9502 HBO-G: How Learning Impacts Management & Citizenship Behavior

This essay reflects on the key learning outcomes from a Human Organizational Behavior (HOB) course, focusing on how these concepts can inform and impact management style and organizational citizenship behavior in the workplace. The reflection emphasizes three specific concepts: organizational culture, effective communication, and organizational change. Organizational culture is highlighted as essential for creating a positive psychological and social environment that unites employees and fosters success. Effective communication is presented as the foundation for successful management, enabling managers to plan, organize, control, and lead effectively. Organizational change is discussed as a necessary process for organizations to adapt and survive in a competitive business environment. The essay concludes that applying these concepts is crucial for the overall success of a company.

Running head: HUMAN BEHAVIOR IN ORGANIZATION 1
Human Behavior in Organization
Student’s Name
Institutional Affiliation

HUMAN BEHAVIOR IN ORGANIZATION 2
Introduction
In brief, Human Organizational Behavior (HOB) entails the study of how people interact
and communicate in groups. Normally, the study of human organizational behavior is conducted
in an effort to increase efficiency in business organizations. The central concept behind the study
of organizational behavior is that a scientific perspective can be adopted in the management of
employees. As such, this essay will reflect on the entire course of human organizational behavior
and pinpoint a few concepts that will be instrumental in my style of management and, or
organizational citizenship behavior at work.
First, the concept of organizational culture is of great essence and I believe it will
significantly impact my management style. For an organization to succeed and generate more
profits, it has to put more emphasis on the behaviors and values that impact the unique
psychological and social environments of an organization (Alvesson, 2012). Organizational
culture entails the experiences, expectations, values, and philosophy of an organization that
harmonizes and unite the employees and activities of the firm. Organizational culture is
expressed in the inner workings, self-image, and interactions with the external environment, and
expectations of the future (Alvesson, 2012). Hence, as a manager, it is vital to focus on shared
beliefs, attitudes, unwritten and written rules, and customs that have been created as time pass by
and are regarded valid. This will serve to ensure the continued success of the organization. In
summary, this course has shown me some main ways in which corporate culture manifests itself.
First, organizational culture is shown in the way the organization conducts business and treats its
customers, community, and employees (Hogan & Coote, 2014). Second, organizational culture is
manifested in the extent to which an organization allows freedom in personal expression,

HUMAN BEHAVIOR IN ORGANIZATION 3
creating new concepts, and decision making. Third, organizational culture shows how
information and power move via its hierarchy and the extent to which workers are willing to go
to achieve collective objectives.
Through this course, I have learned that effective communication is essential for
managers during execution of basic and daily functions of management. Communication enables
managers to organize, plan, control, and lead activities and employees in the organization. In
essence, communication enables managers to execute their responsibilities and also serves as a
planning foundation (Pearson, 2017). All vital information must be forwarded to the manager
who will then take the necessary actions to ensure that the information is implemented. At the
same time, organizing also requires its equal share of communication with employees about their
role. Likewise, managers should communicate in a proper manner with the subordinates to
realize team goals (Grunig, 2013). It is also important to note that controlling is nearly
impossible in the absence of oral and written communication. This course has taught me that
managers should devote a considerable share of their time in communication. Hence, it is true to
conclude that effective communication forms the foundation of a successful organization. In
other terms, communication can be said to the blood of an organization.
Of course, in management, the concept of organizational change is essential.
Organizational change refers to the activities initiated by an organization in an effort to
restructure its structure, organizational culture, technologies, and operational method to bring
change within the organization (Benn, Edwards & Williams, 2014). In other words,
organizational change denotes the steps that organizations undergo in their evolution process. As
a manager, it is worth noting that the concepts of organizational change are used in both long-

HUMAN BEHAVIOR IN ORGANIZATION 4
term and short-term changes. Thus, knowledge of the general features of the distinct steps of
organizational change will help in the adoption of the right strategies to certain scenarios at each
stage. The modern business landscape requires organizations to make changes frequently is they
are to survive in a competitive business environment. Continuously evolving technologies and
globalization of markets force organizations to take the necessary steps for survival purposes
(Fernandez, Commentators, Connor, Thompson, Mihm & Tschirhart, 2012). These changes may
be minor or quite major. Minor changes include installation of a new software while major
changes include revisiting the entire marketing strategy or resisting a hostile takeover.
In conclusion, the three concepts learned in this course will have a tremendous impact on
my management style as well as organizational citizenship behavior as outlined in this reflective
paper. Indeed, the overall success of a company is determined by how these concepts are applied.

HUMAN BEHAVIOR IN ORGANIZATION 5
References
Alvesson, M. (2012). Understanding organizational culture. Sage.
Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Fernandez, S., Commentators, H. G. R., Connor, P. E., Thompson, F., Mihm, J. C., & Tschirhart,
M. (2012). Managing successful organizational change in the public sector. In Debating
Public Administration (pp. 33-52). Routledge.
Grunig, J. E. (Ed.). (2013). Excellence in public relations and communication management.
Routledge.
Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A test
of Schein's model. Journal of Business Research, 67(8), 1609-1621.
Pearson, R. (2017). Business ethics as communication ethics: Public relations practice and the
idea of dialogue. In Public relations theory (pp. 111-131). Routledge.