Argumentative Essay on Organizational Behaviour - [University Name]

This argumentative essay delves into the multifaceted realm of organizational behavior, emphasizing the pivotal role of organizational culture in shaping individual and group dynamics within a company. The essay argues for the importance of a positive work culture, highlighting its impact on employee motivation, risk-taking, and overall performance. It examines the influence of leadership, organizational change, and various behavioral theories. The essay discusses factors affecting organizational culture, such as employee engagement, risk-taking approaches, and knowledge sharing. It also explores the benefits of a strong organizational culture, including improved productivity, employee loyalty, and the alignment of company goals. The essay also examines the role of leaders and managers in implementing organizational changes and the importance of communication and resource allocation. The essay concludes by summarizing the benefits of a positive working culture, emphasizing its contribution to the firm's goals and long-term growth.

ARGUMENTATIVE ESSAY ON
ORGANIZATION BEHAVIOUR

TABLE OF CONTENTS
Introduction .....................................................................................................................................3
ESSAY ...........................................................................................................................................3
Conclusion ......................................................................................................................................7
REFERENCES ...............................................................................................................................9
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INTRODUCTION
Organizational culture is defined as a way that governs individual behaviour in the
company. Shared values, assumptions, beliefs and norms governs people's behaviour in the
organization. Overall behaviour of individuals is governed in the organization and it is a
powerful force that gives influences on the behaviour of people at the work place. Organizations
in which culture is given due importance are likely to gain long term growth and success. On the
other hand companies in which low values are given for culture are less likely to achieve their
targeted goals. In this assignment impact of organisational culture on individuals and groups
have been discussed and affirmative viewpoint has been adopted for achieving this objective.
ESSAY
According to Hatch and Cunliffe, (2013) Organizational culture gives impact on the group and
individual and due to that overall working culture at workplace. Organizations in which high
values are placed on innovation gives motivation to the staff members and due to that employees
gives preferences for taking risk. However organizations in which low values are placed than due
to that fear is created among staff members for not taking risks.
Organization culture and its impact on the Individual behaviour
Lichtenberg and et.al., (2016) has defined that characteristics of organizational culture reflects
the degree to which staff members are expected to be accurate in their works. Other than that
culture in which high attention is placed high value on attention are possibly to receive better
precision in work from the side of employees.
Achievement oriented organizations are likely to receive better outcomes and positive
involvement of staff member is there in such type of companies. McEown and et.al., (2014) has
defined that organizational culture is likely to give values that contributes towards social and
psychological environment of the company. Culture of a company depicts about collective
values, principles, beliefs and principles of organizational members.
Organizational culture is one of the strong contributor towards goals and success
achieved by the firm. Company should strive for developing positive work culture so that all the
staff members could be directed towards accomplishing their roles. Several elements that foster
positive culture in an organization includes Forgiveness, self esteem, positive experiences of
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employees and work ethics and esteem. Schunk and Zimmerman, (2012) has mentioned that
Positive culture in an environment helps for surviving in local market area and gaining
competitive advantage for the business. There exist strong connection between performance
improvement and strong organizational culture. Organizational commitment gives a way for
improving overall performance of the firm and it will also help for making significant
improvements in overall performance and growth of the firm. It will also support the firm for
gaining competitive advantage over other rival companies.
Risk taking approaches are necessary to be taken in an organization for developing
culture in which focus is given for generating new ideas for carrying out business activities.
Positive involvement given by staff members helps for accomplishing the required goals and
objectives of the firm in successful manner. Employees are given freedom for taking
participation in the strategy making and decision taking process and it develops a positive culture
in the firm.
Dunning, (2013) There are possibilities for gaining failures when risks are taken and a
successful company learns from mistakes. Employees working in an free environment are likely
to render better outcomes and positive recommendations for making improvements in overall
performance of the firm. Constructive and positive culture that exist in an organization fosters
higher performances over individual performance. Staff members that receives well paid salaries,
performance based rewards and monetary benefits gives higher level of performances.
