Analysis of Organizational Behavior and Decision Making Articles

This report provides a critical analysis of three articles focusing on organizational behavior and its impact on decision-making, performance, and competitive advantage. The analysis includes summarization of the articles' main points, comparison of their arguments, and identification of flaws or limitations. The report highlights the importance of understanding organizational behavior components such as people, technology, job design, motivation, and environment. It emphasizes how effective management of these components can lead to better decision-making, improved employee performance, and a stronger competitive position for the organization. Recommendations are provided for fostering positive organizational behavior, including employee needs, job allocation, technological advancements, motivation strategies, and both internal and external environmental considerations. The report concludes that a strong understanding of organizational behavior is essential for achieving organizational goals and success.

Introduction:
The purpose of doing article analysis is the demonstration that analyzer had read, understood and
can affectively apply the learning outcomes to the particular business field and for the
demonstration of critical thinking capacity. Classically, the analysis of article considers three
things; Summarization of the main points of the article, analyze the offered evidence for the
support of main points of the writer, pointing out of the arguments’ flaws, reflection on the
article significance and its connection with other concepts and importance in the business field.
This report will analyze the articles that are based on organizational behavior and human
decision making. In this report, will be critically analyzing the current three articles through
summarization, comparison, and recommendation (Chen, 2016). This analysis will support the
elaboration of knowledge and learning of the current topic. Organizational behavior is the study
that involves the impact of team, individual and behavior in the organization. This study supports
the information regarding effective working and how the behavior of individual affects the
performance of the organization. As an organizational behavior and human decision making
have an impact on each other because both affect the organization performance.
For the article analysis, this report will consider the three articles from different journals that are
based on the same topic. After that, there will be a summarization of three articles, analysis of
the main points and after that recommendation for current topic.
Summary of three articles
According to the first article, the organizational behavior is the study that examines the impact
of groups or team, individuals and structure on the behavior in the organization for application of

the knowledge to improve the organizational effectiveness. Organizational behavior includes the
topics motivation, interpersonal communication, leadership power and behavior, group process
and structure, attitude perception and development, learning, conflict, change process, job design
and work stress (Tsai and Wu, 2010). Organizational behavior is undertaken for the
management of conflicts, stress, intergroup behavior and group level decision making,
According to the article, there are different types of components that should be controlled for
development of organizational behavior to the direction of improved performance (Tsai and Wu,
2010). The first component is people that involve the identification of people’s spectrum needs,
management of interpersonal relationship, understanding of the individual’s goal and their
relation to organizational strategies. The other component is the structure related understandings
and their modifications depending upon the requirement of the hour that includes the latest
technology, policies, rule, regulations, processes and procedures, authority delegation (Tsai and
Wu, 2010). The other component is a job that means jobs should be given to individual
depending upon aptitude and compatible processes with used technology. The internal and
external environment is another component. Internal component is related to personal policies
and action of the manager and external environment relates to the cultural, legal, and social and
rules and regulations of the government that are to be taken care.
According to the second article, the competitive pressure on the organization continues to
support and the skillful management search for the firm strengthening relation to the competitive
advantage and operational effectiveness. The effectiveness of the technological resources,
management deployment, and strategic initiatives depends on the motivation and quality of the
workforce. The basic theme behind the organizational behavior is the development and
strengthening of the competitive advantage of the organization by enhancement of manager’s

hold on the workforce. In this article, researchers have analyzed the contribution of the
employees work on the productivity and effectiveness of the firm. This field has three analysis
unit that is a group, individual and the organization (Chen et al., 2012). An individual-employee
level is the micro aspect of the organizational behavior that emphasizes the personality traits,
motivation to work, employees attitude, group formation, decision making, and leadership. The
macro approach emphasizes the organization that is the primary analysis unit that relates to
organization design and structure. Organizational management differs from the organizational
behavior as it deals with the achievement of the organizational goal through the work force but
the organizational behavior is the behavior of the individuals at the workplace (Chen et al.,
2012).
According to the third article, overconfidencedefined as an exaggerated sense of confidence in
someone knowledge’s accuracy and cognitive estimates such as people are mostly overconfident
about their answer’s precision to different questions asked of them. But effective decision
making normally requires accuracy and precision what someone knows and does not know,
especially over precision in someone’s knowledge is essential in the organization.
Overconfidence is defined as better than the average effect that is a second common bias of self
enhancement (Rezaei and Barzoki, 2017). This effect emphasizes the ability of someone related
to the other organizational people. The third strand that is illusory control defined as
overestimation of someone’s personal control on the outcomes that are either fall or change
based on the individual control. The illusory control that has been related to power is different
from overconfidence in someone’s knowledge as the previous links to the perception through
someone’s ability or action, she is capable of impacting outcomes than she is actually.
Overconfidence is different from illusory control both empirically and theoretically but at the

