How Behaviors Impact Management: Reflective Report Analysis

This reflective report examines the impact of behaviors on management, drawing on the author's experience as a student union leader. The report explores how personal behaviors affect the approach to management, particularly when working with diverse personalities and navigating difficult conversations while providing effective feedback. It highlights the importance of understanding individual behaviors, fostering effective communication, and adapting leadership styles to build trust and improve teamwork. The author discusses the influence of attitude, emotional intelligence, and cultural backgrounds on management practices, emphasizing the need for adaptability, professionalism, and democratic leadership. The report also addresses the challenges of handling difficult conversations and providing constructive feedback to enhance team performance and achieve organizational goals. The author reflects on the impact of personal traits such as punctuality, discipline, and result-oriented approaches on the management of operations.

Organization Behavior

1
Contents
Introduction and Scenario..........................................................................................................1
Working with different personalities.........................................................................................1
Difficult conversations and effective feedbacks........................................................................4
What I have learnt......................................................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

2
Introduction and Scenario
In today’s time, the role of leaders is very much crucial. In my opinion, it has become
essential for the leaders to understand the things that are acting as a barrier and support in the
management of the operations. It is also crucial that effective leaders understand the roles in
relation to working with others and supervising them and work on their behaviour so that
they can effectively be able to manage them and various situations arising within the
workplace. Understanding own behaviour by the leaders is essential as it has an impact on the
individual’s approach to management (Egan, 2013). Being a student union leader of 80
members during my under graduation who performs cultural events, I understand the
importance of the management and effective coordination with the team members. As I am
working with 80 different personalities in my team while also dealing with the surrounding
people who are having different behaviours thus I often perform different kinds of roles.
There are large numbers of things that I have to manage i.e. resources and technologies to
human resource. I also have to do strategic planning both long term and short term. This is
totally done on the basis of the skills that I have and also on the basis of the requirements that
a firm has. In this regards, it is also essential that I understand the way in which I have to deal
with different situations and the upcoming challenges that are confronting their business
aspects. This reflective paper will describe the way in which my behaviour is having an
impact on my approach to management in terms of the fact that I am working with the
different types of personalities. My behaviour’s impact on approach will also be discussed in
the context of difficult conversations and hence providing effective feedbacks.
Working with different personalities
While working with my team during many cultural events I realized that every human being
is different from others and because of this their approach to management changes. Being a
student union leader I felt that it is the attitude of the leaders that describes the way in which
they are going to deal with the challenges that they are facing. I would like to support this

3
with my observation that people’s way of thinking changes according to their attitude. Hence,
I can now reflect that attitude shapes people’s way of thinking. For instance, a positive
attitude allows an individual to think differently in a different situation and hence generating
innovative ideas that can help them in managing things in an effective manner (Linnenluecke
and Griffiths, 2010). I also realized that behaviour has an impact on the way individuals think
(Wright and McMahan, 2011). For instance, to manage stress I do not allow stress to get
created among my team members. For this either I use friendly conversations approach to
motivate people and make the mood lighter. I also crack jokes at certain times to ensure that I
make better relations with my teammates. This also helps me in my management approach
i.e. human behaviour approach. I generally follow human behaviour approach to
management. This can be done by understanding human behaviour in the team (Champoux,
2010). I give time in understanding others which helps me managing teamwork and also in
improving the way I deal with different people having different roles. There are different
kinds of personalities in my team and the way in which I behave plays an essential role in
which I will be able to manage the relationship with other colleagues.
Since I am working with different personalities hence I spend time for understanding them
and their behaviours. This behaviour of mine of analysing others helps me to understand that
what are their demands from me are or say what their expectations are. This also helps me in
understanding their nature which is again effective in the management of the operations and
human resource management (Rahim, 2017). For instance, if I have to distribute any
particular role to anyone I will have to first understand their requirements, then only I can
place them at particular positions where they can work effectively. This analysing and
observational behaviour of mine helps me to look after each and every aspect of the
performance of my team members. I can evaluate their performance in such a manner that I
can give feedback about their behaviour. This has an impact on resource management as well.
This can be understood by the fact that if I am aware of the challenges of the individual my
team-members I can make plans accordingly, I can understand the requirement of new
resources for improving their performance. This is very true in the case of technological
resources (Ernst Kossek, Lewis and Hammer, 2010).
While working with different personalities it is to be noted that since they are from different
cultural backgrounds and their behaviour is designed according to their cultural upbringing
also (Madsen and Desai, 2010). I believe in professionalism which is reflected back in my
behaviour as well and this is reflected back in my behaviour as well. I have seen that people

