Organization Behaviour

Week 2: blog number: 2.2 Organization Behaviour
The critical analysis of the way human conduct themselves in an organizational setting provides a critical understanding of organization behavior. As a discipline, it comprises of three levels including the micro-level, mesolevel, and macro-level. In micro-level, the focus is on the individuals in the organization. According to Aithal (2016, 2), individuals are observed to exhibit different behavior when performing their roles in the team than when playing separate functions from the organization. The development of the discipline to include theories acts to provide the human resources with a purpose to maximize the output of the employees. It involves the performance of research to identify areas of improving job performance, promoting innovation, and encouraging the growth of leadership. In managing organizations, leaders may use various tactics such as reorganizing groups, modifying the governing structure and changing the system of evaluating performance.
In regards to Storey (2016, 19), leadership defines as the ability to promote positive influence and enable the contribution of others towards the success of the firm. The basis of categories of leadership competency is the characteristic of the leader. It includes the personality traits that contribute to their leadership qualities. Based on McShane et al. (2015, 400), eight recognized leadership competency comprises of personality, self-concept, drive, integrity, leadership motivation, knowledge of the existing business, cognitive and practical intelligence, and emotional intelligence.

Regarding personality, the predictors include high extroversion describing a leader who is comfortable performing an influential role. Comparatively, conscientiousness in personality describes a leader who set high goals and becomes motivated in pursuit of those aims. As a leader, I have a high degree of conscientiousness characterized by being analytical in approaching a problem and being task oriented. About self-concept it entails on how we view ourselves based on traits such as skills, habits, and behavior. It may include values and competencies in a particular field or role. As a leader, I describe myself as a hardworking individual and disciplined. I am highly competent in business management and facilitating my leadership position in the organization. I have efficiently managed to cultivate the values of hard work and diligence contributing to my values in achieving the position. According to Wrzesniewski et al. (2013, 281), drive impels an individual into taking action. I associate with real drive involving the curiosity to try new ideas and influence innovation in the environment. Additionally, through achievement and failure, I become motivated to explore different challenges.
An effective leader is one who upholds integrity regarding decision making, interactions with other colleagues and in the performance of the assigned tasks. As a leader, I am highly dependable, loyal and objective towards the goals and mission of the organization. Although I have positive virtues that enhance my levels of integrity, I lack the virtues of generosity and kindness equally important in generating the integrity of a person. According to Arbak and Villeval (2013, 635), leadership motivation is the ability to aspire people to improve their output. I believe I present a strong character of being a role model for the organization. Through my achievements, I positively influence other colleagues in meeting their objectives. Comparatively, I continually review the surrounding business environment to enhance the knowledge of the different trends for the business and aid in decision making.
The development of both cognitive and practical intelligence occurs through a cultivation of a network of activities and behavior. My leadership skills’ regarding the degree of knowledge is more convenient than cognitive. I manage to incorporate ideas generated by other individuals in various fields in mitigating problems within the firm. Comparatively, I hold a high degree of emotional intelligence that enhances my success within the organization. Based on Arbak and Villeval (2013, 635), it describes the ability to maintain control and calm in assessing a situation.
Week 3: blog number 3.3 Sources of Power
In regards to McShane and Von Glinow (2013, 319), power in leadership is the ability to influence others. There are two categories of sources of energy comprising of organizational power and personal power. Organization control includes legitimate, reward and coercive. Comparatively, personal authority includes expert and referent relating to employees job satisfaction, commitment, and job satisfaction. Leaders can incorporate sources from different categories to improve on the outcome of the situation. As the manager and a great leader, I am more inclined to utilize personal powers in influencing the success of the business. The power allows recognition of the individual at whatever position in the firm as long as they are in possessing the expertise in given field of interest. I identify with being an expert in finance management and planning, which prove to be adequate knowledge owing to my position as the manager. Consequently, I am quite influential especially in enhancing creativity and participation from other colleagues. I own these achievements to the active application of the referent powers in promoting positive relationship in the work environment.
According to Lunenburg (2012, 2), a leader is in a position to utilize the various sources of power in promoting the output of the business, in particular through the employees. As, the manager, I am encouraged to use more of the referent control in managing both the internal and external relations of the business. Additionally, I believe I am in a position of ensuring better contribution from the individual in the firm and enhance my relationship with the top authorities. The utilization of reward power could result in an increased participation and motivation of the employees and significantly contribute to the output of the organization.
