Background Imagine You Are Applying For A Position At A Loca

Backgroundimagine You Are Applying Fora Position At A Local Health Ca

Background: Imagine you are applying for a position at a local health care organization. Since culture is important to workplace satisfaction, you plan to examine their organizational behavior to determine if you will be a good fit for them and if they will be a good fit for you. But first, you need to complete a self-assessment on what creates a good fit for you. The best way to self-assess is to examine current and past work experience. This assessment will help you determine the impact and application of organizational behavior.

It may provide some insight into how health care managers can use their coordinating skills to improve the overall team and organizational behavior. Preparing for the Assessment Consider the Infographic below. Organizational behavior starts and ends with people, particularly how individuals, groups, and the organization communicate and interact with each other – positively or negatively. Research aspects of culture and organizational behavior as you complete the grid for this assessment. (Keep scrolling for further directions)

Assessment Deliverable Use the circle grid as inspiration as you develop your responses to the following prompts for an organization you currently work for or one you worked for in the past.

Note: The organization you choose doesn’t have to be health care specific. This is a self-assessment activity and needs to be understandable to the reader. Use the WORD document "Week 2 Summative Assessment template" provided below to respond to each of the questions In Part 1. Consider phrase or sentence-length answer for each of the prompts. Then in the same document write your reflection for Part 2 listed below.

You will be using the WORD document template attached below for Part 1 and Part 2 of this assignment. It is required. If the WORD document attached here is not used, a 10% deduction will be assessed without the chance of resubmission. HCS370 Week 2 Summative Assessment Template.docx

Assessment Support Review the rubric for guidance on deliverable expectations. Review the coordination reflection and analysis example to guide your work.

Do not copy any information. PART 1 Individual What type of employee are you? What motivates you in a work setting (e.g., training, empowerment, etc.)? What impact do you, as an employee, have on the overall organization? Group What type of leader do you have? What impact does your team have on the overall organization? Organization What are the performance expectations for employees (i.e., high sales, quality of care, etc.)? What resources does the company put into its employees (i.e., empowerment, training, etc.)?

PART 2 Write a 350- to 525-word reflection addressing the following questions: What did you learn about effective organizational behavior? How can you impact organizational behavior at your workplace? How can organizational behavior lead to the success or failure of an organization? You must use at least one scholarly source in reflection portion of the assignment. Include the citation within the text of the document to show where the reference was used to support your work. List the reference on the reference page of the WORD Document template. The citation and associated reference must be formatted per APA guidelines.

Paper For Above instruction

The exploration of organizational behavior within the context of a healthcare organization reveals its critical role in shaping workplace culture, employee satisfaction, and overall organizational success. Understanding personal work styles, team dynamics, and organizational expectations provides insight into how individuals and groups influence organizational outcomes. This reflective process enables healthcare managers and employees to foster a positive environment that promotes efficiency, collaboration, and high-quality care, ultimately impacting organizational sustainability.

From my personal experience, I learned that effective organizational behavior hinges on clear communication, mutual respect, and alignment of individual goals with organizational objectives. Self-awareness regarding my work motivation, whether driven by empowerment, professional growth, or recognition, allows me to contribute meaningfully to team efforts. For instance, in my previous role, motivated by professional development opportunities, I actively sought training programs that enhanced my skills, which in turn benefited the team by elevating our collective expertise. Such motivation aligns with literature emphasizing that motivated employees tend to be more engaged, committed, and productive, thus positively influencing organizational outcomes (Robinson & Judge, 2019).

Leadership styles significantly impact organizational behavior. I identify as a participative leader, valuing team input and fostering collaboration. My team’s cohesive efforts result in improved patient outcomes and streamlined workflows. Effective leadership—whether transformational or transactional—can propel an organization toward its strategic goals. When leaders promote transparency and recognition, they bolster employee morale, which translates into higher performance levels. Conversely, poor leadership can foster disengagement, conflict, and high turnover, undermining organizational stability.

Organizational expectations, such as high standards for quality of care rather than solely financial metrics, shape employee behavior and motivation. Recognizing resource investments—like ongoing training, empowerment initiatives, and supportive supervision—demonstrates organizational commitment to workforce development. Such resources enhance employee competence and satisfaction, which influence retention, service quality, and patient satisfaction. A supportive environment that emphasizes growth fosters a culture of continuous improvement across the organization.

Understanding the dynamics of organizational behavior allows healthcare professionals to act intentionally in shaping a positive environment. My ability to foster open communication, support teamwork, and stay aligned with organizational values can directly influence organizational effectiveness. Additionally, embracing change and innovation, while considering staff welfare, can lead to sustainable success. Conversely, neglecting organizational behavior principles may result in low morale, reduced productivity, and organizational failure.

In conclusion, effective organizational behavior is fundamental to the success of healthcare organizations. Leadership, motivation, communication, and resource allocation collectively shape organizational outcomes. By actively applying these principles, individuals can contribute to a resilient, high-performing organization capable of delivering exemplary care and achieving strategic objectives. Future healthcare managers should prioritize cultivating a positive organizational culture through continuous development, transparent communication, and employee engagement.

References

• Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Bass, B. M. (1995). Theory of Transformational Leadership. Leadership Quarterly, 6(4), 463-478.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review, 78(2), 78-90.
• Deci, E. L., & Ryan, R. M. (2000). The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227-268.
• McGregor, D. (1960). The Human Side of Enterprise. McGraw-Hill.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. Jossey-Bass.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The Motivation to Work. Transaction Publishers.
• Latham, G. P., & Pinder, C. C. (2005). Work Motivation Theory and Research at the Dawn of the Twenty-First Century. Annual Review of Psychology, 56, 485-516.
• Spector, P. E. (2012). Industrial and Organizational Psychology: Research and Practice. John Wiley & Sons.