Organizational Behavior Report: Key Issues and Analysis

This report provides an overview of key issues in organizational behavior (OB). It begins by introducing OB as a field of study focused on analyzing human behavior within organizations and its importance in establishing strong employee relationships. The report then explores four critical articles: the first discusses organizational change and development, highlighting the importance of proper planning and employee involvement, and the challenges of resistance to change; the second article examines organizational culture and climate, emphasizing the impact of a positive work environment and the issues related to employee turnover and cultural integration; the third article focuses on conflict management and negotiation, discussing the causes of conflict, negotiation strategies, and the impact of conflicts on business operations; and the fourth article addresses the impact of globalization on corporate culture and the challenges and opportunities it presents. The report concludes by summarizing the major themes and their implications for effective organizational management.

Running Head: OB
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Organizational behavior
3/25/2020

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Contents
Introduction......................................................................................................................................2
Article: 1 Organizational change and development.........................................................................2
Article: 2 Organizational culture and climate..................................................................................3
Article: 3 Conflict management and negotiation.............................................................................5
Article: 4 Globalization and Corporate Culture...............................................................................5
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

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Introduction
Organizational behavior is an important aspect as it helps in analyzing human behavior
and studies the individual and the group behavior activity within the organization. The
organizational behavior studies help in evaluating the behavior of the employee and establishing
a strong relationship with the employees. There are several types of organizational behavior
models such as autocratic, supportive, custodial and collegial. OB is also a systematic approach
which will be stated in this report and helps in understanding the behavior of the employees and
attaining the goals of the business (Naranjo-Valencia, et al., 2017). It has been seen that major
issues that have been seen in organizational behavior are related to organizational change and
development, organizational culture and climate, conflict management and negotiation and
globalization and corporate culture. The other major issues related to the organizational behavior
which will be addressed in this report are global challenges, environmental challenges,
organizational challenges, managerial challenges, and workplace issues challenges.
Article: 1 Organizational change and development
Organizational development is the part of the organizational behavior only in which
changes that were taking place in the organization are addressed and its effects on the individual
or in the company have stated. If the changes are made with proper planning and by intimidating
the employees then the changes are successful but if the changes are made before intimating the
employees then it creates many issues in the organizational behavior (Benn, et al., 2014). There
are several reasons behind the change in the organizations such as a change in the technology
which the company has to adapt so that they can sustain in the market, change in the process or
the procedure in the company so that goals can be addressed effectively.
The organizational structure has been changed so that a more competitive advantage can
be gained by the companies. For increasing the efficiency in the organization it is also important
to address the organizational change no matter whether the employees resist it or not. Several
challenges have been seen while changing the structure of the organization such as lack of
communication and trust among the people, conflicts at the working place, the resistance of the
employees, etc. (Poell and Van Der Krogt, 2014).

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The major issue which has been seen in the organizational change and development is
related to the resistance of the employees while making a change to the structure. To convince
the employees to make the change is the major issue as the employees do not want to make any
change for their comfort zone (Aarons, et al., 2015). Change in the organizational structure
creates the fear, uncertainty and frustration level in the employees so it creates the issue of
conflict at the working place.
Another major issue arises when planning is not made effectively in the company and it
creates the issues of decreasing the potential level of the staff, efficiency, and delegation in the
company. Changes break the person and daily routine also. If the new technology is adopted in
the organization and it is not effective on working for the employees then it took time to learn
them so that tie the issues of the productivity arises (Lord, et al., 2015). For the development of
the company new policies and laws are also established in the organization so it also creates the
issues in OB as employees do not follow them and break the barriers.
For the development of the organization new structure has developed so it creates the
issue in the people as they do not get comfort in that. They want to work in the old structure and
do not want to try the new one so it affects the performance of the company also. When the
change is not embraced by the employees then it creates the major issue at the organizational
structure as people will not commit to their goals and they will not fulfill their accomplishing
goals (Hornstein, 2015). Adapting the change is eternal for the success of the company so no
matter how many issues or the challenges arise at the working place; the change has to be
embraced by the company.
Article: 2 Organizational culture and climate
Another major aspect of organizational behavior is the organizational culture where
people share their values, beliefs, thoughts which govern the behavior of the organization in the
people. The change in the organization is also addressed by changing the climate of the
organization which can be done by the upper management of the company. The set standards of
the behavior help in evaluating the perception of the people on the group and help in evaluating
the culture of the organization (Glisson, 2015).

