Organizational Behavior: Culture and Impact

This assignment delves into the crucial relationship between organizational behavior and employee values. It emphasizes how a misalignment between organizational policies and employee perceptions can lead to increased turnover and production costs. The document stresses the significance of establishing an organizational culture that considers employee beliefs, values, and actions to foster a positive and productive work environment.

RNNING HEAD: Organizational behavior 1
Name of the student-
Topic-Organizational behavior
University Name-
Q

Organizational behavior
2
With the increasing ramification of economic changes and complex business structure, each
and every organization needs to manage positive organizational behavior to increase the overall
productivity. It is evaluated that if organization could make employees oriented organizational
behavior then employees would tend to deliver more productive results. This has been observed
that if organizational behavior is based on the employee’s diversity, workplace culture,
organizational policies and frameworks. Management department or strategic planners need to
establish proper level of nexus between employee’s welfare and organizational development.
Organizational behavior should be made of positive working environment, less rigid working
factors and delivering positive results for the betterment of organization. There are several
organizations that have created core competency in maintaining effective organizational behavior
such as GE capital, Wesfarmers, GENPACT and ITC worldwide. These organizations are
accompanied with high number of diversified employees from different culture and values.
Company has created standards employees oriented organizational culture which respects and
consider each and every employees values, belief, perceptions and their choice of actions. As per
the Maslow theory, if organization could manage to implement employee’s oriented functional
program then it will increase the overall productivity and efficiency of business at large. It is
considered that attitudes of employees and management department are the key pillar for the
business success. This could be determined with the implemented example that if management
department of organization is inclined towards creativity and innovation then it will increase the
overall efficiency of business. On the other hand, if employees are rigid with the implemented
changes and innovative business ideas then it may result to destruct the organization’s values.
Organizations likes GE capital, Wesfarmers, GENPACT and ITC implement proper level of
training and development program before implementing effective strategies and innovative

Organizational behavior
3
business ideas. These organizations change their behavior as per the needs and wants of
employees and make them comfortable to work and learn with the newly introduced changes.
Employee’s job satisfactions and welfare of their personal goals is highly dependent upon the
commitment, vision and mission set by organizations. It is evaluated that organizational behavior
is the study of the people or staffs interact within the groups. Ideally this study is implemented
by management department of organizations to create value on their investment plant or
implement efficient business functioning. There are several organizational behavior theories
which could be implemented by management department of organization to establish nexus
between organizational changes and employees’ welfare. One of the recent examples of
organizational behavior is related to the business functioning and internal strategic planning
implemented by GE capital (Podsakoff, et al. 2013). It is evaluated that when management
department of GE capital implement new process system in its cash matching mechanism then it
also introduced new developed training program to educate all of its employees with the
introduced changes. This process not only increases the employability of employees but also
increase the overall efficiency of business. This level of understanding on organizational
behavior increases the overall effectiveness of the value chain activities and management
efficiency in organization. Ideally in organization, there are several factors which affect the
organizational behavior such as employee’s value, belief, perception, management department
strategic planning, and organizational policies and frameworks. These factors are key pillar for
the business in long run (Borkowski, 2015).

Organizational behavior
4
How theories of organizational behavior may be applied in an organization
All the theories of organizational behavior are dependent upon the core value factors and
organizational culture set by the management department. It is evaluated that if company
implements scientific management approach or administrative approach then set values and
employees working should be considered. These theories are completely based on business
functioning and set strategic plans of management. Furthermore, motivational factors for the
business success are the key pillar which not only motivate employees but also help management
department to increase the overall efficiency and set unexpected standards. There are several
organizational behavior theories such as Administrative democracy theory, classical approach
theory, neoclassical theory and modern organizational theory (Foulk, Woolum and Erez, 2016).
These all theories and implementation of same in organization is based on the stakeholders
factors and influencing behavior of employees. For instance, if employees in organizations are
rigid and less concerned towards the development of organizational at large then in this case
management department should indulge in adopting administrative theory. This theory will help
management department to evaluate the motivational factors for employees, current influential
factors and changes adopted in value process of organizations. With the help of this theory,
company could easily establish nexus between employee’s welfare and organizational
development at large (Robbins, 2009).
Evaluation potential organizational problem situation and proactive management intervention
with sensitivity to culture, ethical and social concern
The main problem in organization arises when the employees are rigid towards the adopted
changes in organization. Nonetheless, changes in inevitable in organization for the long term

