Organizational Behaviour: Stereotypes, Theories, and Organizational Issues

This essay evaluates the organizational behavior at the working place, discussing stereotypes, organizational behavior theories, and organizational issues such as social, cultural, and ethical factors. It also presents strategies that support to improve the organizational behavior at the working place.

Running Head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour

2
ORGANIZATIONAL BEHAVIOUR
Introduction
The main aim of this essay is to evaluate the organizational behavior at the working place.
The stereotype is negative thinking of an individual towards a different culture of people.
There are different factors that could be caused of stereotype like age, religion, ethnicity,
gender, culture, and race. It also discusses how workforces act as an individual in the
company and how they converse with a team member. Organization gain their understanding
about techniques by which an individual and group interact at the working place. This essay
critically analysis the theories of organizational behavior. It also presents the negative and
positive effect of stereotype in the organization. It also discusses three major organizational
factors like social, cultural, and ethical that could negatively impact on the working place. In
last, it represents strategies that support to improve the organizational behavior at the working
place.
“It is better to rely on stereotypes than to enter into a relationship with someone from
another culture without any idea of what believe in”
Merits and demerits of stereotypes
Luthans et al. (2015) explained that stereotype is the thinking of an individual and group
about the behavior of other employee or team that are the part of organization. From the
application of stereotype, an individual make perception for an individual about their
working style, nature, dressing, talking, and waking, personality, and language.
It is an investigation and use of knowledge about how an individual or employee acts in the
organization. It is technique that is used by employee for making clear perception about any
stimulus. It is used by both public and private sector organization. It supports employee,
technique, and structure, and external atmosphere blend for making an effective operating
structure. It is a subdivision of management activities that could understand, predict, and
influence an individual behavior.

3
ORGANIZATIONAL BEHAVIOUR
In support of this, Montano and Kasprzyk (2015) stated that it is the discovery of the thinking
of individual and group on the working place towards the working employees. It supports to
determine the relationship between behaviour, emotions, and performance of an employee at
the working place. It enables the organization to discover factors that could be imperative to
develop an effective company. It is the part of human resource management. It supports the
organization to investigate factors that could influence the performance of the firm. Human
resource manager performs different tasks such as planning, organizing, directing, and
controlling by considering organization behavior. Hence, it is stated that human resource
management department could directly influence the stereotype.
Payne (2015) explained that stereotype thinking is occurred by many factors mong the
employees such as religion, race, age, gender, culture, language, and colour. It could also
negatively influence the performance of an organization by a lower level of morale, legal
tension, bad working relationship, and abuse and mistreatment. This, it is analysed that the
stereotype would decline existing image of the company in the employee’s mind.
Organisational behavior theories
Grayson and Hodges, (2017) argued that organizational behavior theory support the
organization and management to critically analysis situation that will be occurred at the
working place. There are three major organizational behavior theories such as classical
structures, contingency structures, and behavioral structures that could be used by the
organization. It will enable the organization to measure their existing performance for getting
higher competitive benefits.
In support of this, Epstein and Buhovac (2014) stated that classical approach enables the
organization to use a hierarchical structure where employees are interlinked with a different
department. The employee reports to top management regarding their work. Thorough this
approach, organization could be capable to make clear organizational structure.

4
ORGANIZATIONAL BEHAVIOUR
In addition, if there are engineering issues then it goes to the engineering department while if
the problem is related to staff then human resource management manages with it. If
employees and managers have limited experience and understanding about their field then
this method would be quite flexible as compared to the other theories.
According to Evans-Lacko and Knapp (2014) contingency theory enables the company to
adapt their atmosphere without any structure. Through this strategy, organization will be
capable to discover problems that are occurred by the lack of knowledge and experience of
manager. This strategy facilitates organization to easily determine consumer needs and obtain
reliable outcome. It is also stated that if a manager is well knowledgeable and higher
experience in their field then the contingency model could be effective for the organization. It
will also support to decline negative effects of stereotype from organization.
(Source: Newell and Nelson-Gardell, 2014)
On the other side, Newell and Nelson-Gardell (2014) examined that behavioral approach
enables the company to concentrate on the attitude and behavior of individual because it
could influence the business success. This method enables the company to offer an
appropriate environment to their employee for accomplishing their assigned work. The
organization should also address the working nature of employee due to creating the suitable
business environment and eliminating the negative effects of steerotype. The behavioral

