Reflection on Organizational Behaviour

Running Head: REFLECTION ON ORGANIZATIONAL BEHAVIOUR
REFLECTION ON ORGANIZATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

1
REFLECTION ON ORGANIZATIONAL BEHAVIOUR
I work in an organization where I had to face transformational situations. Once, the leaders of our
team left the team due to some issues with the management. The issue was related to payment. This
payment issue became a hindrance in the way of stability of our team leader in the organization.
According to the theory of cognitive dissonance of organizational behavior, every individual, working
within an organization requires stability with a minimum of dissonance, but our team leader could not
afford to stay in the organization, due to the high levels of dissonance created by the situation.
It can be said that, this situation was an example of the discrepancy between theory and practice
which led to the violation of the cognitive dissonance theory of organizational behavior (Wilson, 2018).
The situation was meaningful as well as important for me and my growth in the organization because,
during that period our team was going through turmoil, lack of discipline as the leader of our team had
resigned and I had to take the responsibility to leading the team (Martin, 2017).
I had put my best efforts to make my leadership effective for the growth of the team and the
organization as well. I prioritize the overall goals, objectives and vision of the team rather than my own
interest. I also motivated the team members to cooperate and coordinate and enhance their productivity. I
took a friendly approach to deal with the problems faced by the team members, so that a good network of
communication can be established within the team and all problems in he way of the overall growth of the
team can be eliminated.
This is the way how I tried to eliminate all the discrepancies between the leadership behavior that is
rewarded, and the behavior that is needed to manage a team effectively. Still there might be discrepancies
between my perspectives to look at effective leadership and the expectation or perspectives of the team
members. This can be explained with an example, when more than 10 members of a team of 20 people
demanded for leaves on the same day, I was not able to allow all of them to take a leave, as that could
hamper the productivity of the team. This was also against the work ethics of the organization as well
()Gyekye & Haybatollahi, 2015).