It is my opinion and preference to use minimum legitimate powers as they are prone to abuse and less satisfaction with the junior staff. The exercise of the power presents more of a command- follow relationship, which may negatively impact the popularity and influence of the leader to other members. Additionally, I would prefer a limited use of coercive power in that through its practice it generates fear through its characteristics of posting threats and punishment.
I plan to effect the application of the relevant skills and discourage the practice of the otherwise negative powers through restructuring the principles and policies of employee treatment and protect them from abusive leaders holding positions of influence in the company. It is my strategic plan to incorporate a system providing rewards to hardworking employees in the form of vouchers and certificates of recognition. The idea is to improve employee participation and enhance my referent powers as the manager to the firm. Consequently, I will encourage team building to identify diverse expertise within the organization.
Week 4: blog number 4.1Managing oneself
According to Drucker (2005, 100), the level of performance is an influence to the strengths of an individual. The discovery of powers requires an analysis of the feedback or the outcomes. Additionally, the analysis involves the comparison of results over time to identify the position and challenges to overcome in seeking better performance. Through carrying out the analysis, my personal strengths include ambitious, action-oriented, confident, and courageous. Conversely, in the work environment, areas of strength include effective communication, objectivity, decision making, organizing, planning, and problem-solving. I manage to enhance the different areas of strength through learning ways to improve performance and adopting encouraging behavior positivity. Additionally, I contrast the expectations to the results to minimize the repeat of mistakes.
The method of work examines the performance of activities through a system of procedures. According to Rice (2013), job performance is a derivative of the individual personality. Although the method can be modified to enhance the results, it proves to be inclined to the particular character, which requires much effort to change. The method of work broadly includes either listening or reading. Additionally, it involves the means of learning and the environment in which performance becomes enhanced. Reflecting on my job performance, I identify closely to listening than reading. About the process of learning, I relate to the use and practice of practical skills with a less utilization of formal education especially in problem-solving. Learning through experience produces the greatest impact in the work environment based on examples available in the immediate surroundings. It is imperative to consider the environment that uplifts the individuals’ performance. As an individual, my performance improves tremendously in structured and predictable surroundings. The benefit is the development of objectives in line with the possible outcomes.
According to Rice (2013), person’s values present the guiding principles in engaging in a particular role, especially in a professional field. It defines the degree of importance we attach in the way we live or work. I highly value accountability, which stimulates my efforts to occupy a position of authority. Additionally, I value leadership, devotion, and dependability especially regarding my position in the organization.
I strongly support the work of Tosi et al. (2004, 411), in building on strength rather than finding the remedies to weakness. Most individuals are aware of their weak points compared to their areas of strengths.Therefore, they are in a position to identify areas where they don’t belong. Comparatively, identify strengths helps us build on these areas and achieve much success. The suggestions of Rice (2013) focus on the individual although this information is useful to organization especially in employing the right people based on their strengths and values.
Week 5: blog number 5.1 Insights of Leadership
An effective leader is one who manages to practice competent direction and management of both self and the people within the organization. Considering the importance of the subject, the crucial points in meeting these responsibilities include the development of an outstanding self-awareness, identifying values, utilization of power, effective communication, and planning. According to Carson, Carson, and Roe (1993), self-awareness encompasses the knowledge of strength and weakness, which significantly contribute to self-management and leadership. Through feedback in analyzing the strengths and weaknesses, the leader encourages a culture of openness and conventional thinking within the work environment. Comparatively, values assist in providing direction and guiding decision making. In leadership, they provide the managers the benefit of employing the most suitable candidate to a particular field. Similarly, in management use of values enhance the relationship between employees.
Power forms an integral part of leadership and management. Depending on the individual, different skills may promote the output of the business. An example is the use of referent powers in managing the contribution of other junior members. Use of legitimate and coercive powers may also significantly contribute to obedience from other members and influence their behavior in the work environment. The power of expertise becomes relevant in leadership as it provides a standard guide on job performance and quality. As suggested by McShane et al. (2015: 220), communication covers an integral part in an organization setting. It fulfills a structured process of passing information and problem-solving. It is a skill that leaders strive to attain especially in managing the junior members. About communication in self-management, it enhances the adoption of quality interpersonal relationship and contributes to building extensive relationships in the work environment. Regarding planning, it sets the pace for individuals conduct and responsibilities in the firm. Working without a plan produces massive losses and the loss of direction or purpose. The setting of a program helps the individuals remain objective and aware of their expectations.
