5T5Z0012 - Managing Effective Organizations: Behavior & Analysis

This essay provides an overview of organizational behavior in a business context, focusing on its role in achieving personal and professional success. It discusses theories related to managing diversity and resolving conflicts in the workplace, highlighting their implications for organizational growt...Read More

Running Head: Managing effective Organization
Managing effective Organization

Managing effective Organization 1
Organizational Behavior at Workplace
Organizational Behavior refers to the way in which individuals and groups interact in the culture
of an organization. Positive organizational behavior stimulates the growth of an organization.
The organizational behavior helps an organization combine all the resource available with them
and drive them towards the achievement of organizational objective. Also it shall be remarked
that good organizational behavior recognizes the opportunities and shape the internal conditions
in such a way so as to gain benefits for people and the organization on a whole (Open.lib 2017).
The purpose of this assessment is to provide a brief overview about the use of organizational
behavior of theory in a business; and how it helps in achievement of personal professional
behavior. Further the organizational behavior tells about the theories that are managing diversity
and conflicts at workplace and its implication in the organization. More details about the task are
discussed below.
All this while I have been using my full efforts and efficiencies to help my consultation business
to reach its peak in the external market, but now I got to know that implementing organizational
behavior is the most effective way to resolve many issues in the organization and achieve
success. The success of a consultancy services is based on the human resource involved with the
working of the organization. Thus it is very important in the organization to maintain good
organizational behavior so as to accomplish defined goals and target in the organization (Barak
2016). Talking about my organization, I realized this fact that it is not easy for a new comer in
the field of business it develop their own startup and maintain its competitive edge in the target
market. Many situations come when I feel of quitting the work and leaving things behind
because of is complexity and managerial issues. Further, it is also not easy to consult people
regarding their human resource management issues when my organization faces issues problems
in their internal process (Bolman, and Deal 2017). My experiences says that before telling people
their problems and solve, I need to solve the organizational behavior assess attracted in my
organization. So for that purpose I choose to initiate good organizational behavior in the by
managing diversity and solving conflicts at workplaces.
Consultation business requires different views and suggestions of people who can help the
people struggling with their own organizational problems. Thus, it had become a necessity for
my business as well to maintain diversity in order to gain different perception and opinions of
people. But somehow it is difficult as well to manage different views and opinions of people in
an organization (Burke 2017). Resulting to which if issues are not solved then organization
might face barriers in organizational growth process as well. Further it shall be noted that
diversity also leads to growth an expansion of organization as well (Cahn, and Abigail 2014).
But as every aspect has its pros and cons similarly, managing diversity is a difficult task because
it involves asking different personalities work together for one definite motive. Further another
issue in organizational behavior of my company is the problem of rise in conflicts in the internal
process. This factor can act as a major drawback in the success of any organization. If the
employees of the company do not have integrity and team bond in the organization then the

