Organizational Behavior: Workforce Diversity, Models, and Strategies

This report provides a comprehensive overview of organizational behavior, delving into key aspects such as workforce diversity, organizational models, and strategic management approaches. It explores the benefits of organizational behavior in enhancing workplace efficiency, reducing stress, and improving decision-making processes. The report examines various organizational behavior models, including autocratic, protective, supportive, and mutual models, highlighting their impact on employee motivation and engagement. A significant portion of the report focuses on workforce diversity, discussing its dimensions (age, gender, education, culture) and the importance of diversity planning. It emphasizes the significance of engaging with a diverse workforce, outlining strategies for supporting and encouraging diversity, and ultimately, fostering a more productive and inclusive work environment. The report concludes by underscoring the critical role of organizational behavior in modern business and the benefits of creating a safe environment for diversity management.

RUNNING HEAD: ORGANIZATIONAL BEHAVIOR STUDY
ORGANIZATIONAL BEHAVIOR

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Contents
Organizational Behavior:.................................................................................................................1
Introduction:....................................................................................................................................1
Organizational behavior benefits in organization:...........................................................................1
Models of the Organizational behavior:..........................................................................................2
Autocratic:....................................................................................................................................2
Protective:....................................................................................................................................2
Supportive....................................................................................................................................2
Mutual:.........................................................................................................................................2
Workforce diversity in organization Behavior:...............................................................................2
Scopes or Dimensions of Workforce Diversity:..............................................................................2
1. Age Diversity:.......................................................................................................................2
2. Gender difference:................................................................................................................3
3. Education Diversity..............................................................................................................3
Culture and Psychology...................................................................................................................3
Workforce diversity planning in organization behavior:.................................................................3
Engaging with diverse workforce in organization behavior:...........................................................4
Strategies of Workforce diversity in organizational behavior:........................................................4
Supporting and encouraging diversity workforce members:...........................................................5
Conclusion:......................................................................................................................................5

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Organizational Behavior:
Introduction:
The new era of business organizational behavior is very challenging now a days. Organizational
behavior is the study of behavior of organization. Also we can say the behavior study of
individuals and groups in organization (Cummings and Worley, 2014). The study of
organizational behavior are decided into many divisions – this include organizational culture,
workforce diversity, and communication, learning of organization, efficiency and effectiveness
of organization. The main concern of OB is that what people do in organization, how their effect
the group and organizational presentation. According to research the organization world is
changing, in recent years drastic changes have been occurring (DiGennaro et al., 2016). Today’s
new progressive workplace is totally different from the past, they have new technologies, new
features, the services are given by them to the customers and clients are totally different and
unique. Increased globalization requires more interaction among people in organization they
come from different culture, nation, religion this is called work force diversity in organization.
Diversity has positive and negative both effects on the organization. Systematic approach
represent the relationship between groups, people in an organization. Primary purpose of this
approach to achieve the individuals, social, and organizational objectives (Garnero and Rycx,
2014). There are three main elements or OB-
1. Morals
2. Visualization
3. Objectives
Every organization includes official, casual and social environment. These three elements gives
the turn to the organization behavior. Understand the leadership, different ways of
communication, individuals and group structure within organization, these elements have been
provided by the organizational culture (Luthans et al., 2015).
Organizational behavior benefits in organization:
The benefits of OB in organization it helps to reduce the decrease stress, actual decision making
and involved organizational members, leadership qualities, work environment, coordination in

ORGANIZATIONAL BEHAVIOR 3
working and improvement in efficiency of employee (Martín et al., 2013). In that case
organization has to face many challenges and opportunities as such OB support to improve
quality and productivity of work, it also reduces the issues arising due to diversity in workplace,
it also fulfill the requirements of globalization of new world, helps in to re-build the
organizational structure, increase the confidence of workforce diversity, also encourage the
people for perform better, improvement in decision making.
Models of the Organizational behavior:
Autocratic: In this type of organizational behavior model the decision is taken by the top
management level, the operation management involvement in the decision making is very low
which leads demotivation in employee (Miner., 2015).
Protective: In these model the top management take help from operation management but the
last decision taken by the strategic management.
Supportive: This organizational model involve the operational employee into decision
making.
Mutual: According this level of model the whole management work as team .The motivation
level of employee in this model is very high because the decision taken by the mutual
understanding of employee.
Workforce diversity in organization Behavior:
As the name suggest workforce diversity is the combination of workforce of workers from
different region, different ages and genders of different international and national principles.
Organization becomes more heterogeneous after workforce diversity. Also it help to increase the
productivity, loyalty of employees, and it also fulfill the needs of customers, also improve the
decision making. Workforce diversity can be divide into two parts:
 Primary type include age, gender, ethnicity, and handicapped people.
 Secondary type include religion, marital status, education, culture.