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Organizational climate means the corporate climate of the company in which the
effective working environment should be there for the employees so that they can work
effectively. If the working culture in the organization will be flexible then it creates the
motivation for the employees and they remain in the company for a longer period.
Several issues have been addressed in the organizational culture such as if the
organizational culture and climate are not effective then it creates the modem in the employees.
The employee remains unhappy and they have to feel discouraged when they are not getting an
effective environment working place. The major corporate culture problem is related to turnover
also which is very high (Chatman and O’Reilly, 2016). When the employees are not satisfied
with the organizational culture and the working climate then they will leave the place. The
turnover of the organization is too high as the many employees are leaving the company due to
the lack of an effective working environment and the culture of the company is toxic.
The several other challenges and issues seen in the organizational culture such as involving all
the team members at the specific organizational goal are quite challenging. To integrate all the
employees in the culture is another issue as every employee embraces different cultural lifestyle
(Surijah, 2016). In organization culture to make the effective decision is also difficult when the
employees belong to the diversified culture as every employee have different belief and their
working method be also distinct from the other employees.
If the organizational culture and climate are not effective then the issues also arise related
to the lack of communication and conflicts and tensions also start developing at the working
place. Every employee has different behavior so building the team with the different cultural
employees creates the issues (Schneider, et al., 2017). The unhealthy behavior and lack of
awareness of the one employee in the team can affect the whole organization so the cultural
issues also come in the team.
The issues in the OB can also be addressed when motivation level is lower due to the lack
of effective climate in the company. There are several dimension of the organizational climate
which is communication, motivation, leadership, decision making, etc. All these dimensions get
affected when the environmental standards of the organization are not high (Ostroff, et al., 2012).
The issues in the organizational climate also arise when employees do the activities which are

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not effective from the environment like they are making the wastage of the resources, they are
using the toxic chemicals at the working place or they are doing the excess level of pollution so
this also affects the OB.
Article: 3 Conflict management and negotiation
Conflict and Negotiation are two big aspects that affect the running of the business. The
owners of the business face a lot of conflicts with their managers, partners, and employees.
Negotiation included as a solution that gives the solution to the parties that included in the
conflicts. This issue does not occur in the small business as the owners of the small business
organizations focused on the completion of the business functions. Apart from the internal
conflicts and negotiation, the external conflict and negotiation also occur in the business that is
all due to the external environment. This included as one of the major issues occurred in the
organizational behavior and it impacts several other facts of the business organization (Caputo, et
al., 2017).
There are many reasons due to which conflicts get occurred like the different ideas of people
regarding business functions. The bargaining process also includes a reason for creating
conflicts. Both aspects are prevalent in the large businesses and it affects the overall operations
of the organization. The organization faces several difficulties in the business due to conflicts
and negotiation (Muscalu, 2014). These two components are significant in the business and it has
been analyzed that conflicts occur where deviation occurs in the organization. It has been
revealed that conflicts are too harmful to the business and it decreases the overall benefits
attained by the business. The conflict occurs in the various conditions which include:
 Communication barriers that create difficulties in communicating and then
misunderstanding get occurred among the business people.
 Dependence on one party by another group or individual.
 Behavioral regulations that used to ensure protection and safety.
 Differentiation occurred in the organization.

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These two concepts are big issues in the organizational behavior that affect the overall
process of the business and create many difficulties in achieving better results in the market. The
customers also get distracted due to the issue of conflicts and negotiation (Borbély and Caputo,
2017). The conflicts are created due to the opposition of requirements between people that work
together in the same business organization. This is the main reason that creates several issues in
the organization. That’s why conflict occurs as a major issue of organizational behavior. The
negotiation is the process in which both parties try to get a solution that provides benefits to both
parties. These two aspects are majorly widespread in business organizations and several
individuals are included in the operations of the company. It has been determined that the
conflicts can be resolved by the process of negotiation by using several skills. The one cannot
abandon the value-creating strategies among the business; avoid getting into an emotional
response and using the time as the advantage. These three strategies are included as the best
negotiation skills that used to manage the conflicts among the organization's behavior. Due to the
conflicts, the whole organization gets affected.
Article: 4 Globalization and Corporate Culture
The globalization is greatly impacting the overall corporate culture and creates many
changes in the business. The corporate culture gets refined due to globalization so the business
needs to implement several changes to manage the effect of globalization in the business. The
globalization provides negative effects on cultural diversity by exploiting the different values of
society. The globalization sometimes improves business productivity and profitability as the
consumers get increased by using the globalization in the business (Caputo and Zarone, 2018).
The traditional religions and beliefs are included as a major consequence of the globalization.
Culture and globalization are interrelated with each other as they both impact each other
functions and activities.
Sometimes the globalization affects the overall culture of the corporate sector. This
concept becomes a big issue in organizational behavior and it becomes difficult to manage these
issues properly. Globalization is also responsible to bring more values to the business and
improves the qualities of the business aspects. Globalization makes the business international so
the customer gets increased and ultimately the profits get improved. Apart from the negative

