Analyzing Organizational Behavior: Theories and Practical Applications

This essay provides a comprehensive overview of organizational behavior, emphasizing its importance in achieving organizational success in a competitive market. It highlights the significance of collaboration, technological advancement, and effective management supervision. The essay discusses the critical role of employee satisfaction in driving productivity, innovation, and loyalty, alongside strategies for fostering a positive work environment. It also addresses the impact of management decisions on competitive advantage, the influence of organizational values and culture, and the potential pitfalls of groupthink and in-group favoritism. Furthermore, the essay underscores the value of teamwork, emphasizing the need for strong leadership, shared goals, and emotional intelligence within teams. It concludes by examining the influence of managerial behavior on employee productivity and the inevitability of change within organizations, highlighting the importance of effective change management strategies. The document is available on Desklib, a platform offering a range of study tools for students.

Running head: ORGANIZATIONAL BEHAVIOR
PAGE \* MERGEFORMAT 1
Organizational Behavior
Student’s Name
Institution’s Name

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 2
Organizational Behavior
Organization behavior is the key source of its success in the competitive market. All
parties should work in collaboration towards achievement of the overall goal of the firm.
Technological advancement should be part of the firms’ operation to ensure high adoption of
innovation and creativity hence giving them competitive edge over its competitors (Miner,
2015).
According to Dumitru et al., (2015), managers should carry out supervision role in the
firm to oversee better execution of duties by the employees. They should help employees in
solving problems they face in their operations to enable achievement of the firms’ goals and
objectives. During this role, managers should able to observe the employees’ behaviors and be
able to know when things are not okay. Therefore, there must be a mutual relationship between
workers and their employers to enable better communication (Conaway, 2017).
The managers should not generalize employees’ behaviors, which they do not like but
they should clearly inform them of the expected code of conduct in the firm. They should have
guidelines on how employees should execute duties in the firm for better achievement of
objectives (Jamali et al., 2015). In my view, if employees are showing bad behavior in the firm,
as a manager, I should inform them of my expectations. Some workers may be lazy and not be
willing to work despite the fact that they demand compensation. In such event such, I should
warn such member before terminating their contract if the behavior persists. It is important to
note that the managers are the people aware of the stakeholders’ goals and objectives and they
must ensure the employees stick to the set targets in their operation (Lounsbury et al. 2106). Any
deviation should be corrected through training and development and any deviations met with full

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
force. Therefore, keeping all factors constant, managers should ensure that the firms achieve its
documented goals and objectives despite the possible challenges in the market.
According to Deepa et al., (2014), employees’ satisfaction is crucial in ensuring that they
are able to achieve their duties effectively for firms’ success in the industry. Workers are the
drivers for any firm towards achievement of its obligations. Therefore, employees’ satisfaction in
their work will enable them increase their productivity and be creative and innovative in their
operations. Managers should strive to keep workers happy, feeling respected and trusted in the
working environment since it does not take too much efforts and the advantages are numerous.
Some of the importance of ensuring employees satisfaction include increasing their
loyalty to the firm. The workers are able to operate in the best interests of the firm hence support
its missions and work hard towards the objectives. It increases the firm’s profits as workers
increase their productivity despite their pay or job grade. These factors increase the firms’ profit
margin as a result of the high sales. Finally, in my view, job satisfaction reduces the employees’
turnover levels hence making it less costly for the firm as recruitment of new employees is low.
Retaining employees makes them more skilled to be able to coach the new talent hence save
money for the firm. However, the satisfaction is achieved through the management ensuring
employees security, availability of healthy environment, respect among colleagues, and better
compensation among other factors (Baruch & Gregoriou, 2017).
Management decisions made by firms are crucial in helping it achieve competitive
advantage in the market. They are also essential in ensuring that the firm adopts the current
trends in the market. However, decision making approach should be based upon the firms’
organization values. The decisions made must conform to the culture the firm operates in and its
values (Hill et al., 2014). In my view, for firm to succeed, it must be in peace with both internal