ORGANIZATIONAL BEHAVIOR 4
Scopes or Dimensions of Workforce Diversity:
1. Age Diversity: There are multi-generation people work together in an organization.
The advantages of mixed-age workforce diversity in organization exchange the ideas,
thoughts, opportunity to teach each other. Young people has the more work efficiency.
2. Gender difference: At any work place the gender difference is vibrant. Gender
diversity also helps to improve the financial performance of the company. The result
shows that the dramatically effect of gender diversity in company growth and net profit.
But after the survey we found that male work with more aggression instead of female
work with patiently and always concerned with quality of work (Martín Alcázar, et al.,
2013).
3. Education Diversity: In an organization we can find many category of people
according to their education. Educated people have high thinking and they always talk
about the logical things. They do not like discrimination among people.
Culture and Psychology: The culture word itself includes religion, languages,
festivals, traditions and rituals. In an organization people comes from different culture and they
work together. Many people have different psychology towards their work. Some people are
very optimistic and some are shy in nature (Pitts et al., 2010).
Workforce diversity planning in organization behavior:
Workforce diversity planning has cycle which works in various stages. It works in four stages
that is scan and understand, develop and implement, monitor and evaluate, analyses and
interpret. It is progressive process to check the work planning force we need to return to previous
stages (Pinder, 2014).

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(Source: Shin, et al., 2012)
This figure shows that workforce diversity planning is a recycle process. Scan and understand
term consider that where is your company right now, where will be your company in future and
workforce diversity is applying in right way or not. Monitoring and evaluation stage provide the
ability whether the workforce and diversity planning is in continue in a cyclical process or not.
Implementation of planning of each strategy are monitor in this process. Implementation of
relevant strategy of plan covers in the develop and implement stage (Shin, et al., 2012). In this
stage of diversity planning analyses of internal data, evidence-based decision making are done in
analyses. Every company need to consider that how they can achieve diversity outcomes to suit
and meet the requirements.
Engaging with diverse workforce in organization behavior:
Engage with diverse workforce related to employee engagement it changes the overall the
culture, vision and mission of any company which contributes to raise in assurance and target
achievement. Every age group of people in company can learn from each other by this strategy
of engaging with diverse workforce. Different generation, culture and socially diverse team can
give the best solution of any challenges. It also help to sharing knowledge, skills to each other in
every generation of people in a company. The study tell us that there are four engaging element
which is:
Develop and
implement
Analyses and interpret Monitor and evaluate
Scan and understand

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1. A planned description
2. Betrothed managers
3. Structural integrity
4. Employee voice
Recent year’s organization has the increasing focus on equality and diversity. Organizations are
increasingly seeing that potential of employees are developing slowly. This will help them to
coordinate and engage with each other.
Strategies of Workforce diversity in organizational
behavior:
Selection process should be effective in reduce to diversity issues, the responsibilities of jb
should match to the human resources, the workforce diversity commitment should be ongoing by
management, strategic management should provide the effective climate to the employee,
management should also introduce about the training and development part for the employee, for
equal opportunities management should follow the legal procedure of work, management should
give fair treatment among employee, managers should know about the diversity management, in
the organization diversity must be well-defined from top to bottom, in the organization the
leadership accountability system should introduce by the management and to reduce the negative
effect of diversity managers should utilize the diversity scorecard (Wagner and Hollenbeck.,
2014).
Supporting and encouraging diversity workforce
members:
The term diversity itself introduce to build a strong and more competitive organization in market.
In an organization male and female works together. The diversity in an organization force to
people to interact and communicate with each other it helps them to enhance their encourage and
exchange the new ideas thoughts as well. It also makes organization more responsible. By the
broader group of people talents, cultures, and ideas of people are very helpful in growth of
organization (Triana, et al., 2010). We can say in short diversity in workplace:
 Introduce the perspective of people as well new ideas.

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 Equality in employees.
 Fairness within an organization.
 Remove the all type of differences among the employee and force them work for
company.
 All employee work in team with equal contribution.
 Diversity creates more productive environment (Zhang and Bartol, 2010).
Conclusion:
In this report we have covered about the many important topics of organizational behavior. The
study of organization behavior tells us about the study of individuals and group in an
organization. In the brief study of Organization behavior it covered number of concepts as such:
leadership and team working, human behavior. Workforce diversity also helps to improve the
organization behavior. Employee comes from different region, culture, country, gender in
organization it helps to improve the communication among employee, exchange the ideas and
thoughts which improves the organization performance. The diversity strategies should match
the requirement of human resources management in an organization. Organizational behavior
study tells about the study of individual and group both the difference of individuals also benefits
the workplace by creating the competitive environment which increase the productivity of work.
Creating safe environment benefits the diversity management. The tools of management should
be used to educate the people about the diversity in a diverse workforce.

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Garnero, A., Kampelmann, S. and Rycx, F., 2014. The heterogeneous effects of workforce
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Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-
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Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
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