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sides, there are several positive sides created in the business due to the adoption of globalization.
The main positive effects of globalization on corporate culture include that it improves the
understanding of foreign values and attitudes. This also gives them instant access to information
from anywhere in the world (Stipanowich and Lamare, 2014).
Globalization is closely related to the corporate culture as it affects the whole business
organization. Some people argue that globalization is positive for the culture of business or
negative of business culture, but it determines that sometimes it behaves like positive and
sometimes it behaves like negative. The traditional religions and beliefs are included as a major
consequence of the globalization. Globalization and corporate culture are interrelated with each
other as due to the changes in globalization, the corporate culture automatically gets fluctuates.
Sometimes the globalization also called cultural globalization which refers to the transmission of
ideas, meanings and values around the whole world (Henry, 2014).
Globalization provides several advantages to the business as it increases creativity and
innovation, improves job mobility, easy access to a foreign culture, loss of cultural identity and
lowers the costs of goods and services. Globalization makes the business international so the
customer gets increased and ultimately the profits get improved. The customer gets more
attracted towards the business that uses globalization.
Conclusion
From the above report, it is concluded that organizational behavior helps in addressing
the behavior of the employees which not increases the productivity and efficiency level of the
company but also enhances the growth by establishing a good relationship with the employees.
In this report, certain issues are addressed related to organizational behavior. The four articles
have been selected and every article is addressing the issues which generally occur while dealing
with the behavior of the employee. Change in the organizational structure creates the fear,
uncertainty and frustration level in the employees so it creates the issue of conflict at the working
place which has stated in this report.
Some several other challenges and issues have been seen in the organizational culture
such as to involve all the team members at the specific organizational goal, global challenges,

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environmental challenges, etc. When the change is not embraced by the employees then it creates
the major issue at the organizational structure which is indicated in this report. It has been
revealed that conflicts are too harmful to the business and it decreases the overall benefits
attained by the business. Globalization and corporate culture are interrelated with each other as
due to the changes in globalization, the corporate culture automatically gets fluctuates.

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References
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organizational change for implementation (LOCI): a randomized mixed method pilot
study of a leadership and organization development intervention for evidence-based
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Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate
sustainability. Routledge.
Borbély, A., & Caputo, A. (2017). Approaching negotiation at the organizational
level. Negotiation and Conflict Management Research, 10(4), 306-323.
Caputo, A., & Zarone, V. (2018). Uscio e Bottega: an exploratory study on conflict management
and negotiation during family business succession in Tuscany. World Review of
Entrepreneurship, Management and Sustainable Development.
Caputo, A., Pellegrini, M. M., Valenza, G., & Zarone, V. (2017). Conflict management and
negotiation in family business succession: Critical Literature Review and research
agenda.
Chatman, J. A., & O’Reilly, C. A. (2016). Paradigm lost: Reinvigorating the study of
organizational culture. Research in Organizational Behavior, 36, 199-224.
Glisson, C. (2015). The role of organizational culture and climate in innovation and
effectiveness. Human Service Organizations: Management, Leadership &
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Henry, U. (2014). Globalization and environmental issues: A new framework for security
analysis. Humanities and Social Sciences Letters, 2(4), 209-216.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.

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Huyghe, A., & Knockaert, M. (2015). The influence of organizational culture and climate on
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Lord, R. G., Dinh, J. E., & Hoffman, E. L. (2015). A quantum approach to time and
organizational change. Academy of Management Review, 40(2), 263-290.
Muscalu, E. (2014). Organizational culture in the age of globalization. Scientific Bulletin-Nicolae
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