Organisational Behaviour Reflection

Running head: Organisational Behaviour 1
Putting It All Together and Making it Work at Work

Organisational Behaviour 2
Reflection
Organisational behavior is not a single aspect of an organisation but a major feature or approach
which plays a vital role in all the aspects of the organisation. The analysis and study of the
various concepts and models of organisational behavior helps in effective understanding of a
number of things. It offers understanding of what all is there in any organisation, the way in
which the organisational workforce is acting and the manner in which satisfaction of the
workforce can help in developing the bottom line of the business. It also supports in analyzing
the manner in which the employees and the organisation can have a more efficient association
(McShane and Von Glinow, 2015). The study of organisational behavior has developed a sense
of understanding in me in respect with the individual behaviors and their value in personal as
well as professional lives. Organisational behavior has not only taught the importance of
interconnection but also the various aspects of behavior which can impact the working of the
individuals.
The first experience or learning was, a few months back, there was a sudden change in the
management of my organization which not only have resulted in workplace issues but also a
number of challenges which made the working tough. There were a lot of issues regarding policy
changes, workplace bullying as well as increased employee turnover due to higher level of job
stress. Even the competent and well as highly skilled people also left the jobs due to the
continuously increasing issues and stress. According to the learning gained from the study of
organizational behavior in the book develop by McShane & Von Glinow, it was made
understood that the key factor behind the success and growth of an organisation is the
organisational workforce. The happier, satisfied and contended the employees are the lesser are
the chances of occurring stress because of organisational, physiological and environmental issues
(McShane and Von Glinow, 2015). But in the change management process, if my organisation
cannot deal effectively with such job related issues and stress problems then there will be
increased chances of employee turnover. The research also helped me perceiving things and
behaviours as it explained me that our perception is the key factor for driving our cognitive
process. I have learned that it is primarily our psychological connection that defines the level and
type of stress as well as it is the one which only can help a person in coping up with the
organisational stress. I can illustrate it better with one of the instances, as at my workplace, there