Job satisfaction is more important as compared to other facilities at the work place.
Organizations that facilitates for empowering staff members develops a culture where every
staff members is given choice for expressing their views and opinions.
Alvesson and Sveningsson, (2015) have mentioned that It is essential that stability should be
there so that organizational culture should be developed in effective manner. For developing a
positive organization culture it is required that stability should be there so that required outcomes
should be successfully achieved. Outcomes of organization culture focuses on ensuring
employee safety and well being. If culture will be negative in the organization than due to that
absenteeism will be decreased and job satisfaction and productivity will decreases in the firm.
Management structure under which support and hard work of staff members is
recognized and awarded will reap long term benefits and due to that it will become possible for
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achieving growth and success for the firm. Productivity and efficiency of employees will
improve and it will give long term impact on the growth and success of the firm.
Culture of a firm represents about response of individuals towards its alignment to
organizational values. There are various benefits that are reaped by organization by developing
strong and positive culture at the work place. Various benefits comprise of high employee
motivation and loyalty of staff members towards the company. Culture aligns the company
towards accomplishing its vision, mission, goals and objectives. It enhances team cohesiveness
among the firm's various departments and divisions and it also promotes consistency and with
this it also encourages coordination for controlling the functional activities of the firm.
Harper, (2015) has defined that organizations need to place major emphasis on increasing
the productivity and efficiency of the firm. With objective to foster a healthy culture ion the
company it is vital that strong communication should be there so that required data and
information should be transferred successfully. Organization should have strong company
leaders with a strong sense of directions and purpose. It is critical that equal opportunities should
be rendered to the staff members so that they should become capable for realizing their full
potential. Firm should make investment in training and learning so that knowledge and skills of
the staff members can be improved. For developing strong communication it is required that
effective and strong communication should be made so that company should compete in market
and positive improvements could be done for improving the services that are being provided by
the firm.
Schneider and et.al., (2013) has defined that Managers needs to allocate resources in
efficient manners so that required activities of the firm could be accomplished successfully. A
positive organizational culture is collective of deeply embedded beliefs and values that are been
expressed as individual behaviour. It renders motivation to the employees and direct them
towards accomplishing goals and objectives of the firm in successful manner. It is vital that
impact of organizational changes should be duly evaluated by organizations so that positive
results and outcomes could be gained in terms of organizational outcomes and productivity. A
positive and strong organization culture helps for reducing employee turnover rates and with this
it also aids for enhancing job satisfaction level of individuals in the firm.
The roles of leaders and managers for implementing organizational change
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According to the view points of Rothaermel, (2015) Managers and leaders that are
working in the organization play a significant role in implementing the necessary changes in the
firm in successful manner. Effective leadership provided by the staff members will help for
making positive improvement in productivity and profitability earned by the firm. For achieving
organizational change positive support of all the staff members is required. Managers in this
situation ensures that managed level of dissonance should not be there in the firm.
Management needs to make it ensure that level of dissonance should not affect the give
impact on the behaviour of the staff members so that required changes should be implemented
successfully. If there is lack of understanding and harmony among personal and institutional
values than due to that organisational tension occurs. It imparts negative impacts on the
productivity of the employees and political behaviour. There is need for having a focused
approach for aligning the organisational values in a strategic framework. It will provide a
foundation on which cultural changes can be fostered, developed and implemented.
Organizational behaviour theories
Theories of organization behaviour helps for studying the human behaviour at work place
and it gives answers to questions such as why people behave in an environment and what are the
major reasons behind behaviour of people. Contingency theory of organization behaviour
mentions that conflicts are inevitable in an organization and conflicts are inescapable but they are
manageable.
Goleman and et.al., (2013) have explained that Managers and leaders in the firm are free
to take decisions on the basis of requirement of situation so that appropriate and effective
decisions should be taken in the firm. Similarly system theory of organization behaviour views
the overall organization as an open system that continually interact with the outside environment.