The appropriate application of these fundamental points in leadership and management requires the development of a thorough learning process and innovation to structure these principles into their best fit according to the nature of the environment. Additionally, it requires a consistent practice of skills that go hand in hand with the principles. An example is the practice of hard work and commitment in developing positive values relevant in the work environment. Use of feedback analysis significantly leads to the development of a plan whose outcome is the identification of areas requiring improvement and those to avoid. A significant contribution to effecting the application of the points includes team building where motivation occurs.
Week 6: blog number 6.3 Team Processes
The use of a team-based approach in organizations is increasingly gaining popularity. It is imperative to develop appropriate ways to interact and work in attaining the specified goals. The processes include team development, developing norms, promoting cohesion and trust (Nahavandi et al., 2013). Team development begins with the course of setting up a meeting and searching for the suitable members to join in. The process proceeds with the defining of roles and responsibilities. Additionally, it involves the identification of a leadership style and methodology. The third stage includes the development of habits to support the accomplishment of tasks. The fourth and fifth steps involve an increase in participation and motivation and the recognition of the achievements respectively.
Based on McShane et al. (2015, 261), norms in the organization include various categories comprising of performance standards, appearance rules, social norms, and the resource norms. These models derive their names from the function they play. Standards in a group setting influence the behavior of the individual, making it necessary to manage their degree in the work environment. Comparatively, cohesion describes the development of shared values and building a better relationship with the team. It determines the success of the team, which through team-building than individualistic effort becomes enhanced. Similarly, the trust provides safety for the members and improves their comfort in performing their assigned duties.
In practicing my role as the team leader, I would improve the performance of the outlined team process through leading by example and communicate my ideas and opinion on the performance. I would devote my time to learn the personality of my team members to identify their areas of strengths and weakness. Additionally, I would avoid creating sub-teams within the team to discourage the development of cliques proved to contribute to isolation of the individual. Through scheduling regular meetings, I plan to improve cohesion and performance norms. Consequently, I plan to monitor individual participation by checking the attendance of meeting by the members.
Identification of the individual development need promote effective team building. As the leader, I plan to observe the team carefully to identify the individuals’ ability in performing the assigned task. I would also include often communication and an introduction to training equipment based on the outcomes of the individual development assessment. About norms, especially resource allocation, I would begin by involving the member in identifying the resource necessary and available to meet their needs. I would proceed in structuring a flexible budget allowing minimal changes with the financing. In monitoring the use of the resources, I would set a requirement for the team to account for the expenditures made and balance these to the funds allocated. In enhancing team accountability and performance, it is my plan to introduce a rewarding system to the most contributing member. Consequently, through encouraging intro competition, I believe it will reciprocate with an active management of the team process.
Week 7: blog 7.2 Human Motivation
Motivation works to increase productivity. According to Heifitz and Laurie (1997, 127), it is the psychology of the individual influencing the behavior that either relates to reduced or increased outputs. I draw my motivation from the recognition I receive from the people within my environment, especially within my work environment. I am a hardworking individual although I feel more encouraged to put more effort when someone recommends my performance. Comparatively, I manage to feel motivated through criticism from my superiors in the professional field. Judging from the progressive growth of my career I become more motivated to hold greater office and influence more people. Additionally, the structure of the governing policies significantly contributes to my output in both a personal and professional level. The policy describes the benefits, expected salary, working terms and conditions and is quite influential in encouraging or discouraging the employee output.
Regarding my degree of being engaged and disengaged in the organization, I identify factors such as working conditions, employment relationship, team effort and frequent feedback to significantly contribute to my engagement and participation in the organization. Additionally, supportive structures such as the organizational model outlined communication channel and an environment that incorporates the development of the hierarchy of needs positively affect the levels of contribution. Comparatively, an environment that discourages competition, growth both personal and professional, lack of collaboration between the leaders and employees and inefficient communication are the main contributing factors to my disengagement in the organization. Importantly, I assert high value to the provision of information about the progress of the company. The presence of a comprehensive summary of the ongoing success or failure provides an authoritative source of engagement.