theoretical basic level, both constructs express different control style that the people pursue.
Illusory control plots onto the primary control concept that is characterized as the efforts for the
satisfaction of someone’s need by directing modifying the environment (Rezaei and Barzoki,
2017). In comparison, overconfidence plots the secondary control concept that refers to the
achieving the goal through precisely understanding and predicting someone’s environment.
Analysis
After the summarization, the next step is an analysis of the three articles.
Through the critical analysis of the three articles, it is stated that all the three articles
demonstrated that the organizational behavior is the behavior of the team, group and structure in
the workplace for the knowledge for the improvement of the effectiveness of the organization.
The organizational behavior has great impact on the performance of the organization (Barzoki
and Rezaei, 2017). As in the second article, it is stated that competitive advantage can be
achieved through management of the organization behavior. The organization behavior include
motivation, interpersonal communication, leadership power and behavior, group process and
structure, attitude perception and development, learning, conflict, change process, job design and
work stress. The entire three articles agree that the organizational behavior has impact on the
organization performance, effectiveness and competitive advantage.
According to the articles there are different components that impact the organizational behavior
are people, technology, job, and environment. As the people’s goal orientation towards the goal
of the organization, use of improved technology, jobs should be allotted to the right person
according to their attitude, qualification and skills, environment both internal and external;
internal means process, procedures and manager’s action, external environment means legal,

cultural, social and rules and regulation of the government that should be taken care off (Barzoki
and Rezaei, 2017). The competitive advantage can be achieved through the effective behavior
management that means manager have good interpersonal relationship with teams, motivation of
the employees through incentives, appreciation, training and workshop, good leadership quality
of manager, job profile of the employees according to their skills, knowledge and education,
orientation of personal goal towards the organizational goal (Fuchs and Edwards, 2011).
The organizational behavior has impact on the decision making process as effective
organizational behavior directs better decision making. The manager has responsibility to
maintain good organizational behavior (Fuchs and Edwards, 2011). If the manger have feeling of
overconfidence than he or she will do wrong decision making because his overconfidence
behavior will direct the improper decision making that leads to the ineffective performance of the
organization and competitive disadvantage. The overconfident person has wrong perception
about their own knowledge and this wrong perception leads to wrong decision. Thus from the
analysis of all three articles it is revealed that the organizational behavior and decision making
are interrelated terms (Akinbode, 2011). There are different types of the organizational behavior
from them manager leadership behavior is discussed in the third article (Fuchs and Edwards,
2011).
According to which if a manager has overconfidence on his ability and knowledge then its
leadership will provide wrong direction to team that leads to the inefficient performance and
competitive loss of the organization. On the whole sum, organizational behavior has great impact
on decision making, effective performance, and competitive advantage in the workplace
(Strongman, 2013). All three articles revealed that if there is any negative interpersonal
relationship, leadership, motivation, structure, process or environment that will surely affect the

organization performance such as in the third article, overconfident leader will do wrong
decision making and hence impact the organization performance, so there is need of positive
organization behavior for competitive success and performance of organization (Isfahani and
Rezaei, 2017).
Recommendations
From the reading, understanding, and analysis of above three articles, there are few
recommendations about the organizational behavior and its impact on decision making,
performance and competitive advantage of the organization. As this essay has critically analyzed
the three articles related to organizational behavior topic, from all these it is clearly
recommended that the good organizational behavior leads to perfect decision making, effective
performance and provide a good competitive advantage. Thus for the management of the
organizational behavior, the organization should concentrate on the components that impact the
organizational behavior. The first component that is people or employees those work for the
organization. There should be proper consideration of the needs of the employees such as
handsome salary, provision of fresh water, accidental and health insurance, working hours and so
on. If all these needs should be properly considered, it helps in maintenance of the good
interpersonal relationship between employees and employers. The second component is the job
that means right job should be given to right person. The job should be allotted to the person that
deserves it that means the person that has knowledge, qualification, and skills of allotted work.
The third component is the technology, which means in the organization, there should be
advanced technology that supports the efficient working of the employees. The third component

is a motivation; every person requires motivation for the work. The motivated increase the
performance of the individual or a team. The motivation can be done by giving appreciation to
the individual for his best performance; this can be done by provision of incentives, prizes, salary
increment, workshop, and training(Dunphy, 2017). The last component is an environment that
includes the internal and external environment. Internal environment means the process and
procedure used by the organization, for the maintenance of a good internal environment; there
should be a culture of communication between employees, managers, and employers. There
should be a regular meeting of employees, managers, and employers in which there is a
discussion on goals and objectives of the company, strength, weakness, opportunity, and threats
to the goal and also on the improvement of the weakness and minimization of the threats and
utilization of the opportunities. There should be a formal suggestion from the employees
regarding this and every employee has right to speak and discuss their problem with the
managers and employers. All these support helps in maintenance of the good internal
environment (Dunphy, 2017). The external environment is difficult to improve as it has the
impact of external factors such as social, cultural and governmental but good internal
environment reduce the impact of the external environment. Thus, the maintenance of good
organizational behavior supports the growth of the organization through the better performance
of the employees and competitive advantage.
Conclusion
In the last, it is cleared that organizational behavior has an impact on the performance,
competitive advantage and decision making process. From the summary and analysis of all three
articles, this statement is well established. As the first article has a discussion of the components

that impact the organizational behavior that is employees, technology, job, motivation, and
environment. Through the organizational behavior, all these components can be maintained
properly and hence the manger and employers can make the right decision that favors the growth
of the organization. In the second article competitive advantage of the organizational behavior is
discussed. In this article, there is a discussion that how the good organization behavior provides
competitive advantage through the orientation of the personal goal towards the organizational
goal. In the third article, there is a discussion on the impact of the overconfident behavior on the
decision making and hence on the performance of the organization. The overconfident manger
has the wrong estimation of their knowledge and abilities and accordingly he or she will make
the wrong decision that will affect the performance and competitive environment of the
organization.

References
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