Dealing with Organization Behavior

This article explores the beliefs, values, and attitudes in Canadian organizations and how they translate into behaviors. It discusses the unique Canadian beliefs and values, such as Christianity and equality, and how they contribute to the development of organizations. The article also examines how these beliefs, values, and attitudes interact with the creation, perpetuation, or alteration of organization culture.

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Running head: CONTEMPORARY ORGANIZATION BEHAVIOR

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CONTEMPORARY ORGANIZATION BEHAVIOR
Dealing with Organization Behavior
Name
Institution
Author’s Note

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CONTEMPORARY ORGANIZATION BEHAVIOR
Unique Canadian beliefs, values together with attitudes and how they translate into
behaviors
Beliefs, values and eve attitudes are important aspects within the life of a given
individual. Moreover, they also play a crucial role when it comes to the development of a given
organization. As far as Canadian beliefs are concerned, it is clear beyond any reasonable doubt
that Canadians believe in Christianity as part of their lifestyle (Pearson, Dovidio & Gaertner,
2016). Religion is one of the most fundamental parameters that enable them to carry out various
activities. Additionally, organizations within the boundaries of Canada believe in integrity that
aims towards bringing development (Smith, 2016). Canada has values that make it unique. The
value system of Canadians is strongly based on equality without any form of discrimination,
individuals and organizations believe that all people are equal and that no one is superior to the
other. Moreover, each and every Canadian knows the essence of implementing respect for
everyone within the society. On the other hand, nearly everyone is aware of their rights and
freedom. Quite a number of individuals and organizations within the boundaries of Canada tend
to have a positive attitude in everything that they do in order to bring out a better outcome.
Finally, these values, beliefs and attitudes translate into behaviors by exposing nearly each and
every Canadian to a condition where they can best implement them in their daily activities.
How they interact with the creation, perpetuation or potentially the alteration of a
given organization culture
They perfectly interact in the creation of organization culture through the emergence of role
models where leaders from various organizations will be able to clearly come on board and be

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CONTEMPORARY ORGANIZATION BEHAVIOR
able to implement quite a number of these values and beliefs thus scaling up the organization
culture of a given organization. On the other hand, they promote the spirit of brotherhood
through equality where people within various organizations will be able to come together to
achieve a specific set of goals without involving any condition of discrimination (Liao,Wayne &
Rousseau, 2016). This will in turn improve the condition of their organization culture and even
going as far as letting them to be aware about the exact things that should be done together with
those that should be avoided. When it comes to the alteration of the organization culture, there is
likely to be a replacement of some of the beliefs, values and even attitudes thereby changing
some forms of the organization culture (Ibarra & Obodaru, 2016). The culture would totally
appear to be different since quite a number of issues that were being carried before, shall have
been replaced by new ones that aims towards attaining a specific goal in life. In conclusion,
beliefs, values and even attitudes should always be given a perfect consideration to avoid the
occurrence of any negative outcome within a given organization or even within the life of an
individual. This is because all of them are likely to translate into behaviors that will further
determine the nature of the outcome and even be able to predict what is likely to occur in the
coming future.

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CONTEMPORARY ORGANIZATION BEHAVIOR
References
Ibarra, H., & Obodaru, O. (2016). Betwixt and between identities: Liminal experience in
contemporary careers. Research in Organizational Behavior, 36, 47-64.
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary
organizations: A qualitative and meta‐analytical review. Journal of Organizational
Behavior, 37, S9-S29.
Pearson, A. R., Dovidio, J. F., & Gaertner, S. L. (2016). The nature of contemporary prejudice:
Insights from aversive racism. Social and Personality Psychology Compass, 3(3), 314-
338.
Smith, J. M. (2016). Strategies to position behavior analysis as the contemporary science of what
works in behavior change. The Behavior Analyst, 39(1), 75-87.