5
ORGANIZATIONAL BEHAVIOUR
theory supports to make an effective decision related to the work as it could support to
improve the existing performance of the firm.
Organizational issues associated with social, cultural, and ethical
In the view of Kadushin and Harkness (2014) the cultural, social, and ethical factor could
directly impact on the organizational performance. The cultural is set of belief that is set of
norms for the society. The culture could show which kinds of behavior is acceptable or not.
The organizational culture shows the overall lifestyle of the company. It considers many
factors like company belief, working methods, past record, ethics of organization, social
engagement, teamwork, customer service quality, dress code, and working atmosphere. It
could directly impact on the employee’s attitude that could decline existing performance of
the organization.
Deresky (2017) argued that ethics shows are a code of conduct at the working place. It is
complicated for the organization to handle the behaviour of employee if they have their own
norms for performing an appropriate behaviour at working place. The unique ethical norms of
an employee could create a major issue for the company due to the dissimilarity between the
employee and organization ethical norms. It could create the ethical issue at the working
place. There are many factors that are considered in the ethical issues like sexual harassment,
favoritism, termination, delay to offer provident fund.
According to Guiso, et al. (2015), the social issue affects the success of employees in the
working place. Employers understand employees issues related to the racism, drug and
alcohol, poverty, domestic violence, dependence, and sexism. These issues could lead to
unhappy and demotivated workforces. Consequently, it could decline productivity of
employee and organization.
Findings on current developments in organizational behaviour

6
ORGANIZATIONAL BEHAVIOUR
In opposition to this, Prause and Mujtaba, (2015) explained that company should imply many
strategies with respect to eliminate ethical issues such as ethical norms, train employees, and
determine expectation. It would support organization to make a positive image in the
employee’s mind and eliminate the stereotypes from the working place.
In support to this, Shafritz, et al. (2015) illustrated that the organization should use many
approaches in order to eliminate the cultural issues form the working place like identify the
business and individual need, effective communication method, deeply understand different
culture people and give equal value to each culture of employee. It would be supportive for
making a reliable relationship with the employee and obtain a positive outcome.
Guiso, et al. (2015) opined that organization should practice the corporate social
responsibility to improve the existing situation of society. It would help the organization to
make a positive image in the employee’s mind. The corporate social responsibility strategy
could positively motivate the workforce to work in the working place with a positive
environment and retain them for long-term. Through this strategy, the organization will be
capable to get a higher competitive benefit.
Conclusion
From the above interpretation, it can be summarized that stereotyped thinking could influence
the performance of the organization. It can also be concluded that there are certain elements
that could influence the organizational system such as process, procedure, and system of the
firm. It can also be illustrated that the efficiency of employee and organization could directly
impact on the business performance. Furthermore, it is also found that social, ethical, and
cultural components could negatively impact on the organizational performance. In addition,
it can also be illustrated that organization should use ethical norm, cultural diversity rules,
and regulation, and corporate social responsibility act to eliminate the ethical, cultural, and
social issues form the organization.

7
ORGANIZATIONAL BEHAVIOUR

8
ORGANIZATIONAL BEHAVIOUR
References
Deresky, H. (2017) International management: Managing across borders and cultures. USA:
Pearson Education India.
Epstein, M. J., and Buhovac, A. R. (2014) Making sustainability work: Best practices in
managing and measuring corporate social, environmental, and economic impacts. UK:
Berrett-Koehler Publishers.
Evans-Lacko, S., and Knapp, M. (2014) ‘Importance of social and cultural factors for
attitudes, disclosure and time off work for depression: findings from a seven-country
European study on depression in the workplace’, PLoS One, 9(3), e91053.
Grayson, D., and Hodges, A. (2017) Corporate social opportunity!: Seven steps to make
corporate social responsibility work for your business. USA: Routledge.
Guiso, L., Sapienza, P., and Zingales, L. (2015) The value of corporate culture. Journal of
Financial Economics, 117(1), pp. 60-76.
Kadushin, A., and Harkness, D. (2014) Supervision in social work. USA: Columbia
University Press.
Luthans, F., Luthans, B. C., and Luthans, K. W. (2015) Organizational Behavior: An
evidence-based approach. USA: IAP.
Montano, D. E., and Kasprzyk, D. (2015) ‘Theory of reasoned action, the theory of planned
behavior, and the integrated behavioral model’, Health behavior: Theory, research, and
practice, pp. 95-124.
Newell, J. M., and Nelson-Gardell, D. (2014) ‘A competency-based approach to teaching
professional self-care: An ethical consideration for social work educators’, Journal of Social
Work Education, 50(3), pp. 427-439.
Payne, M. (2015) Modern social work theory. USA: Oxford University Press.

9
ORGANIZATIONAL BEHAVIOUR
Prause, D., and Mujtaba, B. G. (2015) ‘Conflict management practices for diverse
workplaces’, Journal of Business Studies Quarterly, 6(3), P. 13.
Shafritz, J. M., Ott, J. S., and Jang, Y. S. (2015) Classics of organization theory. USA:
Cengage Learning.