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
and external environments it operates. Therefore, the decision made in a firm should help in
achieving its goals and objective respecting the culture of the area the firm exists. However, the
firm can adjust its decision-making approach to fit the unique culture it operates in if it conforms
to its values.
The firm should have a defined objective and all its decision must be aligned with it. In
case of groupthink, the groups must remain objective and within the guidelines. The organization
behavior should be guided by the managers to enable all the parties know the firms’
expectations. Conflicting decisions may lead to the firm losing focus hence failure in the market.
Therefore, it is crucial for all decision made to be in line with the core values of the firms to
avoid misunderstandings (Wheelen et al., 2017).
In-groups are people of same social groups sharing a common characteristic used in their
identification. These people result to in-group favoritism, which entails members of same group
being bias over people outside their group. The people in same group mostly make decisions
jointly and try to enforce them to other groups. In the event it occurs in a firm, members in a
group forms other small groups to champion their interest hence affecting the reliability of the
decisions made (Balliet et al., 2014).
Managers have an obligation to ensure that all members in a group take part in decision
making process to enable availability of alternative ideas for effective conclusions. Therefore,
managers should manage in-groups in the firm to avoid their negative effects such as poor
decision making. Managers can disband groupthink in the firm with several in-groups to
motivate individual critical thinking in solving a problem. This would make people ideas be
encouraged for usage in decision making. Also, during employment, the HRM managers should
employ persons from different backgrounds to ensure they have no social groups hence able to

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
focus on their main obligations in the firm. Managers should ensure that groups are composed of
different people from different specialization and ensure each member opinions are allowed and
put into consideration (Bruggeman, 2017).
Groupthink in the firm entails firms’ members making decisions in a group, which may
result into typically unchallenged poor-quality decisions in the firm (Wegerif et al., 2017).
Decision making process is very important in a firm in ensuring strategic planning. Better plans
are vital for propelling the firm to greatness and ensuring it achieves its goals and objectives. In
group favoritism is a bias view of members in a group, which favors members in that group over
out-group members. In-group-favoritism may be seen in the evaluation of people in the firm,
allocation of resources, etc. This favoritism may result to low performance in the firm as
decision are made without proper research by the employees (Lerner et al., 2015).
Groupthink in an organization might be beneficial if all the employees have self-mind
and bring their ideas during decision making process. The group is able to evaluate all the
suggestions to be able to make the best decision. However, presence of in-group favoritism, the
main objectives of the group will not be achieved as the decisions made will be general and not
well examined by the members. Disagreements among people in group may result to conflicts,
which may slow down the decision-making process.
In my viewpoint, groupthink is valuable to a firm as it makes task easy to tackle as all
group members air out their suggestions leading to identification of the best decision. In such
even, the project in consideration may exceed expectations. However, in order to make groups
effective, it may be better to have small groups to avoid wrangles, which might occur in large
groups.

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
Teamwork in any firm is importance in ensuring that the tasks are accomplished in due
time and in the efficient manner than being tackled by an individual. Basically, team work allows
sharing ideas among employees on how to do specific jobs hence making hard tasks easy and
reducing their workloads. Employees’ areas of specialization are utilized in making the task easy
and tackled in the manner possible. Teams provide learning opportunities for new employee
from the experienced workers. Due to maintaining respect in the firm, the team members are able
to be more accountable in their operation ensuring better results. Additionally, teams help in
improving employees’ relations in the firm as they provide avenues for employees to bond with
each other (Goetsch, & Davis, 2014).
In order to have an effective team, the management should ensure that the teams have
strong leadership at the helm. Members should understand and share common goals in team to
make it effective. All the team members should have emotional intelligence with some being
introverts and others extroverts. This mixture of people would be important in formulation of
better decisions. Additionally, effective teams must have time for humor and members be able to
communicate proactively (Weller et al., 2014).
In an organization with hard tasks and new employees, I would motivate creation of
teams to ensure the task are completed effectively and on timely manner. I would inform the
team members the benefits of the team and with time they will be able to acknowledge its
importance. As the leader, I would ensure all ideas of member are put into consideration during
decision making to get final solution. Therefore, through my strategies, all the team members
would feel comfortable working together hence better achievement of the firms’ goals and
objectives (Lazaroiu, 2015).

