An Analysis of Organization Behaviour and Workplace Diversity Essay

This essay delves into the complexities of organizational behaviour, specifically examining the impact of diversity within the workplace. Drawing upon three articles, the essay analyzes the interplay between employee interactions, decision-making processes, and the role of leadership in fostering a po...Read More

Running head: ORGANIZATION BEHAVIOUR
Organization Behaviour
Name of the Student
Name of the University
Author Note

1ORGANIZATION BEHAVIOUR
Introduction
The organizational behaviour is a factor that can be related with the behaviour and the
interaction of the employees within the organization. The diversity that is present in the work
place will help in getting a better understanding of the values and the differences that are
present within the employees in the organization. The organizations needs to have a higher
level of innovation within the work place so that the diversity within the work place can be
increased. This study will be conducted with the help of three articles that are based on
diversity within the work place and the major points of the articles will be summarized
properly. Moreover, it will also consist of the similarities that are present within the articles
along with the differences. After the articles have been analysed, it will help in providing the
recommendations in a suitable manner so that the organizations can harness the diversity in
the work place in a better way.
Article summary
The benefit of using diversity in the work place will help in increasing the decision
making capabilities and the process of innovation in a better manner. The talents among the
employees can be harnessed in a proper manner so that it can help in providing motivation to
the employees who are of different cultural backgrounds. According to Guillaume et al.
(2017), the diversity in the work place needs to be done in both ways so that the organization
can have a positive as well as a negative effect. Additionally, the organizations need to use a
set of innovative insights that can be harnessed from the different employees. This may also
lead to the lowering of the morale among the employees from where conflicts may arise
within the organization as well. The model of Categorization-Elaboration has helped in
defining diversity as the difference that is present among the employees, which may lead to a
different perception among them. The theory also states that the social integration along with

2ORGANIZATION BEHAVIOUR
the performance of the employees are based on the biasness that is present within the groups.
The moderators that are present within the work place are relational diversity, organizational
diversity and work group diversity. The article also states that the diversity within the work
place is related to the various educational backgrounds of the employees along with their
functional and tenure backgrounds. Therefore, the diversity allows in sharing the knowledge
of work with the employees. On the contrary, the diversity that is relational in nature is
interdependent on the employees so that it can result in increasing the collaboration within
them.
According to Nathaneal et al. (2012), the use of power within the organization leads
to to making the decisions on an overconfident manner. The excessive power that is present
within the organization may lead to take the decisions in an accumulated manner, which may
hamper the productivity of the employees. The power that is multiple in nature within the
organization may result in increasing the recalling of the task among the employees that may
result in the loss of financial undertakings within the company. The moderation and the
mediation findings within the article has stated that the major role of power is to take the
decisions within the organization in a hasty manner, which may result in the loss of the
organization. Firstly, the sense of power mediates between the overconfidence that the
leaders have within the organization, which may lead the organization towards failure.
Secondly, the overconfidence of the power may result in incompetency within the
organization.
Overconfidence leads to the system of confidence to be inflated in nature, which may
result in estimating the knowledge to be more than the original possession among the people.
It may also result in over-estimating the knowledge that is possessed by the employees within
the organizational settings as well. The sound decisions that are taken within the organization

3ORGANIZATION BEHAVIOUR
can be done with the help of the confidence that the employees have, which if increased may
lead to the decisions being taken in a wrong manner.
According to Ruchi et al. (2016), the conflicts in the task results through the different
perspective that is present among the employees within the teams. The work that is carried
out within the teams may result in disagreement among the employees, as there may be
different opinions that are given by the employees. The conflict that is present within the
tasks results in promoting innovation on a constant manner among the employees as well.
Skewed conflict results in providing the team members with different perceptions so that the
tasks can be conducted in a proper manner. The rise in the minor dissent may lead to the
confusion between the members, which may result in innovation on a constant manner. This
allows the employees in completing the task in a proper manner and at a faster rate as well.
The relationship between the task conflicts and the performance of the team is that it helps in
increasing the efficiency of the work within the organization.
Article analysis
The authors of the three different articles have agreed and disagreed on various points.
According to Sinha et al., 2016, the subject-matter of task conflict has been hotly debated by
many scholars. In the perspective of the author, in recent era, task disagreement is highly
observed in teams, specifically in those areas where few team members possesses high level
of task disagreement while other team members perceive low level of task disagreement. This
situation can also be termed as team conflict according to the opinion of the author. The
author laid emphasis upon the concept of task conflicts and referred it as task disagreements
in relation to ideas related to tasks and the methods implemented for the completion of task
related goals.

