Organizational Behavior Analysis: Power, Politics, and Groups

This report provides an analysis of organizational behavior, focusing on the impact of power dynamics, political ideology, and group discussions within a workplace setting. The report summarizes and analyzes three articles: one examining how power leads to overconfident decision-making, another exploring the effects of political ideology in the workplace, and a third article discussing the impact of group discussion on intergroup relations. The analysis highlights the potential for overconfidence among leaders to negatively impact decision-making and the importance of understanding how political beliefs can affect workplace dynamics. The report recommends that organizations adopt diverse perspectives, promote open-mindedness, and encourage careful consideration in decision-making processes. It emphasizes the need to identify problems accurately and involve employees to foster better organizational outcomes and improve intergroup cooperation. The report concludes that political beliefs and activities should not be a basis for discrimination and that organizations must foster inclusive environments.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the University:
Name of the Student:
Author Note:

1ORGANIZATIONAL BEHAVIOR
Introduction
Organizational behavior can be defined as the study of human behavior in the
workplace settings. It is regarded as the interface between the organizational behaviors with
that of the human behavior. The organizational behavior research can be categorized into
three specific ways which includes; micro level (individuals in the organizations), meso level
(work groups) and macro level (how the organizations behave). According to Chester
Barnard, organizational behavioral researchers study the individuals’ behavior primarily in
the organizational roles. The major goal of organizational behavior is revitalizing the
organizational theories and to develop a better concept of the organizational life (Osland,
Devine & Turner, 2015).
The paper discusses about three articles namely, power and overconfidence decision
making, right versus left: how does political ideology affect the workplace, effects of group
discussion integrative complexity on inter group relations in a social dilemma. The articles
are being summarized and analyzed in a detailed manner, in the study. Moreover,
recommendations are being given on the basis of the analysis done, regarding organizational
behavior. The researchers of organizational behavior study the individual’s behavior
primarily in their roles at the organizations. The major goal for organizational behavior is to
revitalize the organizational theories as well as develop a better conception of the
organizational lives (Miner, 2015).
Article Summary
The article of power and overconfident decision making deals with the organizational
power that leads to an individual’s overconfidence as per the accuracy of one’s knowledge.
Moreover, in the article five experiments are demonstrated, which discuses about the power

2ORGANIZATIONAL BEHAVIOR
leading to overconfident decision making. The findings, through moderation and mediation
highlight the role of power in producing the decision making tendencies. Firstly, the sense of
the power is mediated between the links of overconfidence and power. Secondly, the links
between confidence and power was being analyzed and it can be summarized that power
makes an individual less competent. The findings mostly indicate that only the objective
power leads an individual to feel subjectively powerful and tends to produce overconfidence
in decision making procedures. The power induced overconfidence may lead to
underperformance of the power holders on the accuracy tasks (Fast et al., 2012).
It can be summarized from the article above that over confidence of the organizational
leaders or managers can lead to poor decision making capabilities. Individuals vary in their
awareness, widely, and a high order thinking control over their mental processes. In simpler
terms, too much overconfidence is associated with lower abilities of meta-cognitive behavior.
According to Scandura (2018), the more confident individuals are about their level of
performance, the higher is the activation in their brain areas like the striatum, a part of brain
associated with the reward processing. However, it can be said that overconfidence can
undermine the decision making procedure. The overall concept of overconfidence is located
at the larger body of evidence in the cognitive psychology, which demonstrates widespread
prevalence of self enhancement biases as well as positive illusions (Huff et al., 2016).
It is a matter of fact that underscored by the actor and model fruits which way in most
of the times punctuated by political ideology and hypocrisy can be looked at as a deeply
helped conviction for various individuals that affects their behavior. In this context it is
worthwhile to mention that within an organizational setting the political ideologies which are
conflicting in nature might lead various undesirable results for the company. It can be said
that this incubator calls for various other studies into this particular individual trait (Iyengar
& Westwood, S2015).