4
that I am working with lack certain kinds of professionalism. This sometimes agitates me and
it acts as a barrier in continuing with my approach.
I have the behaviour of punctuality and discipline. This two are the major aspects that I also
expect from others. Any kind of indiscipline frustrates me and hence has an impact on my
approach to management (Heding, Knudtzen and Bjerre, 2015). This is because I become
strict in whatever I do and whatever I expect from others. I believe in giving freedom to my
team-members about how they are going to complete their task but still, I believe that there
must be discipline while doing anything. I have seen that people that are from different parts
of the world have different strategies for doing their work and hence understanding the
working style also becomes very much essential. For a student union leader, it is crucial that I
also adapt myself according to the nature and behaviour of other personalities. This helps me
in making trust among them which is essential for making a better team effort.
I also have a democratic leadership approach where I believe that everyone should be
included in the critical decision-making process especially the ones that are related to
strategic processes. In this process, my behaviour of friendliness will help me in collaborating
with all the members of the team (Lengnick-Hall, Beck and Lengnick-Hall, 2011). My
behaviour of listening to others will also help me in making better decisions as I will be able
to understand the problems that my team-members are facing as well as their views regarding
the changes that are required according to the situation that company is facing. Since
different personalities have different viewpoint hence it is fairly possible that a large number
of ideas get generated. This helps me in getting the perfect idea for managing any process.
My behaviour in communicating with others allows me to improve the way in which I deal
with everyone. This is because communication plays a critical role in the management of
operations and people (DuBrin, 2013). Working with different personalities can be
effectively done if I will be able to communicate with them in an effective manner. This is
also essential for their motivation. In people management, an effective role is played by
communication. This is because it allows them to improve the ways in which they motivate
others. Higher motivation is essential for effective work performance. This is also essential
for working with a positive mind-set. My approach to management suggests ensuring that
there is minimum confusion among the people working at a place. In this regards an
important role is played by communication as it has an impact on the way I was a student
union leader understands them and they understand me. Better coordination can be developed

5
along with the help of communication (Pinder, 2014). This behaviour of mine also reduces
the chances of conflicts which is very much essential in modern-day management. It also
helps me in understanding the expectation of my team-members which is critical for the
company (Peterson, et al. 2011).
Taking care of personal well-being is something that is in my behaviour. This helps me in
managing the work-life balance of all my team-members which is critical for improving the
performance of my team-members. I suggest everyone prioritise their work. This will help
them personally to achieve anything and at the same time, this will also help them in
completing the task on time. My approach to management is result oriented which is
promoted through my behaviour of strictness. Since there are different personalities in my
team and there is a higher probability that they might get frustrated by this strictness and
might raise the concerns (Gruman and Saks, 2011). This might also demotivate them which
are again a concern when it comes to the management of operations. More the cultural
diversity more is their chance that conflict arises and in this situation, my behaviour of taking
everyone together can help me in improving the effectiveness of the overall management
process.
Difficult conversations and effective feedbacks
I was a student union leader in my team encounters many kinds of difficult conversations.
Sometimes these conversations are direct and sometimes they are indirect. In such situations,
it is critical that I understand the way in which I will have to deal with difficult conversations.
These complexities arise due to the fact that people from different cultural backgrounds have
different kinds of understandings which might result in the understanding gap (Denhardt, et
al. 2018). This makes the conversations difficult and also creates a problem in managing the
team and operations. As my approach to management is taking everyone’s viewpoint about
the task in this any difficult conversations might affect its growth. In the team management
also, difficult conversations can lead to certain kind of failures.
I was a student union leader I face problem in explaining my team-members about the work
they have to do and they also face a challenge in explaining their concerns. This is not good
when it has to adopt an approach to managing the team. I also understand the importance of
training in the management of the operations. I have seen that difficult conversations often
enhance the problems in understanding the requirements of other people. In the long term,

