Organizational Cognitive Neuroscience Coursework Example

Organizational Cognitive Neuroscience
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Organizational behavior refers to the study of the way people behave and interact with each other within the setting of an organization. It is premised on the idea that workers can be managed through the scientific approach to create a better and more efficient organization (Senior, Lee & Butler, 2011). The study is conducted through organizational cognitive neuroscience which links the mind and how people interact within organizations. This paper argues that the mind impacts on organizational behavior by influencing how people interact with one another and as such organizational behavior strategies should be developed and implemented with special a consideration for neuroscience.
From a personal perspective, the mind is the most important determinant of organizational behavior. For all of humanity, every action is usually founded and influenced by the mind. An employee in the setting of an organization will thus behave and interact with others according to their underlying mental condition. When an employee is in their proper state of mind, they are in a position to evaluate affairs critically and thus making informed decisions. These have a positive impact on both their behavior and as well as their relationships with others at the workplace (Senior et al., 2011). A poor state of mind, on the other hand, would impair the ability of employees to think critically thus impacting negatively on their behavior as well as their interaction with others in the setting of the organization.

For instance, employee motivation, which is based on the employee state of mind, significantly influences their engagement and interactions with not only fellow employees but also with their daily operations at their workstation.
It is important for organizational leaders today to not only understand but also apply knowledge of behavioral psychology presented from brain science in the successful management of organizational change (Senior et al., 2011). Past efforts to steer organizational change, particularly those that focused only on the structural aspects of organizations have systematically failed. This failure is attributed to the failure of such efforts to accept the reality that change requires people to change their thinking, behavior, and beliefs. Focusing more on neuroscience when studying or implementing the strategies of organizational behavior will help organizational leaders to understand the need for a change of mindset and thus tailor efforts to steer organizational change appropriately.
Moreover, focus on neuroscience will help organizational leaders to understand the relationship between the employee mindset, desired behavior, and the surrounding structures (Senior et al., 2011). As such, organizations desiring a change to become more efficient will adjust the surrounding structures such as reward and recognition systems accordingly to be in tune with the desired behavior. This will most likely increase the rate of success of initiatives to introduce and implement organizational changes since the leaders understand how to manipulate the mindset of the employees and tune it in the right direction.
In conclusion, the mind influences organizational behavior since one behaves and interacts with people in the setting of an organization in a manner that reflects their state of mind. Neuroscience should thus be more of a focal point during the development and implementation of strategies on organizational behavior. Putting more focus on neuroscience during this process of strategy formulation would eventually help leaders understand the mindset of their followers and thus tune it in a direction that favors any changes in order to make an organization better.

Reference
Senior, C., Lee, N., & Butler, M. (2011). Perspective—organizational cognitive neuroscience. Organization Science, 22(3), 804-815.