System approach gives emphasis for considering organisational behaviour as a system of input
which gives outputs. Basic foundation of system theory is that all the components of system are
interrelated with each other. If there are changes in one variable than it affects the overall system
and various components of system gets affected due to this. Non linear relationship exist among
different variables of the system and due to that activities of overall system gets affected due to
this. However complexity introduces by non-linear variables creates difficulties and challenges
for understanding the system.
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As per the viewpoints expressed by Goethals and et.al., (2014) Four major components
that are included in the organisational behavioural theory includes individual behaviour, group
behaviour, organisational processes and organizational structure. One most significant
characteristics of organisational theory is motivation. In the same way Neoclassical organization
theory defines about overall goal of managers is to maintain equilibrium in the firm and it gives
emphasis on regulating and controlling workers and the environment in which they works. In
practical terms application of theory and knowledge from organizational behaviour can be
divided into personality, job satisfaction, leadership. Power and reward management.
Human relation approach for organisation behaviour describes that group norms that exist
in the organization affects the overall performance of workers.
Factors giving for organisational change
Daft, (2014) has mentioned that There are several factors that gives impact on the
performance of the organization and due to that workplace culture also gets affected. A strong
drive is required for developing healthy culture at the work place. Organization where there is
less involvement of individuals in the decision making process and less employee engagement
have a negative organizational culture. Lack of skills and knowledge among staff members is
also a factor that affects the implementation of organizational changes.
Chhokar, Brodbeck and House, (2013) defines that Adaption should be there so that
individuals should accept the modifications that have been implemented in the firm. Competitive
advantage and long term success can be gained by a firm by fostering positive organization
culture. Higher politics in the company is also a reason which gives impact on the overall
organizational culture. It helps to mutually beneficial advantages for individuals as well as for
the organization. Lack of risk tacking approaches also affect the performance of the firm and
culture of the company. Moreover, decreased level of trust and respect are key factors that
adversely impact the efficiency and productivity of the firm. Rigid knowledge sharing process in
the firm makes it difficult and challenging for the employees to foster changes in the firm.
CONCLUSION
Summing up the assignment it can be stated that positive working culture in the company
aids for accomplishing required goals and objectives of the firm. The positive corporate culture
gives emphasis on importance of feelings of the staff members and it aids for resolving
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sufferings and issues that are been faced by employees. There are various factors that affects the
working culture in an organization and it comprise politics in the firm, risk taking abilities,
innovation, top management support and cooperation among staff members. Positive
organization culture contributes towards accomplishment og goal of the firm and long term
growth of the firm is gained through this.
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REFERENCES
Books and journals
Alvesson and Sveningsson, 2015. Changing organizational culture: Cultural change work in
progress. Routledge.
Chhokar, Brodbeck and House, 2013. Culture and leadership across the world: The GLOBE
book of in-depth studies of 25 societies. Routledge.
Daft, 2014. The leadership experience. Cengage Learning.
Dunning, 2013. Multinationals, Technology & Competitiveness (RLE International Business)
(Vol. 13). Routledge.
Goethals and et.al., 2014. Conceptions of leadership: Enduring ideas and emerging insights.
Springer.
Goleman and et.al.,, 2013. Primal leadership: Unleashing the power of emotional intelligence.
Harvard Business Press.
Harper, 2015. Organizations: Structures, processes and outcomes. Routledge.
Hatch, M.J. and Cunliffe, A.L., 2013. Organization theory: modern, symbolic and postmodern
perspectives. Oxford university press.
Lichtenberg, J.D. and et.al., 2016. Self and motivational systems: Towards a theory of
psychoanalytic technique (Vol. 13). Routledge.
McEown, M.S. and et.al., 2014. At the Interface of the socio-educational model, self-
determination theory and the L2 motivational self system models. The impact of self-concept
on language learning. pp.19-42.
Rothaermel, 2015. Strategic management. McGraw-Hill.
Schneider and et.al., 2013. Organizational climate and culture. Annual review of psychology, 64,
pp.361-388.
Schunk and Zimmerman, 2012. Motivation and self-regulated learning: Theory, research, and
applications. Routledge.
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