Individual Assignment Grading Guide Week One Individual Pape ✓ Solved

Individual Assignment Grading Guideweek One Individual Paperorganiza

Write a 700- to 1,050-word paper discussing the following: Select one personal attribute (attitude, ethics and personal values, self-awareness, social capital) and explain how it can either assist or hinder job performance within an organization. Then, choose one soft skill (critical thinking, problem solving, judgment, active listening) and explain how it can either help or obstruct decision-making in a workplace setting. Include at least one specific real-world example demonstrating how managers utilize organizational behavior principles to enhance job performance, decision-making, or workplace ethics. Your paper must incorporate a minimum of two sources formatted according to APA guidelines.

Sample Paper For Above instruction

Organizational behavior (OB) is an interdisciplinary field dedicated to understanding, managing, and improving how people behave at work. It encompasses self-management and draws on research and principles from various disciplines such as management, sociology, ethics, and vocational counseling. The core purpose of OB is to enhance organizational effectiveness by fostering positive workplace attitudes and behaviors while minimizing negative ones. For managers, understanding OB provides a foundation for effective leadership, clear communication, and a healthy organizational culture.

An essential aspect of OB involves recognizing how individual attributes influence workplace performance. Personal attributes like attitude, for instance, greatly impact how employees engage with their tasks and colleagues. A positive attitude might foster collaboration, resilience, and motivation, ultimately improving performance and morale. Conversely, a negative attitude can hinder teamwork, reduce productivity, and create conflict. For example, in a customer service scenario, an employee with a proactive and friendly attitude may defuse tense situations and foster customer loyalty. Conversely, a dismissive attitude may escalate issues, leading to poor service and lost business.

Similarly, ethical behavior and personal values shape workplace interactions and decision-making. Employees with strong ethical standards tend to make principled choices, enhancing organizational integrity and trust. However, conflicting values can cause dilemmas or unethical behavior. An employee who prioritizes honesty might report misconduct, promoting a culture of accountability. On the other hand, a lack of personal ethics could lead to dishonest practices, damaging the company's reputation and risking legal repercussions. Thus, personal values serve as a moral compass influencing performance and decision quality.

Self-awareness, or understanding one’s strengths and weaknesses, plays a crucial role in personal development and performance. Self-aware individuals are more likely to recognize how their behaviors affect others, leading to better interpersonal skills and collaboration. Managers who foster and assess self-awareness can cultivate a motivated and adaptable workforce. For example, a manager aware of their tendency to micromanage might consciously delegate tasks, empowering employees and enhancing productivity. Conversely, a lack of self-awareness may result in poor leadership choices and suboptimal team dynamics.

Social capital—networks of relationships and trust—can facilitate cooperation, information sharing, and organizational resilience. Employees with high social capital are often better equipped to navigate organizational politics and gain support for initiatives. Effective use of social capital helps managers implement change and motivate teams. For instance, a manager leveraging strong relationships with key stakeholders can secure resources rapidly and facilitate smoother project execution. Without social capital, efforts may face resistance or delays, negatively affecting organizational goals.

Turning to soft skills, critical thinking enables employees to analyze complex situations objectively, leading to better decision-making. It involves evaluating options, anticipating consequences, and making informed choices. A manager employing critical thinking might assess risks before launching a new product, ensuring strategic success. Conversely, poor critical thinking can lead to hasty decisions that harm the organization. Active listening is another vital soft skill, enhancing communication and understanding between team members. For example, a leader who actively listens to employee concerns can identify issues early and address them effectively, fostering trust and collaboration. Lack of active listening, however, may result in misunderstandings and unresolved conflicts.

In practice, organizational behavior principles are regularly applied to improve workplace ethics, enhance decision-making, and increase job performance. For instance, Google’s implementation of behavioral analytics and team psychology demonstrates how understanding individual differences and fostering positive attitudes can improve collaboration and innovation (Duhigg, 2016). Managers who invest in training on OB principles often see improved employee engagement, lower turnover rates, and better organizational outcomes. Recognizing the role of personal attributes and soft skills allows managers to cultivate a work environment where employees thrive and organizational objectives are achieved efficiently.

References

• Duhigg, C. (2016). The Power of Habit: Why We Do What We Do in Life and Business. Random House.
• Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem-Solving Approach (3rd ed.). McGraw-Hill Education.
• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
• Schneider, B., & Barbera, K. M. (Eds.). (2014). The Oxford Handbook of Organizational Climate and Culture. Oxford University Press.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Hersey, P., & Blanchard, K. H. (2013). Management of Organizational Behavior: Leading Human Resources (10th ed.). Pearson.
• Luthans, F. (2011). Organizational Behavior: An Evidence-Based Approach (12th ed.). McGraw-Hill Education.
• Bennis, W. (2009). On Becoming a Leader. Basic Books.