role of team leader is to reduce the conflicts and also makes sure about the team moves within the performing and norming stages. The significant theory based on “Hackman’s model of the team effectiveness”, this focuses on the significance of the supportive environment, appropriate leadership and clear goals.

Within the ITSS, the team theory and group behavior are related to when managing and creating the teams for the various projects like as software development. For instance, by understanding the behavior of group, this might help to the organization to manage the team of the cross-function (Fehr et al, 2019). In this the individuals from the various departments need to collaborate. By understanding the major sources of the various conflicts, like as differing the major priorities among the developmental and sales teams. This permits ITSS to boost the better cooperation and addresses the issues. Moreover, by implementing the team theories like as Hackman and Tuckman’s model offer guidance to the ITSS in the effectively structuring the team. For instance, at the time of team formation’s initial stages, the leaders of team at the ITSS might clarify the roles and goals of team. As the team mainly progresses, the team leaders might boost the collaboration and open communication, offering help in ream to move via the norming and storming phases and collaboration. By understanding the team theory and group behavior is important for the ITSS to manage and create the efficient team. By using the these concepts, the organization might develop the teams which are capable to gain goals, motivated and cohesive.

Reflecting on the personal contribution

During the time of working within the teams, my major contribution related to the group dynamics and behavior by boosting the collaborative environment, providing the constructive feedback. I mainly participate within the discussions, making sure that each team members feel respected and heard, this offers help in managing the team cohesion, I focus on adopting the my communication style which helps in meeting the different needs of individual. Moreover, I offer help in resolving the issues and conflicts by effectively mediating among the each team members and encouraging the problem solving.

Revising the personal skills and contribution

To boost my effectiveness within the team setting for future, I focus on developing my skills related to conflict resolution by having the formal courses related to the mediation techniques. Moreover, I aim to support my abilities related to leadership by taking leadership roles within the projects, emphasizing on the delegation and goal setting. By developing the my ability to offers the constructive feedback by boosting the development and growth areas of the team.

LO4: Enclosed in PPT poster

CONLUSION

Conclusively, it states that in resolving the major aspects of the leadership, organizational culture and team dynamics. These has been become the evident that the efficient management needs the effective understanding in the group and individual behavior in the organization. Via the exploration related to the motivational theories, personality traits, influence of power and team dynamics. These insights develop related to the engaged workforce and create the productivity. Firstly, perceptions and personality plays a major role within the management and leadership. By understanding the individual’s weaknesses, strengths and personality traits permits the managers to boost the leadership approach. The different positive traits like as strong communication skills, adaptability and empathy boosts the effective relationships and trust. on the contrary, the traits such as lack of transparency and excessive control might put negative impact on the organizational harmony and performance.

The managers who mainly adapt and reflect on the traits mainly contribute in the overall performance and developed managerial relationships. The theories of the motivation, process and content based, offers the effective framework for resolving challenges. This includes the decreased productivity, lack of focus and low morale. By using the different theories like as Vroom’s expectancy theory and Maslow’s hierarchy needs. The managers might develop the targeted interventions which boosts the motivation and engagement among the workers. By tailoring the strategies of motivation to employee’s specific needs, whether via the aligning with the goals of individual, development opportunities and recognition with the objectives of organization. This boosts the morale and productivity, even within the work environment which is challenging. The group dynamics and team dynamics are central to the efficient performance within the organization. By developing the cohesive teams, which involves the effective understanding of the roles which the group or individual plays. This makes sure that the there is major skill balance, clear communication and collaboration. The leadership needs to be boosting the environment which is based on the clear communication and collaboration.

REFERENCES

Books and journals

• Aguinis, H., Jensen, S.H. and Kraus, S., 2022. Policy implications of organizational behavior and human resource management research. Academy of Management Perspectives, 36(3), pp.857-878.
• Fehr, R., Welsh, D., Yam, K.C., Baer, M., Wei, W. and Vaulont, M., 2019. The role of moral decoupling in the causes and consequences of unethical pro-organizational behavior. Organizational behavior and human decision processes, 153, pp.27-40.
• Gervasi, D., Faldetta, G., Pellegrini, M.M. and Maley, J., 2022. Reciprocity in organizational behavior studies: A systematic literature review of contents, types, and directions. European Management Journal, 40(3), pp.441-457.
• Griffin, R.W., Phillips, J.M. and Gully, S.M., 2020. Organizational behavior: Managing people and organizations. CENGAGE learning.
• Houdek, P., 2023. The deep roots of cross-cultural differences in organizational behavior: Do human resource management education has to respect them?. The International Journal of Management Education, 21(3), p.100876.
• Lee, A., Schwarz, G., Newman, A. and Legood, A., 2019. Investigating when and why psychological entitlement predicts unethical pro-organizational behavior. Journal of Business Ethics, 154, pp.109-126.
• Luthans, F., Luthans, B.C. and Luthans, K.W., 2021. Organizational behavior: An evidence-based approach fourteenth edition. IAP.
• McShane, S.L. and Von Glinow, M.A., 2021. Organizational behavior. McGraw-Hill Higher Education.
• Neck, C.P., Houghton, J.D. and Murray, E.L., 2023. Organizational behavior: A skill-building approach. Sage Publications.
• Uhl-Bien, M., Piccolo, R.F. and Schermerhorn Jr, J.R., 2020. Organizational behavior. John Wiley & Sons.
• Wagner III, J.A. and Hollenbeck, J.R., 2020. Organizational behavior: Securing competitive advantage. Routledge.
• Wang, X., Zheng, X. and Zhao, S., 2022. Repaying the debt: An examination of the relationship between perceived organizational support and unethical pro-organizational behavior by low performers. Journal of Business Ethics, 179(3), pp.697-709.

Online

• Herzberg Two Factor Theory, 2023. Online. Available through https://studysmarter.co.uk/explanations/business-studies/human-resources/herzberg-two-factor-theory/#:~:text=The%20theory%20comprises%20two%20factors,maintain%20satisfaction%20in%20the%20workplace.
• Locke’s Goal-Setting Theory of Motivation, 2023. Online. Available through <https://clickup.com/blog/goal-setting-theory/#:~:text=personal%20goal%20setting.-,Locke's%205%20Principles%20of%20Goal%2DSetting,intrinsic%20motivation%20for%20the%20workforce.>
• Maslow’s Hierarchy of Needs, 2023. Online. Available through https://worldofwork.io/2019/02/maslows-hierarchy-of-needs/#:~:text=Maslow's%20hierarchy%20of%20needs%20says%20that%20once%20humans%20have%20satisfied,the%20most%20of%20their%20abilities.
• Vroom’s Expectancy Theory, 2023. Online. Available through https://unacademy.com/content/upsc/study-material/psychology/vrooms-expectancy-theory/#:~:text=Victor%20Vroom's%20expectancy%20theory%20of,the%20commission%20will%20be%20rewarding.