3ORGANIZATIONAL BEHAVIOR
By consulting these articles it can be said that the business organizations in
contemporary times are becoming increasingly dependent on the work systems which are
team based. A word which can be said that the inter group behavior is actually predisposed
towards competition that can effectively render conflict management within the business
organizations especially difficult. Depending on the integrative complexity model of group
decision making and the relevant literature regarding the social dilemmas which are present
in inter group conversation with can be argued that low quality group discussion can effective
heighten the members of the group breathe and fear towards the other groups and it can be
said that by doing so it increases the likelihood that the governing body of a group will decide
to compete with another group (Andrew & Katherine, 2016). Thus, it can be said that people
can evaluate to interventions that the target group discussion dynamics in order to promote a
group discussions integrative complexity and the cooperation intergroup.
In this context it is worthwhile to mention that a structured group discussion and the
discussion led by any of the group members who favors Corporation can be beneficial for
this. In the article effects of group discussion integrative complexity on intergroup relations It
is seen that 285 participants were divided into three groups and they played and iterated
prisoner’s dilemma game and the results showed that participating in a structured group
discussion actually increases the integrative complexity of the book discussion and during
that time the different perspectives which wear deliberate that before making a final decision
is possible (Thibaut, 2017). And it is seen that this actually diminished the fear and greed and
also decreased the likelihood that a group may decide to compete against the other groups
and quite contrastingly it was seen that the leader of a Cooperative discussion can be helpful
to reduce the decisions made by the group to compete in the first round as it actually did not
increase the integrative complexity of the group discussion do this particular method
eventually failed to motivate cooperation over time (Park & De Shon, 2018).

4ORGANIZATIONAL BEHAVIOR
Article Analysis
In this part of the study, the three articles are being analyzed and presented in a
detailed manner. It is important to mention that overconfident individuals are often poor in
making decisions and moreover, it can lead to potentially disastrous consequences as per
Bolino & Grant (2016). For this study, the whole papers are being analyzed and it indicated
that overconfidence undermines individuals’ decision making procedures. The more the
individuals are confident regarding their performance level, the higher is the chance of their
downfall. It can be said that making decisions is the most essential job of an organizational
managers and leaders. It can be the toughest as well as riskiest job. Taking bad decisions can
lead to the downfall of the business and also a career, sometimes both (Fast et al., 2012).
The researchers have been identifying the whole series of flaws in a way of making
decisions. It is highly important to remember that awareness is the best defense. The
organizational executives who attempt of familiarizing themselves with those traps as well as
the diverse forms enable them to take best decisions. From the article, it can be analyzed that
overconfidence and power lead to the downfall of the overall business. On taking any
decision, organizational managers need to be sure but not overconfident. Moreover,
organizational leaders at times, misuse their power and their approach is not that good (Cain,
Moore & Haran, 2015). Therefore, it can be analyzed from the article that organizational
managers need to motivate or encourage their employees to perform better in an effective
manner. Overconfidence can harm team morale as well as production level.
It is seen that conservative individuals tends to be attracted towards the business
organizations with generous packages and low turnover on the other hand deliver individuals
are more likely to focus on Fire salaries and generous packages. Can we say that both sides of
the political spectrum can value flexibility more than 2 people who doesn’t have any
liabilities. Actually it is a criminal offence to discriminate against any individual in the

5ORGANIZATIONAL BEHAVIOR
workplace due to their political beliefs are activities and the employees of any business
organization should be protected from any sort of discriminations in every stages of the
employment that includes the recruitment conditions for workplace terms and dismissal
(Andrew & Katherine, 2016).
In this regard it should be mentioned that in political belief that an individual also
does not hold and any political activity where they participated refused to participate does not
have anything to do with their professional life if that doesn’t affect their productivity and the
interests of the business corporation. For an example, it can be said that if in and job
interview question is asked whether he is a member of a particular political organization and
after getting this answer if the interviewer abruptly shorts down the process of recruitment
with him and ask him that he should not share is political beliefs that should follow the
practices and the beliefs followed by the management of the organization that will be a
violation of the recruitment policy and the constitution (Gupta, Briscoe & Hambrick, 2017).
Quite astonishingly it can be said that an employer can discriminate depending on the
political belief for activity if in the job description it is mentioned that the company will
recruit for the post of a political advisor or for any political party then the discrimination will
not go against the legal regulations and the management of the employer group will not face
any legal consequences. In this regard it can be said that the employers might be liable for
their workers act of discrimination and for that the management of the company will be liable
for the harassment of the party who got victimized (Blau, 2017). The managements of the
business organizations should ensure that their employees know that the management will
play an effective roll to eradicate the matters of sexual harassment discrimination and
victimization on the basis of political beliefs.