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
According to Albrecht et al., (2015), employees are one of the most important resource
for a firm. They are essential in execution of its operations to be able to achieve the set goals and
objectives. Therefore, the human resource department have a difficult task of ensuring the
organization gets the most qualified stage to execute its operation. I agree that employees’
productivity is affected by the behaviors of the managers in the firm. Employees like any other
human beings love attention and managers should involve them in the operations of the firm to
enable them have a sense of belonging. This will enable them have the self-drive to execute
activities without supervisions hence increasing their productivity.
Managers should treat employees with dignity and avoid embarrassing them in front of
the other colleagues. This lowers their self-esteem making them feel unwanted in the firm. In
case an employee does wrong, it is prudent for the managers to summon them in their office to
find out the reasons for their actions. Through this way the employees would be able to feel
honored and be able to rectify their mistakes. Additionally, inability of employees to execute
some duties should not be used to embarrass them but managers should look for ways to train
and develop them to be capable of executing the duties.
Managers should also be able to offer financial motivation to the employees for the good
work done in the firm. Some of the means of doing this include offering them bonuses, giving
them commissions, increasing their pays, enabling them purchase firms’ products at lower fixed
price among others. This move would enable the employees feel wanted in the firm and have
both intrinsic and extrinsic motivation towards their duties. The managers should always show
appreciation to the employees for their great work as they are a great part of the firms’ success in
the market.

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
Change in a firm is inevitable despite the excess resistance it is likely to encounter from
the staff members. The management has an obligation to formulate policies and strategies, which
will enable their acceptance by the employees as well as proper execution to achieve the desired
goals and objectives. Additionally, change in the firm is vital to ensure it adapts to the new
trends in the market and be able to have strategies as well as obtaining competitive edge in the
market (Doppelt, 2017).
In my viewpoint, the management practices and policies will be detrimental in
determining how change will be accepted I the firm. Such practices include employees training
and development to equip them will relevant skills for the new tasks. The management should
involve the staff in decision making regarding a change in the firm to enable them feel part of the
firm hence have easy time adapting. Also, the management should create forums like meetings,
seminars etc. to communicate the new changes to employees and help eradicate any fears they
might have regarding the new changes. Basically, the firm should develop a clear process of how
staff adopt to the new change in the firm.
Finally, change is mandatory for a firm and the management team must formulate better
strategies to enable its acceptance by staff to ensure it yields the expected results. I think that,
despite change being seen as a way of trying to improve firms’ productivity, it may also be a
cause of its failure if it is not well planned. Therefore, its implementation and execution is crucial
for any firm.

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 2
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Balliet, D., Wu, J., & De Dreu, C. K. (2014). Ingroup favoritism in cooperation: a meta-
analysis. Psychological Bulletin, 140(6), 1556.
Baruch, Y., & Gregoriou, A. (2017). The impact of people management: Employees’ satisfaction
role in predicting financial performance. In Academy of Management Proceedings (Vol.
2017, No. 1, p. 10557). Briarcliff Manor, NY 10510: Academy of Management.
Bruggeman, J. (2017). Solving problems in social groups. Proceedings of the National Academy
of Sciences, 114(44), E9183-E9183.
Conaway, R. N. (2017). Redefining Functions of a Manager. Managing for Responsibility: A
Sourcebook for an Alternative Paradigm.
Deepa, E., Palaniswamy, R., & Kuppusamy, S. (2014). Effect of performance appraisal system in
organizational commitment, job satisfaction and productivity. Journal of Contemporary
Management Research, 8(1), 72.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Dumitru, A., Motoi, A. G., & Budică, A. B. (2015). What kind of leader is a manager? Annals of
the University of Craiova for Journalism, Communication and Management, 1(1), 50-60.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.

ORGANIZATIONAL BEHAVIOR PAGE \* MERGEFORMAT 3
Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an
integrated approach. Cengage Learning.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation
model. Business Ethics: A European Review, 24(2), 125-143.
Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, 97.
Lerner, J. S., Li, Y., Valdesolo, P., & Kassam, K. S. (2015). Emotion and decision
making. Annual review of psychology, 66.
Lounsbury, J. W., Sundstrom, E. D., Gibson, L. W., Loveland, J. M., & Drost, A. W. (2016).
Core personality traits of managers. Journal of Managerial Psychology, 31(2), 434-450.
Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Wegerif, R., Fujita, T., Doney, J., Linares, J. P., Richards, A., & Van Rhyn, C. (2017). Developing and
trialing a measure of group thinking. Learning and Instruction, 48, 40-50.
Weller, J., Boyd, M., & Cumin, D. (2014). Teams, tribes and patient safety: overcoming barriers
to effective teamwork in healthcare. Postgraduate medical journal, 90(1061), 149-154.
Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic management
and business policy. pearson.