Organisational Behaviour (MNG82001)

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Added on 2020-04-13

Organisational Behaviour (MNG82001)

Added on 2020-04-13

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Running head: Organizational behavior Organizational behavior

Organizational behavior (Literature review: Psychological capital and its influence on the positive organizationaloutcomes)The paper talks about the significance of the psychological capital in the organization. Itexplains that how positive psychological capital influence the results and outcomes of theorganization. Further, it describes the four components of the psychological factors such as self-efficiency, hope, optimism, and resiliency. It describes that how these components help toimprove and enhance the effectiveness, productivity, and efficiency of the workers. It tells thathow psychological factors provide various competitive advantages in the world. Human resource plays a vital and significant role in the success and growth of thebusiness. Therefore, psychological capital plays an integral role in each and every organization.The psychological capital refers to the development and positive state of an individual ascharacterized by high self-efficiency, resiliency, hope, and optimism (Walumbwa et al, 2011).The positive thoughts, ideas, and characteristics create positive relationship and experiences. Intoday’s era, the scope of the psychological capital is very wider. The psychological capitalincludes power and positive aspects and features of human behavior. The psychological capital isused by the various authors in order to determine the goals and objectives of the firm. Avey et al(2011) said that there are four elements of the psychological capital which include hope,optimism, hope, and resiliency. The psychological capital is the mixture of the four components.These elements help to improve and enhance the performance and effectiveness of theorganization. The four elements of the psychological capital have been discussed below (Luthanset al, 2015). Self-efficiency: Sweetman et al (2011) said that self-efficiency shows the general trust and beliefof the people while demonstrating their efficiency and performance within the organization. Byusing self-efficiency, the company can improve the performance of the employees. Now it isassumed that high self-efficiency can affect the motivation of the employees. If the people areself-efficient then they can improve and enhance the motivation of the workers. Further, theemployees choose challenging tasks to improve the productivity and effectiveness within theorganization. Walumbwa et al, (2011) said that self-efficiency is not related to the employees’capabilities and competencies it is connected to the belief and abilities of the personal. Now itcan be said that there is a positive and strong relationship between performance and self-2

Organizational behavior efficiency. Hence, this favorable relationship provides job satisfaction and job security to theemployees Sweetman et al (2011). Hope: The sense of expectations and agency are required to attain the desired goals andobjectives within the organization. On the other hand, hope may be defined as an energy whichfocuses on the personal objectives and goals (Wang et al, 2014). It is tool and technique whichmotivates and enhance the people for doing work effectively and efficiently. After the variousresearchers conducted by the Cetin (2011), where he said that hope and desires play a significantrole to provide right direction to the people in the global market. Optimist: Optimist managers and employees play a significant role in order to increase thesuccess and growth of the company. The optimist people enjoy their life while pessimist peopledo not enjoy their life Sweetman et al (2011). The optimist people are able to resolve the keyissues and challenges in the organization. The optimism may be defined as psychologicalexpectations and intentions in order to accomplish the mission and vision of the firm. It alsoprovides a chance to make the life easy and reduce the stress and frustration of the life. It alsohelps to improve the psychical and mental health of the people (Choi and Lee, 2014). Resiliency: The resiliency may be defined as a tendency to reduce the depressing and adversityprocess. It also focuses on the success and goals of the organization. It also helps to reduce andeliminate the obstacles and negative situations (Norman et al, 2010). The resilient people caneasily adopt the changes in the life. The resiliency can also be developed by focusing on the risk,key challenges, and assets of the organization. Now it is assumed that psychological capital alsohelps to gain the competitive advantages in the global market. Further, the company must focuson the positive behavior of the people to increase and enhance the productivity in today’sglobalization world. Abbas and Raja (2015) said that success and growth can be obtained by thepsychological capital because it renders an opportunity for training and development to improvethe efficiency of the employees. It is true that psychological capital influence the positive organizational outcomes andresults. This also helps to manage and operate the trading activities and operations of theorganization. The four components also play a significant role in order to develop and enhancethe knowledge and experience of the people (Choi and Lee, 2014). Further, targeting also plays a3

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