Organizational Change Management

Running head: ORGANIZATIONAL BEHAVIOR
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Title: Organizational Change Management
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ORGANIZATIONAL BEHAVIOR
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1. In your own words, identify and discuss the main argument (also known as a thesis
or line of reasoning) presented in this article.
The main argument can be ‘The role of organizational culture in shaping
organizational behavior.’ The theme of the whole article revolves around organizational
culture and the way people behave in different cultures. People and productivity rely
heavily on the culture of the organization. In fact, it presents the image of the company to
the outside world. It also binds the members together as one. Robbie Katanga specified
culture as a way to do things in a company. It is true because an organizational culture
provides a framework that is to be followed by all the members alike and that is what
unites them as one. In short, it shows the ‘way’.
Moreover, organizations that have a diverse culture are more successful and
motivated. Such an organizational culture promotes a healthy working environment and
thus encourages the employees to outdo themselves (Gabriel, 2015). On the contrary,
negativity towards people from different backgrounds is a hindrance to personal and
organizational development. Discrimination and exploitation at the workplace create
mental stress and people often feel demotivated. Therefore, the culture of an organization

ORGANIZATIONAL BEHAVIOR
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has a huge role in shaping the behavior of any employee and as a result the success of the
enterprise.
2. In your own words, identify and discuss the assumptions and limitations of the
research in the article, that readers need to be aware of.
In the given article, I identified two assumptions and the limitations by
Hsaverstick and Watkins.
According to Alec Haverstick, culture is an outcome of compensation. It implies
that incentives are the foundation of the organization behavior and thus, culture.
However, I believe that this is not the case. Organizational behavior might get influenced
by the incentives, but it is not a product of them. In fact, the culture in the organization
determines whether the incentive will encourage people to do better or not. It is not
always possible that if people are incentivized they will become productive. Leadership
has a strong role to play in this regard (Biliavskа Y., 2017). The second assumption is the
portrayal of organizational culture by Michael Watkins. He stated that culture is made
from the situational pressures which cannot be said for all the organizations. The pressure
from society is not the only reason that people have followed a specific culture in any
organization rather it is a way to develop and enhance their skills and productivity. A
positive culture motivates people to perform better and generate favorable results. It is
not a way to protect the company, it is a system that people live and abide by.
Both Haverstick and Watkins perceive and present the organizational culture as a
burden, and it is not true. It is often seen that the organization that follows a positive