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Assignment on Organizational Behavior Study

   

Added on  2020-04-07

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XYZ Energy 1XYZ ENERGYby NameThe Name of the Class (Course)Professor (Tutor)The Name of the School (University)City, StateDate of Submission
Assignment on Organizational Behavior Study_1

XYZ Energy 2Introduction Organizational BehaviorOrganizational behavior is the study that explores and scrutinizes the structure of theorganization that has an impact on the behavior of staff within the organization (Glăveanu 2008).Adhikari (2003) defines organizational behavior as the study that examines the behavior of aperson or group of persons within an organization. The study assists to examine and analyze theemotions, attitudes towards work, job satisfaction, motivation of employees (Adhikari, 2003)The acquisition of the larger company Big Energy to smaller company XYZ Energy causedmany issues. This study purposes to understand the impact of the acquisition by evaluating thevarious issues faced by the staff pertaining values, behavior and attitude. ValuesValues are beliefs held and under one’s control. Values vary from one organization to anotherand also from one individual to another. Values are the crucial foundation of every businessorganization whether the organization is aware of it or not (Middleton 2002). A company’svalues are what is important to that company, what the company strives to accomplish every day.In most cases, the values tend to revolve around how the company interacts with the customersand employees. Through this interaction, the business is able to motivate or influence behaviorand highlight how each employee should approach the work ethos (Biswas 2009). The two companies Big Energy and XYZ companies did not blend or complement between theemployees and supervisors that consequently impacted the interpersonal relationships andultimately influenced the managerial effectiveness. The assimilation of the organizationsseverely affected the employees as their advancement and growth was at stake and therefore theirmorale was at its lowest. Therefore, when Sally Johnson intervened seeking a solution by
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XYZ Energy 3arguing to the senior management to reconsider their decision to integrate Big Energy, waspointless because the employees had already started to leave. Big Energy management wasunable to effectively manage the integration process causing the employees of XYZ Energy toresign yet they had contributed immensely to the growth of XYZ enabling it to reach where itwas today. Organizational CultureOrganizational culture is another crucial aspect in the growth and expansion of an organization(Schermerhorn et. al. 2000). The culture helps the managers and administrators of anorganization to determine who to employ by hiring a suitable person to fit well within the criteriaand standards in accordance with the organization policy (Ujjainia, n.d.). Culture will require theemployees new or old to fit into the ways and methods of the organization. The organization willbe looking at people with similar values and those who will fit in well to the environment of theorganization. For example, if the company’s core value revolves around particular religiousbeliefs such as Muslim, it is highly unlikely that the organization will employ a Christian orIndian in the organization.Organizational behavior significantly depends on the organizational culture (Schermerhorn et. al.2000). A corporate or organizational culture depends largely on the behavior of the organization.XYZ Energy had a culture that can be matched with Schein’s behavior model that puts emphasison three main aspects of an organizational culture. The case study reveals that XYZ companyhad its own culture which the staff had adapted. The management team seemed to work wellwith staff members who outwardly showed their respect to them. The relationship between theleaders and staff was more of democratic rather than autocratic. The employees contributionswere respected too and appreciated which can be depicted in the Schein’s behavior model.
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