In This Assignment You Will Analyze Organizational Behavior

In This Assignment You Will Analyze The Organizational Behavior Of You

Analyze the organizational behavior of your current or former employer by examining how various factors influence the organization positively or negatively. Specifically, describe the impact of the following areas: the type of organizational culture (such as Pluralism, Dualism, or Salad Bowl), modes of communication within the organization (written or verbal), the nature of authority (recognized social rank), motivational techniques employed (intrinsic or extrinsic), areas of emotional intelligence (EQ) embraced by the organization, and virtual elements like teleworking or virtual offices. For each area, provide specific examples relevant to the organization and discuss how each example applies.

Your paper should be between eight to ten pages in length, double-spaced, and formatted according to APA style. Include a title page with the paper’s title, your name, course name and number, instructor’s name, and submission date. Start with an introductory paragraph containing a clear thesis statement. Use appropriate headers to organize the content and conclude with a paragraph that reaffirms your thesis. Incorporate at least four scholarly sources in addition to the textbook, and properly cite these sources throughout the paper. A separate references page must be included, formatted according to APA guidelines.

Paper For Above instruction

This paper aims to critically analyze the organizational behavior of a current or former employer, focusing on how specific organizational factors influence the overall environment and employee performance. The analysis emphasizes six key areas: organizational culture, modes of communication, authority structure, motivational techniques, emotional intelligence, and virtual elements. Each section presents concrete examples drawn from the organization and discusses their implications, providing insights into the organization's cultural and operational dynamics.

Introduction

Understanding organizational behavior is crucial for identifying the factors that contribute to a positive or negative work environment. This paper explores how different elements such as culture, communication, authority, motivation, emotional intelligence, and virtual work practices shape organizational effectiveness. By analyzing these factors within a specific organization, the paper aims to demonstrate the importance of aligning these elements to foster a healthy, productive workforce.

Organizational Culture

The organizational culture profoundly influences employee engagement and overall morale. In my previous organization, the culture was characterized by a Salad Bowl approach, reflecting a diverse workforce maintaining distinct identities while working cohesively. This cultural style fostered inclusivity and innovation but sometimes led to challenges in internal communication and cohesion. For example, different departmental norms occasionally created misunderstandings, impacting collaboration negatively. Conversely, it also promoted a sense of individual identity, motivating employees through recognition of their unique contributions. Scholars such as Schein (2010) highlight that a diverse yet inclusive culture enhances flexibility and creativity, aligning with the positive aspects observed in this organization.

Modes of Communication

Communication within the organization primarily relied on verbal exchanges during meetings, complemented by written memos and reports. This dual approach facilitated clarity and accountability. For instance, regular team meetings encouraged direct dialogue, allowing immediate feedback, which fostered trust and transparency. However, reliance on written communication sometimes caused delays and misinterpretation, especially when messages lacked clarity or context. According to Clampitt (2016), effective communication methods are central to organizational success, and balancing verbal and written modes can reduce misunderstandings, a balance that this organization strived to maintain.

Nature of Authority

The organization followed a recognized social rank hierarchy, with clearly defined managerial levels. Employees understood authority lines, which streamlined decision-making and accountability. A positive example is the open-door policy encouraged by management, promoting access to higher ranks and transparent communication. However, rigid hierarchies occasionally led to slower decision processes and decreased employee empowerment. According to Mintzberg (1983), a well-defined authority structure can reinforce order but should permit some decentralization to enhance agility and motivation.

Motivational Techniques

The organization employed a combination of extrinsic motivators like bonuses and promotions, alongside intrinsic approaches such as recognition of achievement and professional development opportunities. For example, employees were incentivized through performance bonuses, which increased productivity. Simultaneously, leadership promoted a culture of continuous learning, boosting intrinsic motivation by fostering a sense of purpose. Ryan and Deci (2000) argue that integrating intrinsic motivation enhances long-term engagement and satisfaction, which was evident in employee retention rates within this organization.

Areas of Emotional Intelligence (EQ)

The organization embraced emotional intelligence by encouraging empathetic communication, active listening, and conflict resolution skills. Managers were trained to recognize and address employees' emotional states, which improved teamwork and reduced workplace stress. An illustration of this is the implementation of mental health initiatives and emotional check-ins during team meetings. Goleman (1998) emphasizes that EQ contributes to effective leadership and organizational harmony; this organization’s focus on EQ promoted a supportive environment conducive to productivity.

Virtual Elements

With the advent of teleworking, the organization adopted virtual offices and remote work policies. These virtual elements enhanced flexibility and work-life balance. For example, employees could work from home, which reduced commuting stress and increased job satisfaction. However, challenges such as diminished team cohesion and difficulties in communicating nuanced messages occasionally arose. According to Bloom (2015), virtual work arrangements can improve productivity but require intentional strategies to maintain team connectivity and organizational culture. The organization’s phased approach to virtual work has demonstrated both benefits and areas needing improvement.

Conclusion

In conclusion, organizational behavior is dynamic and shaped significantly by culture, communication, authority, motivation, emotional intelligence, and virtual practices. The analysis of my previous organization reveals that positive attributes in these areas fostered an engaging and flexible environment, while challenges highlighted the importance of strategic alignment and ongoing development. Recognizing and managing these factors is essential for organizational success, particularly in an increasingly diverse and digital workplace landscape.

References

• Bloom, N. (2015). To go virtual or not? Harvard Business Review, 93(3), 120-127.
• Clampitt, P. G. (2016). Communicating for Managerial Effectiveness. Sage Publications.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Mintzberg, H. (1983). Structures in Fives: Designing Effective Organizations. Prentice-Hall.
• Ryan, R. M., & Deci, E. L. (2000). Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology, 25(1), 54-67.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.