Analyze OB Concepts And Principles In Manager Performance

Analyze OB Concepts and Principles in Manager Performance

Kindly note that these are two different tasks of different subjects. Each task has 2 references, peer-reviewed, in APA format. No poor content or grammatical mistakes will be acceptable.

Task 1 Instructions

The first article discusses what makes managers today successful in their day-to-day role, referencing certain Key Performance Indicators (KPIs) that differentiate high-performing managers from less effective ones. The second article, referenced within the first, discusses in greater detail some key situational and personal characteristics of managers that influence effectiveness. After reviewing these two articles, please answer the following:

1. Identify at least three Organizational Behavior (OB) concepts or principles that are directly related to manager KPI success. For each, explain in detail how they influence KPI outcomes.
2. Using OB concepts and principles reviewed, describe in detail steps you would recommend for increasing manager effectiveness. Specifically, when recruiting, selecting, and training managers, what OB concepts and principles are important? What specific actions could be taken using these concepts to increase the percentage of 'talented' managers?

Your grade will be based on (1) the degree to which you relate OB concepts and principles to the issues, and (2) the depth of explanation and discussion in your response.

Task 2

See attached. Each question requires two resources; thus, a total of four resources are needed for this section. Number your work appropriately.

Paper For Above instruction

The effectiveness of managers in organizational settings is a multifaceted issue that depends heavily on the application and understanding of core Organizational Behavior (OB) principles. Drawing insights from the two articles, which examine the critical success factors for managers, this paper explores three OB concepts that are instrumental in driving KPI success and proposes strategies to enhance managerial effectiveness through targeted recruitment, selection, and training initiatives.

1. OB Concepts Influencing KPI Success

First, emotional intelligence (EI) is a pivotal OB concept linked closely to managerial KPI performance. EI encompasses self-awareness, self-regulation, motivation, empathy, and social skills, which influence managers' ability to navigate interpersonal dynamics effectively (Goleman, 1995). Managers with high EI demonstrate superior conflict resolution skills, build stronger team cohesion, and adapt to changing circumstances—factors directly impacting KPIs such as employee productivity, turnover, and customer satisfaction.

Second, transformational leadership is another critical OB principle that correlates strongly with KPI achievement. Transformational leaders inspire and motivate employees by fostering a shared vision, encouraging innovation, and providing personalized support (Bass & Avolio, 1994). Such leadership styles promote higher engagement levels, which in turn enhance overall organizational performance, aligning with KPI metrics related to employee motivation and operational efficiency.

Third, the concept of organizational communication plays a significant role in managerial effectiveness. Effective communication ensures clarity in conveying expectations, feedback, and organizational goals, which directly influences employee performance and alignment with KPIs (Clampitt, Dehning, & Reid, 2013). Managers who excel in communication can facilitate better coordination, reduce misunderstandings, and foster an environment of transparency and trust.

2. Strategies to Increase Manager Effectiveness

To enhance managerial effectiveness, especially in recruitment, selection, and training, several OB principles should be prioritized. During recruitment and selection, it is essential to assess candidates' emotional intelligence and transformational leadership potential through behavioral interviews and psychometric assessments (Bar-On, 2006). Selecting individuals with high EI and leadership attributes increases the likelihood of hiring managerial talent capable of driving KPIs effectively.

In the training phase, organizations should implement development programs that focus on emotional intelligence, leadership skills, and communication. For example, emotional intelligence training workshops can help managers improve self-regulation and interpersonal skills, which are critical for team management and conflict resolution (Cherniss & Goleman, 2001). Leadership development initiatives, including coaching and mentoring, can foster transformational leadership qualities, further enhancing manager effectiveness and KPI outcomes.

Moreover, creating a performance-oriented organizational culture that emphasizes continuous learning and feedback fosters an environment where managers can develop and refine OB competencies. Regular coaching sessions and 360-degree feedback mechanisms can facilitate self-awareness and leadership growth, resulting in a more competent managerial workforce (London, 2003).

Conclusion

In conclusion, understanding and applying core OB concepts such as emotional intelligence, transformational leadership, and organizational communication are essential for optimizing manager KPI success. Strategic recruitment, targeted training, and continuous development grounded in these principles can significantly increase the percentage of talented managers, thereby improving organizational performance and sustainability.

References

• Bar-On, R. (2006). The Bar-On model of emotional-social intelligence (ESI). Psicothema, 18(Suppl), 13-25.
• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Clampitt, P. G., Dehning, B., & Reid, J. (2013). The impact of communication tactics on employee attitudes and behavior. Journal of Business Communication, 50(3), 318-340.
• Cherniss, C., & Goleman, D. (2001). The Emotionally Intelligent Workplace. Jossey-Bass.
• Goleman, D. (1995). Emotional intelligence. Bantam Books.
• London, M. (2003). Job feedback: Giving, seeking, and using feedback for performance improvement. Routledge.
• Goleman, D. (1998). Working with emotional intelligence. Bantam Books.
• Yukl, G. (2010). Leadership in organizations (7th ed.). Pearson Education.
• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.