I am inclined to support the theories of human motivation especially by observing the current trends in the environment. The principles outline important factors that contribute towards motivation including the hierarchy of needs especially the widely known propositions by Abraham Maslow. Additionally, instincts, drive, arousal, and expectancy theories prove the level that human motivation is an outcome of a combination of activities and influence of the surroundings. Research into the subject indicates that the person behaves differently and exhibit varying levels of motivation based on their programmed system. The theories suggest with the present or absence of the extrinsic factors such as rewards, policies, communication and teamwork; humans would still display different levels of motivation. In my opinion, the surrounding environment contributes to a large extend in the subject of motivation. An example is an organization setting where output is minimal, and the people working at the firm are lazy. The possibility of a new employee adopting the same behavior is more likely than her positively influencing change in the business. Comparatively, the individual may opt to resign and shift to a more participatory environment.
Week 8: blog number 8.1 Coordinating Mechanism
Based on Lepine et al. (2008: 273), coordination mechanism is developed to improve the performance of individuals and the entire organization. It focuses on the accomplishment of tasks through providing a network of structure to guide the operation of the business. According to McShane et al. (2015), there are some mechanisms geared towards coordinating including making adjustments, supervision, work, output, skill, and norms standardization. Making changes involve the restructuring of communication to include both formal and informal methods for enhancing the employee relationship. The strategy promotes idea development and borrowing from individuals in the different department. Additionally, it supports an open system where identification of expertise is possible.
About the role of supervision in coordination, it involves the identification of a suitable, qualified individual to take charge of the supervisory positions over the work performed by others. The method achieves a hierarchy form of the structure providing a systematic process of reporting and analysis of the progress. Additionally, the method ensures that the supervisor consistently provides the instructions and reduces the possibility of errors.
In regards to standardization of the work process, Goleman, Boyatzi, and Mckee (2013, 91) describes it to comprise the specification of the content of task and the procedures to follow in meeting the assigned duties. The identification of these work processes requires the performance of analysis in work-study. Additionally, the method requires a coordination of activities before working on the provided activities. Comparatively, output standardization is a result of efficient communication and clarification of the output expectations. In the method, the individual roles and responsibilities become excluded and require the performance of individual analysis to match the tasks to the most qualified employee. According to Drucker (2005, 100), it is the scientific management in which people become informed of the company’s goals and are required to act accordingly in fulfilling the objectives.
Coordination through skills and knowledge standardization requires input in training and education. Education focuses on improving how people relate to each other and develop skills to accommodate people of different behavior and mannerisms. The training allows people to become informed on what to expect from others and works to improve their interaction in a work environment. Similarly, norms perform the function of equalizing behavior in the organization and the employees as a community of members with different needs. Standardization of these models especially the performance; appearance and social provide a guideline on the firms’ approved behavior. An example of appearance norm is the use of a particular dress code for the work environment like the uniform for nurses. Additionally, through uniformity equality of all employees is established. Comparatively, performance norm ensures that each of the employees is aware of their responsibility and expectation and may encourage team building to manage carefully relating activities.
According to the discussed coordination mechanism, my organization exploits the use of work standardization process. The policies of the company require each department to carefully outline the tasks to be performed and provide a detailed work organization structure. The duties of the each personnel in the office are described in detail alongside the procedure to follow in making reports and addressing the possible challenges. The authorities through the heads of the department perform an annual analysis of the work-study about the annual outputs. Based on the discussion, implementation of necessary changes within the departments includes the reshuffling of employees, hiring of new individual and introduction of training to improve the performance of the employees. In my view, the organization could significantly improve the coordination of work through incorporating other methods such as skill and education standardization, which promotes a person-to-person relationship. The techniques prepare the employees to the real job environment and are better placed in handling conflict, negative criticism, and work environment challenges. Additionally, through encouraging group performance of related departments provides a broader range of ideas to incorporate in increasing output and innovating to provide an advantage over other competitive firms. An important area that the organization may consider is holding an all-employee meeting to directly communicate on the progress of the company and help bridge the employee- employer boundaries.

Reference List
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