4ORGANIZATION BEHAVIOUR
According to the perspective of Guillaume et al., 2017, organizational goals can be
achieved when there is organizational and work group diversity. The authors were of the
opinion that, for the purpose of making the organization more innovative it is important that
there must be organizational diversity. The authors emphasized on the fact that, workplace
diversity has created positive impact upon the job performance and the working conditions of
the employees to a large extent. The authors opined that according to recent researches,
diversity in organizations has created positive and negative impact upon the employees.
According to Nathanael et al., 2012, emphasis has been laid upon the concept of
overconfident decision-making. In this regard, it is noteworthy to mention here that the
authors intended to highlight the importance of mediation and moderation and the role played
by them in the process of decision making. According to the perspective of the authors
various factors influence the process of overconfident decision-making. Firstly, the sense of
power creates a strong link between power and overconfidence. Secondly, the connection
between power and overconfidence is hampered while accessing power.
In regard to the perspectives presented by the abovementioned authors there are
certain points of similarities in which they agreed. It is worthwhile to refer here that the
authors agreed on the fact organizational behavioural challenges can be overcome efficient
collaboration in teams (Peretz, Levi & Fried, 2015). The authors emphasized on the part that
in order to achieve organizational goals focus should be made on team work and employee
satisfaction (Murphy, 2017). Any conflict of decision, employee dissatisfaction and the
power of making decisions is closely related to organizational behaviour which needs to be
taken into account (Jeong & Leblebici, 2017).
The authors examined the various effects of organizational behaviour and emphasized
upon the importance of organizational settings (Guillaume et al., 2017). The authors agreed

5ORGANIZATION BEHAVIOUR
on the part that organizational behaviour is the study of individuals and their interaction
within groups. The study of organizational behaviour is concerned with the maximization of
resources from individual group members (Sinha et al., 2016). The authors agreed on the part
that it is important to establish effective communication between employees. Therefore,
emphasis has been laid on the fact that as a result of efficient communication between the
employees in a workplace, organizational challenges can be addressed and the working
conditions can be improved in the long run (Blader, Patil & Packer, 2017).
The authors emphasized on the importance of employee inclusion (Miranda &
Chaddad, 2014). The authors considered various factors which contributed to employee
motivation and employee retention (Miller, 2016). The authors were of the opinion that in
order to achieve organizational goals emphasis has be made on employee hiring processes
and measurable steps has to be taken for the purpose of retaining their employment in the
organization (Belschak, Den Hartog & Kalshoven, 2015). The authors were of the opinion
that, if more employees are hired in an organization, the workflow will be increased
considerably and in the long run employee satisfaction can be achieved (Weick, 2017). If
more and more employees are hired through effective recruitment process then organizational
goals can be achieved to a large extent (Tran, 2017).
The authors agreed on the fact that in order to achieve organizational success there
should be workplace diversity. In order to achieve workplace diversity it is important to
implement various training programs including on-job training and off-job training (Hajro,
Gibson & Pudelko, 2017). It is worthwhile to mention here that it is important to provide
effective training facilities to the employees for the purpose of increasing their capabilities to
learn more (Lambert, 2016). In the perspective of Nathanael et al., 2012, workplace diversity
can be achieved if individuals efficiently interact with each other in teams. Therefore, as a

6ORGANIZATION BEHAVIOUR
result of such interaction the working capabilities improved to a large extent (Jansen, Otten &
van der Zee, 2015).
Recommendations
Clarity in communication
The managers that are present within the organization needs to communicate in a
proper manner irrespective of the cultural backgrounds to where the employees belong. This
will result in increasing the level of productivity within the organization, as the level of
communication will help in managing the employees in a better way. This will result in
increasing the value of the employees within the work place as well. The goals of the
organization needs to be communicated in a proper manner needs to be encouraged so that
the employees can be able to achieve the goals within the organization
Inclusion of employees
The diversity in the work place can be increased by including more number of
employees. Additionally, the managers that are present within the organization needs to
involve the employees during the process of decision making so that it can result in making
the decisions in an effective manner. This will also result in treating the employees in a fair
manner, as they would feel a part of the organization as well. This will help in increasing
their level of motivation within the organisation. Therefore, it is necessary for the
organization to treat all the employees in a fair manner irrespective of their cultural
background so that it can help in increasing the level of productivity.
Corporate governance
This is an important factor within the organisations, as it will result in managing the
diversity in a proper manner. It will also result in harnessing the advantages that are present

