Organizational Behavior and Power Dynamics

This assignment delves into the key aspects of organizational behavior, examining concepts such as communication, job satisfaction, and environmental factors influencing employee performance. It further analyzes the role of power in organizations, drawing upon Anderson Bryon's theories on power maintenance and the impact of self-regulation on ethical behavior. The analysis incorporates perspectives from various authors like Creed, Cooren, Owings & Kaplan, Tyson, Indermun & Saheedbayat, Morgan, Gregory, and Roach to provide a comprehensive understanding of organizational dynamics.

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JOURNAL ARTICLES

INTRODUCTION
Organizational behavior be considered as an applied analysis of behavior. This complies of
various principles as well as factors along with the experimental analysis for improving the personal as
well as team performance.(Encore, 2013). There are various areas of application which includes training,
development, system analysis, etc. Report is about the comparison and contrast of two articles.
Compare and contrast of the two articles:
Morgan, G., Gregory, F. and Roach, C., 1997. Images of organization.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based
approach. IAP.
Following are the two articles in which comparison and contrast can take place which is discussed as
under:
According to Morgan, Gregory and Roach, 1997, this behavior is categorized as a method or
technique that people used to communicate and interact in teams. Usually, it is being used for developing
more efficiency in the business. It has been observed in this study that this concept can be used as a
scientific approach for having better and appropriate management of workers. On contrary to this,
Luthans, 2015 says that there are many models that can be used in context of the organizational
behavior. However, it can be evaluated that the areas in context with behavior increases job satisfaction
of people, provides motivation and encouragement skills, promotes innovation, etc. As per Morgan,
Gregory and Roach, 1997, for the achievement of seared outcomes, various tactics can also be
developed in order to achieve desired outcome. However, it can be evaluated that various concept like
theory of contingency, organizational etc. can help enterprise in cultural development. Roles and
responsibilities of these factors have helped various organizations in understanding that improvisations
can be done in business structure as well as in complete decision making process.
According to Morgan, Gregory and Roach, 1997, There are various types of sources by which the
data and information can be collected such as primary and secondary. Primary sources are those that are
collected for the first time and various common examples include surveys, interviews, focused groups,
etc. Secondary sources are those that have been collected by various external origin. These sources
include online, books, journals, etc. So, data can be collected either qualitatively as well as quantitatively.
Qualitative data refers to the informative information and quantitative data is also presented in numerical f
or tabular form. According to Morgan, Gregory and Roach, 1997, In contradiction to it, Luthans, 2015 says
that culture can facilitate or hinder the productivity along with retention of employees for better analysis
and evaluation of candidates that has skilled set of personality and development. However, it can be
evaluated that a specialized patterned behavior can play a large role in the whole method by which a
person communicates and interacts with each other. It can either be done by a series of tests or by
various conversational sessions. In contrast to it, there are various theories that are around the
satisfaction of job but in that, various arguments have also been observed such as on reward system,
satisfied job, better supervision, centralization or decentralization, etc.
According to Morgan, Gregory and Roach, 1997 says that behavioral economics is considered as
a psychology because it is concerned with the decision making process of institution as well as the
individual. Although, there are various questions that can be based on this but two essential questions.