Managing effective Organization 2
external source will not provide aid to the organization in achieving success. So, resolving
conflicts shall be marked on the highest priority (Choi, and Rainey 2014); also conflicts in
organization can occur because of many reasons in the company. In my organization the
conflicts rise because of lack of communication between in the team mates, subpar performance
and poor interpersonal relationships. These are the major reasons due to which there is inefficient
organizational behavior which bars the growth of the company (Oswick, and Noon 2014).
In context to the issue of managing diversity, I have started using many strategies them properly.
Basically there are three dimensions of diversity that are primary, secondary and tertiary.
Primary dimension includes race, gender, sex, and ethnicity; whereas secondary dimension
includes religion, culture, family status, geographic dimension etc. and lastly, tertiary dimension
includes assumptions, feelings, beliefs, values etc. These dimensions interact with each other and
portray their image in the external world on the basis of which a person understands the nature of
other (Lyons, and Kuron 2014). So, difference in such values is called diversity but my
organization this difference gives me less benefits and more problems in maintaining
organization behavior. Further in milieu to strategically maintain diversity in the organization, I
initiated various activities in the culture such as training and mentoring, communicating,
language, commitment and team building. Start with training and mentoring, these are the two
factors which can somehow reduce the negative effect of diversity in the organization. Training
refers to the process of teaching the existing employees of the organization and making them
efficient enough to understanding different issues attracted in the organization (Sabharwal,
2014). Being a mentor and guide of the organization, it is my duty to training them and makes
them understand about the different issues due to which the organization is not working
efficiently. So, I taught the employees about the sensitivity of the stage at which my organization
in working right now and the ways which all can implement to achieve great success. So in this
way the with the help of training and mentoring, the mind of the employees got widen to accept
each other with their cultural diversity and difference and still work together to achieve the same
objective (Williams 2013).
Furthermore talking about another strategy which helped me to cover up the loss of diversity in
the organization is communication. It is one of the best ways to solve any problem in the
organization. Communication enhances the working capability of the employees as this process
helps the employees in sharing their view and understanding others as well (Harvey, and Allard
2015). Efficient communication in the internal process not only benefits internal process but it
also helps the employees to understand the problems of clients in a better way which results in
greater level of satisfaction as well. Commitment is the process which helps the employees to
trust on the capabilities of the company and the employer of the company. Commitment
increases trust which subsequently aids team work in the organization and improves adaptability
in the organization. If the employer in the organization commits to the expatriate to support and
train them and increase the personal gains; then the employees in the company will also work
more to provide the company better monetary results and goodwill as well (Rice 2015).

Managing effective Organization 3
Language is another way of reducing the negative effect of diversity in the organization. If all the
employees in the company use and understand same language then the organization will adopt
uniformity due to which people will leave their cultural differences behind and come forward to
communicate with each other in the organization. Thus, these are the strategic ways which I
adopted in my organizational behavior which somehow helped me to resolve issues and initiate
success.
As discussed above conflicts in the organization can be because of many reasons, so talking
about the reasons due to which I faced problems in my consultancy services business are
improper communication, subpar performance and poor interpersonal relationships. So in context
to resolve such issues the approaches which I took are accommodation, confrontation,
collaboration, compromise and open door policy adoption. Starting from accommodation, this
process helped the organization lay emphasis on co-operation instead of assertiveness. In this
process lays less stress on their interest and give chances to the opinion and views of other
people to come forward. We are aiming to help all the employees in the organization to adopt
this as if one person will give rise to the views of other person then ego will eliminate itself and
communication will develop. Thus, with the increase in communication, most of the conflicts
occurring in the internal process of the organization dissolve immediately (Open.lib 2017).
Further confrontation refers to the process of asking every employee in the organization to place
their desires in the organization and asking all other employees to adopt the organizational was
which best suit the behavior of the company and applies them. With the aid of this process the
company gets to know about thee aptitude which them employees have in them and remove the
problem of subpar performance. This type of performance refers to the activity under which one
of the employees in the organization is not doing their work properly due to which the whole
organization suffers (Iedunote 2017). So this process will help me as a supervisor to look after
the activities of the employees and confront the one who is not acting well in the workplace.
Next is collaboration which involves parties working together to solve the issue and bot the
parties receive a win-win situation. This process is a favorable negotiation style to resolve the
disputes formally. As it gives situation to the people under which both the people involved in the
conflict receive a solution which is a win-win situation for both of them (Klotz, and Neubaum
2016).
With the process compromise, both the parties involved in the conflict can identify some interest
and initiate willingness to compromise and bring the conflict resolution to an end. This process
also gives internal level of satisfaction to the employees as well. Furthermore the last way which
my organization used to resolve the conflicts occurring in the organization is the open door
technique. Under this method any employee in the organization can immediately go and talk to
the supervisor in the organization regarding the issue or conflict which they are having in the
work. Resulting to which, the supervisor will easily help them to resolve their queries and gain
more satisfaction from the organization (Kirton, and Greene 2015). Thus also this process will
improve the superior and subordinate relationship resulting in better performance of the

