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Analyze the organizational behavior of your current or former employer by examining how specific areas influence organizational behavior, either positively or negatively. Focus on the following aspects:

• Type of culture (e.g., Pluralism, Dualism, or Salad bowl)
• Modes of communication within the organization (written or verbal)
• Nature of authority (recognized social rank)
• Motivational techniques (intrinsic or extrinsic used to influence productivity and performance)
• Areas of emotional quotient (EQ) embraced by the organization
• Virtual elements (teleworking and virtual offices)

Provide examples for each item and discuss how each example applies to your chosen organization. Your paper should be between eight to ten pages, include a title page, and be formatted according to APA style. It must incorporate at least four scholarly sources in addition to the textbook, with proper citations and references. The paper should begin with an introductory paragraph containing a clear thesis statement and conclude with a summary that reaffirms your main points. Use headers for organization and ensure your writing demonstrates critical thought throughout.

Paper For Above instruction

Organizational behavior plays a critical role in shaping the efficiency, culture, and overall climate of an organization. Understanding how various elements such as organizational culture, communication channels, authority structure, motivation techniques, emotional intelligence, and virtual work practices impact behavior is essential for leaders aiming to foster a productive and positive work environment. This paper provides an in-depth analysis of these factors within my current organization, illustrating their influence through specific examples and supporting scholarly research.

Organizational Culture

My organization exemplifies a Salad Bowl culture, which celebrates diversity while maintaining distinct cultural identities. This multicultural approach fosters inclusivity, allowing employees from varied backgrounds to thrive without assimilating into a single cultural norm. For instance, cultural festivals and multilingual communication initiatives are commonplace, reinforcing the value of diverse perspectives. According to Haghirian, Madlberger, and Tanabe (2005), such multicultural environments enhance creativity and innovation, positively influencing organizational behavior by promoting openness and flexibility.

Modes of Communication

The organization primarily employs a combination of written and verbal communication. Daily emails and memos ensure clarity and a written record of information, while face-to-face meetings facilitate immediate clarification and relationship building. For example, project updates are shared via email, but complex discussions are held in team meetings. Research by Wang, Benbasat, and Vessey (2005) indicates that effective communication modes foster trust and transparency, critical for positive organizational behavior.

Nature of Authority

The organization adheres to a recognized social rank structure, where authority is based on position yet supplemented by demonstrated competence. Managers are respected for their expertise, and decision-making is largely hierarchical but allows for employee input in collaborative settings. An example of this is the open-door policy, encouraging subordinate feedback, which nurtures a sense of inclusion. Mintzberg (1983) emphasizes that balanced authority systems promote motivation and accountability, impacting behavior positively.

Motivational Techniques

Intrinsic motivation is heavily emphasized through recognition programs and opportunities for personal growth. For instance, employee awards and career development workshops serve to boost engagement. Extrinsic motivators like performance-based bonuses are also utilized to drive productivity. According to Deci and Ryan (2000), fostering intrinsic motivation leads to higher job satisfaction and sustained performance, thus exerting a favorable influence on organizational behavior.

Emotional Quotient (EQ)

The organization actively promotes emotional intelligence through training and leadership development programs. Leaders are encouraged to demonstrate empathy and self-awareness, which enhances team cohesion. An example includes conflict resolution workshops that emphasize emotional regulation. Goleman (1998) asserts that high EQ within organizational members results in better collaboration and reduced workplace conflict, contributing positively to organizational climate.

Virtual Elements

Teleworking policies are well-established, with virtual offices enabling flexible schedules and remote collaboration. Many team meetings occur via video conferencing tools, allowing employees to maintain connectivity regardless of physical location. An example is the use of Slack and Zoom to facilitate ongoing communication. Evidence from Baruch (2000) finds that virtual work arrangements can increase job satisfaction and productivity, although they require effective self-management to avoid negative behaviors such as isolation.

Conclusion

Analyzing the organizational behavior of my current employer reveals a complex interplay of cultural, communicative, structural, motivational, emotional, and virtual factors. The Salad Bowl culture encourages diversity and innovation, while multiple communication modes enhance transparency. The authority model fosters respect and participation, and motivation techniques drive engagement and satisfaction. Emphasizing emotional intelligence supports collaboration, and virtual elements provide flexibility, all contributing to a dynamic organizational environment. Recognizing and strategically managing these behavioral influences can significantly improve organizational effectiveness and employee well-being.

References

• Baruch, Y. (2000). Teleworking: Benefits and pitfalls as perceived by professionals and managers. New Technology, Work and Employment, 15(1), 34-49.
• 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.
• Goleman, D. (1998). Working with Emotional Intelligence. Bantam Books.
• Haghirian, P., Madlberger, M., & Tanabe, M. (2005). The Impact of Cultural Differences on E-business Success: An Empirical Study of Japanese and Austrian Business Managers. International Journal of Electronic Commerce, 10(4), 71-97.
• Mintzberg, H. (1983). Structure in Fives: Designing Effective Organizations. Prentice-Hall.
• Wang, B., Benbasat, I., & Vessey, I. (2005). Web vendors’ and consumers’ perceptions of online trust: A comparative analysis. Information & Management, 42(1), 107-123.