6
this reduces the overall effectiveness of the whole team. This is not good for managing the
productivity of the team-members which is again an essential aspect in the modern day
business. My behaviour puts effective communication as an integral part of the management.
This helps me in understanding the skill requirements of the people and finding out the gaps
that are present in their working (Kirton and Greene, 2015). This reduces their chances of
improving the skill requirements of the people. By communicating with these people I am
able to understand the expectations from me as well. At the same time, it gives me an idea
about the way in which I will have to design the training program for them. I also understand
to learn the expression of their which is again essential for making a better bond with my
team-members. This is essential for healthy employee relations.
Working as a student union leader has to improve the way in which I deal with the skills of
the people. For a student union leader, this is an essential aspect when it comes to consulting
and assisting them. People in my team are from different parts of the world. In such a place, it
is more common that I fail to address the requirements of all the people. This will create
problems in my approach to managing the operations. My behaviour of being strict helps me
in completing the task on time which is again essential for the management of resources and
effective utilisation of the time that is available with the firm.
My behaviour of listening to others will help me in understanding the requirements of the
person based on which I will be able to give them feedback about the changes that are
required in them. The feedbacks are a very important part of the improvements as it helps the
person to understand the actual way in which they can improve themselves. It also acts as a
guide based on which improvement plan for a particular person will be designed. The skills
and requirements of the people differ from person to person hence a student union leader
must be able to make close contact with each person so that they can share their views with
me effectively. My behaviour of giving freedom to all the people helps me in acknowledging
the difficulties that I might face in the management of the operations.
My behaviour of giving space to everyone to work helps me in making a better understanding
of my team-members. Thus, my learning suggests that it plays a critical role in making a
good environment in my team where everyone has liberty in selecting their methodologies. I
have observed that due to this behaviour of mine I have been able to enhance the innovations
in my team. This is because people do their work in their own style and hence promote new
ideas in my team. At the same time, my behaviour of observation allows me to give attention

7
to each and every aspect of the employee’s performance. On the basis of this, I am able to
give appropriate feedback to my team-members. With regular monitoring, I will be able to
give regular feedbacks which is very much essential for the growth of the individual and
hence for the overall organisations. I being a student union leader have to look towards each
and every employee which is again a difficulty for me. In this regards my behaviour of using
technology as a helping hand can give me a competitive advantage over the rivals. With the
help of technologies such as performance management system, I am able to check the
performance of all my team-members and hence the performance of the overall organisation.
This behaviour of mine has an impact on the performance management system which is again
an essential aspect in the modern day business management.
Utilising technology as a priority has helped me in managing many other operations. This is
because, at the time of the performance appraisal, it is my effectiveness to monitor everyone
that will help me in doing performance appraisal in an appropriate manner. This has a direct
impact on the motivation of my team-members which again plays a critical role in the
management of technology. This behaviour of mine also promotes me to inculcate and use
technology in different aspects of the management which again is going to improve the
overall performance of the firm and also of the specific individuals. This also enhances the
overall skills of the individuals and their overall effectiveness. This is because, with the help
of technology, they can easily be able to reduce the numbers of error they are doing which
automatically enhances the overall effectiveness of the work process (Tannenbaum, Weschler
and Massarik, 2013). This is going to benefit me in the operation management especially the
ones that are related to the skill development programs. In the management areas such as
information handling and communication, my behaviour of utilising technology can certainly
improve my approach to management.
What I have learnt
While working as a student union leader, I learned a lot of things which will nurture my skill-
set from the perspective of future career development. One such thing in this regards is the
way in which my approach to management is going to get affected by my behaviour. I have
learnt that behaviour has a large impact on the way things are managed within the
organisation. A student union leader needs to develop his or her behaviour on the basis of the
approach they are following for the management. I have learnt from this assignment that
different my team-members have different work-related demands. Understanding the

