Organizational Behavior

This essay discusses the importance of organizational behavior in managing diverse cultural and social entities in the workplace. It highlights the role of stereotypes and conflicts in affecting individual and organizational performance and the need for effective management. The essay also emphasizes the role of managers and officials in resolving conflicts and maintaining a positive work environment.

Running head: ORGANISATIONAL BEHAVIOR
Organizational Behavior
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Author’s Note:

1ORGANISATIONAL BEHAVIOR
In the present times it is seen that the various business organizations consists of
various diverse cultural as well as social entities and therefore the management of these
diverse cultural as well as social entities requires effective management skills (Berkery,
Morley and Tiernan 2013). Therefore, in the present times it is seen that the various business
organizations focus more on the aspect of the behavior in comparison to the other aspects of
the concerned business organization (Kunze, Boehm and Bruch 2013). It is often seen that the
management of these diverse social as well as cultural entities in most effective manner not
only helps the various business organizations to create a more positive environment at the
workplace but also helps them to enhance the individual and the organizational performance
of the employees (Berkery, Morley and Tiernan 2013). It is here that the concept of
organizational behavior gains special emphasis. This essay intends to focus on the concept of
organizational behavior.
In the opinion of Eraldo Banovac “Good managers don't set a goal to increase
efficiency, but rather an implementation of business process improvements that result in
higher efficiency as well”. It is significant to note that in the present times with the
diversification of the society with the influx of the various cultures as well as the people from
the diverse social backgrounds the various workplaces are also becoming much multicultural
in the present times (Kunze, Boehm and Bruch 2013). It is a reflection of this that it is seen
that in the present times the various workplaces have become more multicultural and
diversified than they were a few decades ago (Wagner and Hollenbeck 2014). Therefore, it is
often seen that is a conflict among these diverse cultural as well as social entities at the
workplace. The management of these conflicts and their effective resolution is very important
for the proper performance of the employees within the workplace (Wagner and Hollenbeck
2014). It is often seen that these conflict not only disrupt the positive environment of the
workplace but at times also affects the performance level of the various employees related to

2ORGANISATIONAL BEHAVIOR
the concerned business organization (Gold et al. 2013). It is precisely here that the role of the
higher management of the concerned business organization comes into play as the resolution
of these conflicts is not only essential to maintain the positive workplace environment but
also for the effective performance of the employees as it is often seen that these conflicts tend
to affect the performance level of the employees in a negative manner (Gold et al. 2013).
Stereotypes form an important part of the various workplaces and it is seen that the
various individuals develop or form an idea about the various people from diverse cultural as
well as social backgrounds that they are likely to act or behave in a particular manner (Bissell
and Dolan 2012). It is significant to note that these stereotypes have both negative as well as
positive implications. The negative implications of these stereotypes is that they to form a
kind of biased environment in the workplace as people generally tend to think that this
particular individual is likely to act in this particular irrespective of the fact whether that they
are actually going to act in that particular manner or not (Kalokerinos, von Hippel and Zacher
2014). Therefore, it can be said that it creates a negative environment at the workplace and all
the employees within the workplace thus do not act in a cohesive manner (Wood et al. 2012).
Thus it can be said that the negative implication of the various forms of stereotypes at the
workplace is that they not only reduce the organizational performance of the concerned
business organization but also tend to reduce the individual performance of the various
employees as well (Wood et al. 2012). The various kinds of stereotypes within the diverse
business organizations also tend to affect the team spirit of the diverse individuals within the
workplace in a very negative manner and this takes a toll again on the overall productivity of
the organization concerned (Bissell and Dolan 2012). Thus, it can be said that the practice of
stereotypes at the workplace tends to affect the concerned organization in a negative manner.
There are certain positive aspects of the concept of stereotypes within the workplace
as well. The primary advantage of the various stereotypes at the diverse workplaces is that

3ORGANISATIONAL BEHAVIOR
they tend to lower the level of conflicts which normally happens at the diverse workplaces on
the score of the concept of diversity in terms of culture as well as social differences in the
background of the employees associated with the concerned business organization (Upadhya
and Vasavi 2012). It is often seen that in most of the workplaces which boasts of employees
from the diverse cultural as well as the social backgrounds that people belonging to one
particular set of culture or social background usually tend to avoid the other employees from
the other cultural or social backgrounds (Nel et al. 2012). This is a reflection of the fact that
the same things or words have different interpretations in the other cultures or social
backgrounds. Therefore, it is often seen that the people from the same cultural or social
backgrounds prefer to stay with the individuals belonging to their own cultural and social
backgrounds and does not often indulge in active conversations or interactions with the
people from the other cultural and social backgrounds (Kulik and Olekalns 2012). This
particular technique is usually utilized by the various individuals within the workplace in a
bid to avoid the conflicts which might arise due to the various differences in opinions as well
as the different interpretations which the same words have in different cultural and social
backgrounds (Nel et al. 2012). Therefore, it is seen that most of the business organizations in
the present times follow the policy of stereotypes for the management of the diverse cultural
as well as social entities within their workplace (Au and Marks 2012). It is true that this
particular policy destroys the team spirit of the workplace and thereby the effective
performance of the employees within the workplace but it also saves not only the time as well
as the other valuable resources of the concerned business organizations which it would have
needed for the resolution of these conflicts (Nel et al. 2012). Thus, it can be said that this
particular concept helps the various business organizations to maintain a kind of quasi-peace
within their workplace and thereby create an environment which is kind of congenial for the

4ORGANISATIONAL BEHAVIOR
effective performance of the diverse cultural as well as the social entities of the business
organizations.
The role of the various managers as well as the officials related to the higher authority
of the concerned business organization becomes very important in the resolution of the
various kinds of conflicts which arise within the workplace (French 2015). It is significant to
note that in case of a conflict the colleagues or the various employees should be the first
people to take the required initiative for the resolution of the conflict (Furnham 2012).
However, even after their intervention if the problem still persist then the various managers
as well as officials related to the higher authority of the concerned business organization
should intervene in the matter and try to resolve the matter. It is significant to note that these
conflicts have a significant influence not only on the performance of the various employees
but they also tend to destroy the positive work environment of the workplace. Therefore, the
active and effective intervention of the various managers as well as officials related to the
higher authority of the concerned business organization becomes of paramount importance in
the process (French 2015). Moreover, it is often seen that if the problem is not resolved and it
persists then negativity as well as a feeling of enmity develops among the concerned
employees and this affects the other employees related to the ones having the conflict in a
significant manner (Furnham 2012). Therefore, the effective resolution of the various
workplace conflicts becomes of paramount importance for the various managers as well as
officials related to the higher authority of the concerned business organization.
To conclude, the behavior of the various employees within the business organizations
is an important aspect which the various managers as well as officials related to the higher
authority of the concerned business organization need to take into consideration. It is
significant to note that in the present times the various business organizations have become
much more diverse than they were a few decades ago. Therefore, it is obvious that there will

5ORGANISATIONAL BEHAVIOR
be conflicts among the diverse employees belonging to the different social as well as cultural
backgrounds. However, the management of these conflicts in the most effective manner is of
paramount significance as these conflicts not only affect the individual performance of the
employees but also of the overall performance of the organization concerned. Thus, the
various business organizations often take the help of various policies like the stereotype
system and others to effectively manage these conflicts.

6ORGANISATIONAL BEHAVIOR
References
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