Note: There Are Two Parts To This Assignment Part I Short Re

Note There Are Two 2 Parts To This Assignmentpart I Short Respons

This assignment consists of two parts. The first part involves short responses to specific questions about the relationship between employees and organizations, the creative process in organizations, and how organizations can promote innovation and creativity. The second part requires a one-page short essay in a question-and-answer format analyzing individual behavior in organizational settings, with a focus on hiring practices, employee satisfaction, commitment, and characteristics for new hires in a department store context. References should include at least two credible sources, such as the textbook and additional scholarly or reputable online sources, cited appropriately in APA style. The responses should be written in original words, with each answer being at least 100 words. The paper should include proper APA citations and a detailed reference list at the end.

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Part I: Short Response

1. The relationship between employees and the organization is fundamentally built on an agreement outlining mutual contributions and inducements. Employees contribute their time, skills, efforts, and loyalty, which can include tasks, productivity, and commitment. In return, organizations offer inducements such as salary, benefits, recognition, career development opportunities, and a positive work environment. This exchange forms the basis of organizational commitment and employee motivation. It aligns individual goals with organizational objectives, fostering a productive and harmonious workplace. Clear communication of expectations and fair treatment are crucial for maintaining a healthy employer-employee relationship, ultimately impacting organizational success.

2. The creative process involves several key steps: preparation, incubation, illumination, and verification. Preparation requires gathering information and understanding the problem, while incubation involves subconscious processing of the information. Illumination is the "aha" moment where an idea surfaces, and verification entails testing and refining the solution. Organizations can enhance employee creativity by fostering an open climate, encouraging risk-taking without fear of failure, providing resources, and supporting collaboration. Promoting diversity and allowing time for reflection help stimulate innovative thinking. Management can implement incentives, reduce bureaucratic constraints, and cultivate a culture that values experimentation to boost creativity.

3. According to Demirdjian (2008) and Berkman (2013), organizations can foster innovation by creating a culture that rewards creativity, leveraging social tools for collaboration, and aligning strategic goals with innovative efforts. Many organizations today, however, inadvertently stifle creativity through rigid hierarchies, excessive rules, and fear of failure. Managers can counteract this by encouraging open dialogue, providing autonomy, and recognizing innovative contributions. To change organizational culture, employees and leaders should champion flexibility, embrace continuous learning, and utilize social technologies that facilitate idea sharing and collaboration. This approach leads to sustained innovation and competitive advantage.

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Introduction: The purpose of this paper is to analyze the behavior of individual employees at a department store. Griffin states that an individual’s unique characteristics “affect how they feel about the organization, how they will alter their future attitudes about the firm, and how they perform their jobs” (2014, p. xxx). A department store provides a good model for studying an individual’s behavior in the organization. This paper will assist the store in deciding whether it needs to implement new hiring procedures or change its current management style. First, we will examine the psychological nature of individuals. Next, we will analyze the concepts of personality attributes that influence behavior in organizations. Finally, we will consider the role of individual attitudes and perceptions in the organization.

Question 1: Many organizations are increasing their use of personality tests to screen job applicants. By analyzing personality types or administering tools like the Myers-Briggs Type Indicator, companies can gain insights into candidates’ interpersonal styles, communication preferences, and work habits. This knowledge helps predict how well a candidate fits a specific role or organizational culture, potentially reducing turnover and improving team dynamics. Advantages include better alignment between employee traits and job requirements, leading to increased satisfaction and performance. Disadvantages involve the risk of stereotyping, limitations of personality assessments’ predictive validity, and potential biases in interpretation. Managers can mitigate these pitfalls by using personality tests as one part of a comprehensive hiring process, combining results with interviews and practical assessments to ensure balanced decision-making.

Question 2: A manager can observe signs of job satisfaction through employee engagement, willingness to participate, and positive interactions. Satisfied employees often display enthusiasm, punctuality, and a willingness to take on additional responsibilities. Conversely, stress may manifest as irritability, withdrawal, decreased productivity, or absenteeism. High organizational commitment is indicated by employees’ loyalty, efforts to promote the company’s interests, and long-term tenure. If an employee appears dissatisfied, managers can conduct open conversations, offer development opportunities, recognize achievements, and address workload concerns to improve satisfaction. To enhance commitment, organizations should foster a supportive culture, clarify roles and expectations, and provide pathways for growth and recognition.

Question 3: When hiring for the department store, the shoe salesperson should have strong interpersonal skills, customer orientation, and resilience, while the toy department manager should value leadership, organizational skills, and creativity. The stockroom worker requires attention to detail, reliability, and physical stamina. Attitudes such as a positive outlook, adaptability, teamwork, and a proactive approach are desirable across all roles. A good person-job fit depends on aligning individual characteristics with job demands and organizational values. Candidates should demonstrate enthusiasm, ethical behavior, and a willingness to learn. Understanding these attributes ensures a more effective hiring process, leading to better performance and higher job satisfaction in each department.

References

• Griffin, R. W., & Moorhead, G. (2014). Organizational behavior: Managing people and organizations. Cengage Learning.
• Demirdjian, Z. S. (2008). Strategic management trends in cyberage. Journal of American Academy of Business, Cambridge, 13(1), 3-I,II,III.
• Berkman, R. (2013). How social tools can help your company avoid strategic failure. MIT Sloan Management Review, 54(2), 1-4.
• Robbins, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
• Hersey, P., & Blanchard, K. H. (2013). Management of organizational behavior: Utilizing human resources. Pearson.
• Catmull, E., & Wallace, A. (2014). Creativity, Inc.: Overcoming the unseen forces that stand in the way of true inspiration. Random House.
• Amabile, T. M. (1996). Creativity in context: Update to the social psychology of creativity. Westview Press.
• Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
• DePree, M. (2004). Leadership is an art. Crown Business.
• Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.