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Organisational begaviour management - Essay Example

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Organisational Behaviour Management “All of the individual differences that characterize any specific person serve to make that individual unique from everyone else”(Griffin 2011:477).The fact that each human being is an individual and even the most common of experiences could be interpreted differently…
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Organisational begaviour management
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Download file to see previous pages By gaining a deeper understanding of individual differences an organisation will be able to proactively address organisational issues (Pearn 2002). In times when individual differences produce tension and conflict in an organization, the most viable solution entails the identification of a common ground where in spite of the differences, there is a possibility of a compromise. Therefore, performing a thorough analysis is the key ingredient in finding this common ground. The main argument of this paper is that individual differences bring about a variety of behaviours in the organization. Hence, managing organizational behaviour would require synergy of a plethora of concepts and principles to generate potent strategies towards organizational effectiveness. In order to identify the common ground among individuals in an organization, the following key points condensed from the theme of the researches included in the annotated bibliography should serve both as a guide in this discussion: (1) positive organizational behaviours should be cultivated; (2) organizational citizenship complements positive organizational behaviours; (3) moods, emotions, and diversity are significant factors influencing organizational behaviour; (4) organizations can benefit from recognizing emotional intelligence as scaffolds in forging healthy relationships in an organization; and (5) researchers need to sustain their exploits in discovering how the management of organizational behaviour can enhance the effectiveness of organizations. Positive behaviours should be cultivated in an organization. Youssef and Luthans (2007) revealed that hope, optimism, and resilience share a positive relationship with job performance, job satisfaction, work happiness, and organizational commitment. Optimism is a key factor in attaining occupational success. Optimists are observed to be: motivated to work harder; more satisfied; experience high levels of morale and aspiration; persistent in the face of obstacles and difficulties; views personal setbacks as temporary and not as personal inadequacy; and more likely to feel good and invigorated. Meanwhile, hope provides individuals with willpower and waypower. On the other hand, resiliency allows individuals to bounce back from stressful situations (Hoffmann, Farrell, Lilford, Ellis & Cant 2007). Meanwhile, Giachetti and So (2009) posited that: (1) the impact of positive organizational behaviours on strategy implementation may be mediated by organizational culture and leadership strategy articulation; and (2) positive management impacts organizational strategy and performance through collaborative management. In addition, the authors suggested the evaluation of the relationship between employee behaviour and capabilities on implementation of organizational strategies by managers on future researches. Luthans and Youssef (2007) emphasized the need for employees to capitalize on their strengths and improving on their weakness. Though significant progress has been observed in the research and practice of positive organizational behaviour, the authors suggested further research on enhancing POB understanding and utilization with the aim of affecting work performance. Organizational citizenship complements positive organizational behaviours. Based on the analysis of LePine, Erez, and Johnson (2002) a strong association was uncovered among most of the dimensions of ...Download file to see next pagesRead More
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