7ORGANIZATION BEHAVIOUR
so that the outcome of the organization can be positive in nature. The managers need to
oversee that employees are not discriminated within the work place so that it can help them in
working in a proper manner. This can be done with the help of policies that will result in
seeing that the diversity in the organization can be maintained in a proper manner. It will also
help in treating the employees of different backgrounds in a fair manner so that they can work
together in a team.
Training
The employees need to be trained in a proper manner with respect to diversity so that
it can help in managing the work place in a proper way. The managers need to understand the
difference that are present within the culture so that the training facilities can be provided
accordingly. The training that will be provided to the employees will result in increasing the
level of productivity as well among the employees.
Conclusion
It can be concluded that the organizations need to use work place diversity within the
organization without using the value of power in an extensive manner. The managers that are
present within the work place has to be able to manage the organization so that the employees
can be motivated to work in a proper manner.

8ORGANIZATION BEHAVIOUR
References:
Belschak, F. D., Den Hartog, D. N., & Kalshoven, K. (2015). Leading Machiavellians: How
to translate Machiavellians’ selfishness into pro-organizational behavior. Journal of
Management, 41(7), 1934-1956.
Blader, S. L., Patil, S., & Packer, D. J. (2017). Organizational identification and workplace
behavior: More than meets the eye. Research in Organizational Behavior.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Hajro, A., Gibson, C. B., & Pudelko, M. (2017). Knowledge exchange processes in
multicultural teams: Linking organizational diversity climates to teams’
effectiveness. Academy of Management Journal, 60(1), 345-372.
Jansen, W. S., Otten, S., & van der Zee, K. I. (2015). Being part of diversity: The effects of
an all-inclusive multicultural diversity approach on majority members’ perceived
inclusion and support for organizational diversity efforts. Group Processes &
Intergroup Relations, 18(6), 817-832.
Jeong, Y. C., & Leblebici, H. (2017). How professionalization and organizational diversity
shape contemporary careers: Developing a typology and process model. Human
Relations, 0018726718761552.
Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity
and the absorptive capacity framework. Journal of Organizational Culture,
Communications and Conflict, 20(1), 68.

9ORGANIZATION BEHAVIOUR
Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings
in Law and Social Justice, 7(2), 66.
Miller, D. (2016). Article Commentary: Response to “Research on the Dark Side of
Personality Traits in Entrepreneurship: Observations from an Organizational Behavior
Perspective”. Entrepreneurship Theory and Practice, 40(1), 19-24.
Miranda, B. V., & Chaddad, F. R. (2014). Explaining organizational diversity in emerging
industries: the role of capabilities. Journal on Chain and Network Science, 14(3), 171-
188.
Murphy, H. (2017). Professional and Organizational Diversity: The Importance of
Understanding Differences Among Subfields in the Nonprofit Sector. The Journal of
Nonprofit Education and Leadership, 7(1).
Peretz, H., Levi, A., & Fried, Y. (2015). Organizational diversity programs across cultures:
effects on absenteeism, turnover, performance and innovation. The International
Journal of Human Resource Management, 26(6), 875-903.
Sinha, R., Janardhanan, N. S., Greer, L. L., Conlon, D. E., & Edwards, J. R. (2016). Skewed
task conflicts in teams: What happens when a few members see more conflict than the
rest?. Journal of Applied Psychology, 101(7), 1045.
Tran, B. (2017). Organizational Diversity: From Workforce Diversity to
Workplace. Handbook of Research on Organizational Culture and Diversity in the
Modern Workforce, 100.
Weick, K. E. (2017). Perspective construction in organizational behavior. Annual Review of
Organizational Psychology and Organizational Behavior, 4, 1-17.