Managing effective Organization 4
employees as well. So, these are the theories and models with the help of which employees in the
organization can gain more satisfaction, and the organization can resolves the problem of
organizational behavior.
The abovementioned theories and tactics best fit the problems occurring in the consultation
business. Initially taking the managing diversity issue, my organization did not have the problem
of lac of human resource or inefficient human resource, but the problem was to develop harmony
among different employees coming from different cultural background due to different cultural
background all employees have their different ways to thinking and resolving the problems of the
clients. And this aspect was exactly needed in the organization, but the problem arose when this
different in the background and nature of people reacted on the internal activities of the business.
Resulting to which, I adopted the best technique to resolve it that is training, team building,
mentoring, communication etc. These activities will help the employees in the company to move
in the right path and do not waste their energies in the wrong direction (Pinder 2014). Also this
process will initiate good relationship between the employees in the organization resulting to
good organizational behavior as well. Further diversity in the organization can be managed only
if the employees are willing to, so mentoring process helped to motivate the employee and shift
their interest in the better direction so as to crate good relationship with expatriate as well. Such
activities adequately supported my plan and achieved success by resolving the issues in the
organization (Bauer, and Erdogan 2017).
The next issue of the organization was conflicts in workplace. Such conflicts can occur due to
many reason but the specific reasons due to which the organization attracts such conflicts are
discussed above. The reason for choosing the above mentioned theories to solve the problems is
that they adequately support the organizational behavior of my company. The open door
approached helped the employees to share their problem directly with the supervisor of the
company and seek their advice as well. Direct connection with the employer resolved confusion
and the rumors in the organization and resulted in peace. Further the process of accommodating
helped the employees to give chance to other people to come and participate in the activities of
the company due to which team building activities was initiated (Wood, et. al., 2016). The
confrontation and compromising activities helped the employees to directly resolve the issue
with involved party and create a win-win situation so that no person is left dissatisfied. Such
activities helped the company to raise the level of satisfaction of the employees and improve
their efficiency as well. That is why these theories were adopted by the company.
With my personal perspective the above mentioned as activities positively supported my
capabilities to rise and shine. No person can gain aptitude by living in the positive environment
always. Negative environment of the organization teaches more thing than positive environment.
Thus, the above mentioned problems polished my skills and abilities to lead in target market and
gain success in professional as well as personal lives (Guillaume, et. al., 2014). By opening a
new consultancy start-up I had already taken a major risk but somehow I knew that my abilities
will sustain the company in the target market. But soon the company started facing issues in

Managing effective Organization 5
workplace management activities. The organization behavior of the company became negative
which reflected in the external environment as well due to which the sales of the company
lessened. But soon I found theories and models which supported my approach with which I
wanted to solve these problems in the organization. During this course of action I faced many
issues and solved them as well. This improved my understanding to look at the problems in
workplace and manage them in such a way that nobody gets harmed and interest of all people is
relied in it. Thus, with process I became professionally capable to understand critical issues and
work on them in such a way that the all people connected to the problem get their satisfied
outcomes. Thus, in the limelight of abovementioned events the fact that shall be noted is that
every organization has their different behavior and issues but every person should learn from
them and apply those theories to succeed in life.

Managing effective Organization 6
References
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Bauer, T., and Erdogan, B., 2017. Causes and Outcomes of Conflict. Organizational Behavior.
FlatWorld.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Cahn, D.D. and Abigail, R.A., 2014. Managing conflict through communication. Pearson.
Choi, S. and Rainey, H.G., 2014. Organizational fairness and diversity management in public
organizations: Does fairness matter in managing diversity?. Review of Public Personnel
Administration, 34(4), pp.307-331.
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Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
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https://iedunote.com/organizational-conflict-types
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Klotz, A.C. and Neubaum, D.O., 2016. Research on the dark side of personality traits in
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Open.lib., 2017. Conflict Management. Viewed on December 6, 2017 from
http://open.lib.umn.edu/organizationalbehavior/chapter/10-4-conflict-management/

Managing effective Organization 7
Oswick, C. and Noon, M., 2014. Discourses of diversity, equality and inclusion: trenchant
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