These questions are related to economists profit factors that are being considered better for the behavior
of people. Another question is related to increasing subjected utility. According to Morgan, Gregory and
Roach, 1997, rational theory of choice states that individuals can be evaluated on the basis of various
functions performed by them. It stated that individual behavior can be judged by the way individual give
response to various situations and their expectations about future. On the contrary, Lutherans, 2015 says
that it is considered as a practice of management which is as old as human civilization. Various examples
of it can be considered to be appropriate and effective management of resources, public convenience and
utilities, etc. However, it can be evaluated that all the practices that come under traditional management
processes and procedures act quite stable by the birth of revolution that had an impact over economic as
well as traditional practices. According to Morgan, Gregory and Roach, 1997, a kind of substitution was
brought by the industrial revolution for the manpower by various inventions either scientific or man-made.
The mass production is considered as an anticipation that too specifically in demand. The intramural
revolution has produced high amount of seeds just like the modern management did. Although the fact to
be ensure is that academic discipline has contributed towards enhancing the standard and quality of
human life and also has contributed to improving lifestyle of the living beings. As per Luthans, 2015,
management can also be termed as an academic body that has grown to greater extend. But there are
several factors as well which have make the fact and status of academics quite misused and
misunderstood.
Various objectives have been achieved by the utilization of human and physical resources. It
ensures the fact that when different people are working in a team or a group, all of them must be aware of
the fact, main objectives or factors that they have to achieve and knowledge about consequences.
Various factors which are to be considered at the time of starting the whole process includes
determination of various activities that are essential for the achieving objectives, then grouping it all to
make or reach at a final conclusion so that the negative factors can also be considered as well so that the
people can work in keeping the limitations in mind as well (Creed,2011.). After this, an essential process
is the guidance of a manager or leader because if the work will be done under guidance of a leader, it can
act more effectively and efficiently. Efficient leadership skill can help in completing any task.. Roles and
responsibilities should be assigned according to the capabilities of individuals. A person with appropriate
leadership skills can help in completing the management process within a given deadline (Indermun and
Saheedbayat, 2013). Alloying different responsibilities is an essential step in some processes as it makes
the people aware of various other possibilities and thus, they can also become able to work on different
tasks. It makes the other people capable as well. But it can be done when the organization is going
through less workload By this way, the organization can achieve a lot in less time. Allotting different types
of tasks to people can be a time consuming process. It can further affect the management policy of
organization and company can also stay backward in achieving its targets and competing with the rivals
as well. Some strategies should already be developed so that in case of any emergency or competency,
the organization may be ready enough for dealing and coping with it. Thus, it can help the company in
achieving its targets at a much faster rate. Lutherans, 2015 says that directing also acts as an essential
process. If the organization has sufficient employees and ready strategies to deal with any type of
situation, an efficient leader who can give proper directions and guidelines to walk on the path can
increase efficiency of company and thus, can also help organization in the achievement of goals. Three
factors, leadership, communication and motivation are the key elements to run the work smoothly in any
organization. Providing motivation to employees also seems to be very effective, such that the
organization may need support from the employees at the time of excess work load or in any complex
situation where the company may be facing employee turnover or any other complicated situation like
this, so providing some sort of increment or incentives seems to be an act of motivation to the employees.

As per Morgan, Gregory and Roach, 1997, by these means, employees also consider
themselves as an important part of the company. Thus, they can stay more focused towards the work and
can further help company in achieving its targets at a faster rate. Communication or interaction with co-
workers also has a great impact on the role performance of employees in organization. This is because; a
happier and healthier environment can make the mood of employees fresh and therefore, they can stay
more active and confident towards the work. A happier and healthier environment is efficient enough to
keep employees positive enough to focus on the work (Tyson, 2011). Along with continuous working,
some kind of refreshment or intention with other employees plays an important role. So, these three
factors act as the key elements to run environment and management of an organization smooth. After all
these factors, controlling is considered as the final step which can help the process. It ultimately leads to
manage all the tasks and responsibilities in an effective and efficient way by which objectives and easily
achieved and effectiveness of management of organizational behavior is increased.
Anderson Brion states that power is based on individual’s ability to engage in and increase the
interest of other group members. The Anderson Bryon there are two main mechanism that can be used to
determine the behavior of power holders. This method can assist individual in maintaining their power in
an organization. This mechanism can support individuals to reduce various threats of losing power. The
author states that individuals are driven to gain power for various proposed reasons. The author believes
that personality of person assists them in promoting behavior. People those who are engaged in various
activities and situations are characterized on the basis of stability, legitimacy and status. Anderson Bryon
has focused on determining the way in which power holders respond to threats of losing power. The
author has said that power holder often have reaction to threat and change in power. According to
Anderson Bryon, lack of self-regulation among power holders may have great effect on impulse control
and may lead to increase in unethical behavior. On the other hand rational theory state that the individual
behavior can be determine by the way they react to various situations and their future expectations. The
rational theory state that organizational goals are effected by individuals' behavior. On the other hand
Morgan, Gregory and Roach believe that leader behavior has great impact on enterprise goals.

REFERENCES
Books and Journals
Creed, A., 2011. Organisational behaviour. OUP Catalogue.
Cooren, F., 2013. Interacting and organizing: Analyses of a management meeting. Routledge.
Owings, William A., and Leslie S. Kaplan. Leadership and organizational behavior in education: Theory
into practice. Pearson, 2012.
Tyson, S. ed., 2011. Appraising and Exploring Organisations. Routledge.
Indermun, V. and Saheedbayat, M., 2013. The job satisfaction-employee performance relationship: A
theoretical perspective. International Journal of Innovative Research İn Management. 11(2). pp.1-9.
Online
Morgan, G., Gregory, F. and Roach, C., 1997. Images of organization.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based
approach. IAP.