Organizational behavior
5
success (Robbins and Judge, 2013). Ideally, the main problem arises while adapting towards
newly developed sophisticated technologies which are hard for experienced employees to learn.
In this case, company could follow one strategic plan. Management department of company
could hire experts’ staff to provide training to employees so that they could adapt with the newly
developed technologies. These experts will take learning session of old employees and help them
to increase the overall efficiency in determined approach. GE capital has faced this management
problem while implementing the cyber computing enterprises resource planning. These ERP
systems had helped company to establish automation in its all manual works and increase the
overall efficiency of employees in determined approach. However, these newly adopted
technologies have resulted to increment in employee’s reduction in organization (Adler and
Gundersen, 2007).
Culture
The organizational culture of GE capital is very open and employees oriented. This company
has been allowing all of its employees to work as per their wants and set format. Top
management has view that if company let its employees to work as per their choices then they
will tend to deliver more productive results (Robbins, 2009).
Ethical consideration
Organizational behavior is based on the potential problems and employees working
perceptions in organization. However, some of the organizations go beyond the ethical
management practice and had to face sensitivity in their working and strategic program. It is
evaluated that there are several organizations that cut down their overall cost of production by
firing highly paid experienced employees. This level of business practice may provide benefits to

Organizational behavior
6
organization in short term but in long term it increase the sustainability risk throughout the time
(Miner, 2015).
Social concern
It is related to employee’s values, belief, perceptions and their choice of actions in their
working. It is evaluated that if employees are rigid and not inclined towards the adopted changes
then it will increase the employee’s turnover and increased production cost. Therefore,
organizational culture should not only consider the organizational policies but also consider the
employee’s values, belief, perceptions and their choice of actions in determined approach. These
are the key factors which helps company to establish effective organizational behavior.
Critical research on the organizational behavior
Organizational behavior is highly dependent upon the employee’s values, belief, perceptions
and their choice of actions and organizational policies. If company does not make its
organizational behavior as per its stakeholder’s choice then it may increase the complexity in the
value chain activities. As per the perception of Hogg and Terry, (2014) it is evaluated that if
organization is making changes in its value process system then it will have to evaluate all the
strategic planning and implemented organizational behavior theories (Borkowski, 2015).
Changes in organizational behavior are completely dependent upon how organization could
establish proper level of relation between organization’s development and employee’s growth. If
employees are not given proper level of growth then it will not only destruct the company’s
functioning in long run but also increase the overall production cost. As per the views of Rupp et
al. (2015) it is evaluated that there are several factors to influence the organizational set
behavior such as adoption of cyber computing enterprises resource planning, hiring of experts,

Organizational behavior
7
implementation of training and development department use and setting key standards factors in
value chain activities. It has shown that if these factors are properly overcome by the
organization then it will not only increase the overall efficiency of business but also create
effective brand image.
Therefore, now in the end, it could be inferred that with the ramified economic changes, each
and every organization should implement proper level of strategic planning and effective
business functioning. Nonetheless, employees are the key pillar for the business success. If they
are allowed to work as per values, belief, perceptions and their choice of actions then they will
increase the overall productivity of organization in determined approach.

Organizational behavior
8
References
Adler, N.J. and Gundersen, A., 2007. International dimensions of organizational behavior.
Cengage Learning.
Borkowski, N., 2015. Organizational behavior in health care. Jones & Bartlett Publishers.
Foulk, T., Woolum, A. and Erez, A., 2016. Catching rudeness is like catching a cold: The
contagion effects of low-intensity negative behaviors. Journal of Applied Psychology, 101(1),
p.50.
Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts.
Psychology Press.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Podsakoff, P.M., MacKenzie, S.B., Lee, J.Y. and Podsakoff, N.P., 2013. Common method biases
in behavioral research: a critical review of the literature and recommended remedies. Journal of
applied psychology, 88(5), p.879.
Robbins, S.P. and Judge, T., 2013. Organizational behavior.
Robbins, S.P., 2009. Organizational Behavior, 13/E. Pearson Education India.
Rupp, D.E., Wright, P.M., Aryee, S. and Luo, Y., 2015. Organizational justice, behavioral ethics,
and corporate social responsibility: Finally the three shall merge. Management and Organization
Review, 11(1), pp.15-24.

Organizational behavior
9