8
requirements of my team-members and working upon it is the basic criteria on the basis of
which a student union leader needs to move forward. I have also learnt that there are
complexities in any approach to management and in my approach to managing the
complexity is of understanding different personalities. My learning occurred from working
with my team members suggests that different personalities have a different way of
understanding. Thus, they adopt different ways to deal with their work and giving them
freedom of thinking will be effective in the human behaviour approach. I learned that it helps
people in finding their own ways to do work which ultimately gives new ideas to the overall
management and also promotes innovation in my team.
While completing this unit, I have also learnt that in the human behaviour approach, it is
highly critical to work in the areas such as monitoring and for this, a student union leader
needs to develop an observational behaviour where a leader check the behaviour of the other
personalities and somewhat gets adapted to it. I have also learnt that in the human behaviour
approach to management, communication has a very critical role. In this regards, the leader’s
behaviour of communicating with everyone in an effective manner is essential. This allows
them to understand others, build trust among my team-members. For leading as well as
managing my 80 members’ team, I need to regularly provide feedback to my team-members
which are again possible when a leader has an observational behaviour. In today’s time, the
management of many things can be made effective by the help of technology. In this regards,
the role of adopting technological behaviour becomes very much critical.
Conclusion
With the help of reflecting on the topic, it can be concluded that in different approaches to
management, the impact of the behaviour becomes very much significant. For a student union
leader, it is always critical that they develop their behaviour according to the approach of
management they have chosen. Since different kinds of personalities exist in any workplace
hence a leader must have a behaviour that understands the behaviour of these personalities
and hence develop an effective team. It is also to be noted that for a student union leader, it is
critical to understand the skill requirements they have as well as the problems they are facing
in the management of their team and designated tasks.

9
References
Egan, G., (2013) The skilled helper: A problem-management and opportunity-development
approach to helping. Cengage Learning.
Gruman, J.A. and Saks, A.M., (2011) Performance management and employee
engagement. Human Resource Management Review, 21(2), pp.123-136.
Tannenbaum, R., Weschler, I. and Massarik, F., (2013) Leadership and Organization (RLE:
Organizations): A Behavioural Science Approach. Routledge.
Wright, P.M. and McMahan, G.C., (2011) Exploring human capital: putting ‘human’back
into strategic human resource management. Human Resource Management Journal, 21(2),
pp.93-104.
Linnenluecke, M. K., and Griffiths, A. (2010) Corporate sustainability and organizational
culture. Journal of world business, 45(4), 357-366.
Champoux, J. E. (2010) Organizational behavior: Integrating individuals, groups, and
organizations. Routledge.
Rahim, M. A. (2017) Managing conflict in organizations. Routledge.
Ernst Kossek, E., Lewis, S., and Hammer, L. B. (2010) Work—life initiatives and
organizational change: Overcoming mixed messages to move from the margin to the
mainstream. human relations, 63(1), 3-19.
Madsen, P. M., and Desai, V. (2010) Failing to learn? The effects of failure and success on
organizational learning in the global orbital launch vehicle industry. Academy of management
journal, 53(3), 451-476.
Heding, T., Knudtzen, C. F., and Bjerre, M. (2015) Brand management: Research, theory
and practice. Routledge.
Lengnick-Hall, C. A., Beck, T. E., and Lengnick-Hall, M. L. (2011) Developing a capacity
for organizational resilience through strategic human resource management. Human Resource
Management Review, 21(3), 243-255.

10
DuBrin, A. J. (2013) Fundamentals of organizational behavior: An applied perspective.
Elsevier.
Pinder, C. C. (2014) Work motivation in organizational behavior. Psychology Press.
Peterson, S. J., Luthans, F., Avolio, B. J., Walumbwa, F. O., and Zhang, Z. (2011)
Psychological capital and employee performance: A latent growth modeling
approach. Personnel Psychology, 64(2), 427-450.
Denhardt, R. B., Denhardt, J. V., Aristigueta, M. P., and Rawlings, K. C. (2018) Managing
human behavior in public and nonprofit organizations. CQ Press.
Kirton, G., and Greene, A. M. (2015) The dynamics of managing diversity: A critical
approach. Routledge.