6ORGANIZATIONAL BEHAVIOR
Regarding the article named ‘Effects of group discussion integrative complexity on
intergroup relations’ it can also be said that a group discussion which is of high quality
enhances the intergroup Corporation in a repeated social dilemma and not only that group
discussion integrative complexity actually decreases fear and greed against the other groups.
It can be seen that Cooperative leaders fail to increase the group discussion integrative
complexity and on the other hand the structured group discussion actually increases the
integrative complexity along with the intergroup Corporation (Park & De Shon, 2018).
Recommendations
It can be recommended that the organizations need to view the problems from a
different perspective and start using alternative points or approaches instead of sticking to the
original ones. It is important for the organizational managers or leaders to think about the
problems before consulting with others. Moreover, the organizational leader need to be open
minded and seek opinions and information from various people in order to widen the frames
of references and push into the fresh directions. In addition to this, being careful is also a
way, to avoid wrong decisions and thus, looking for opportunities can be the better option for
managing organizational behavior of the individuals. Before the decision making procedure,
the organizations need to identify the problems or issues, the company is currently facing.
Not identifying the issue properly can lead to erroneous decisions. The organizational leaders
should be able to evaluate the decision procedures and work together with the employees, in
order to resolve the issues. Moreover, at times multiple perspectives can lead to poor
decisions; therefore, the organization leaders need to take care of those factors, for the
success of their companies.

7ORGANIZATIONAL BEHAVIOR
Conclusion
To conclude, it can be said that the managements of the business organizations should
understand that no one can discriminate a person due to his or her political belief and the
political activities he or she participates. If those beliefs does not harm the policies of the
company or affects the productivity and profitability or the ethical issues, no one should be
judgmental on anyone’s political beliefs and ideology. On the other hand, it can be said that
the managements of the business organizations should understand that their dependence on
team based work systems can render conflict management and integrative complexity model
of group discussion can actually motivate cooperation over time.

8ORGANIZATIONAL BEHAVIOR
References
Andrew, F. J., & Katherine, J. R. (2016). Right versus left: How does political ideology affect
the workplace? Journal of Organizational, 39(4), 385-541.
Blau, P. (2017). Exchange and power in social life. Routledge.
Bolino, M. C., & Grant, A. M. (2016). The bright side of being prosocial at work, and the
dark side, too: A review and agenda for research on other-oriented motives, behavior,
and impact in organizations. The Academy of Management Annals, 10(1), 599-670.
Cain, D. M., Moore, D. A., & Haran, U. (2015). Making sense of overconfidence in market
entry. Strategic Management Journal, 36(1), 1-18.
Crenshaw, K. (2018). Demarginalizing the intersection of race and sex: A Black feminist
critique of antidiscrimination doctrine, feminist theory, and antiracist politics [1989].
In Feminist legal theory (pp. 57-80). Routledge.
Fast, N. J., Sivanathan, N., Mayer, N. D., & Galinsky, A. D. (2012). Power and overconfident
decision-making. Organizational behavior and human decision processes, 117(2),
249-260.
Gupta, A., Briscoe, F., & Hambrick, D. C. (2017). Red, blue, and purple firms:
Organizational political ideology and corporate social responsibility. Strategic
Management Journal, 38(5), 1018-1040.
Huff, A. S., Milliken, F. J., Hodgkinson, G. P., Galavan, R. J., & Sund, K. J. (2016). A
conversation on uncertainty in managerial and organizational cognition.
In Uncertainty and strategic decision making (pp. 1-31). Emerald Group Publishing
Limited.

9ORGANIZATIONAL BEHAVIOR
Iyengar, S., & Westwood, S. J. (2015). Fear and loathing across party lines: New evidence on
group polarization. American Journal of Political Science, 59(3), 690-707.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Osland, J., Devine, K., & Turner, M. (2015). Organizational behavior. Wiley Encyclopedia of
Management, 1-5.
Park, G., & De Shon, R. P. (2018). Effects of group-discussion integrative complexity on
intergroup relations in a social dilemma. Organizational Behavior and Human
Decision Processes, 146, 62-75.
Scandura, T. A. (2018). Essentials of organizational behavior: An evidence-based approach.
SAGE Publications.
Thibaut, J. W. (2017). The social psychology of groups. Routledge.