Article Review-Organizational Behavior Organizational behavior facilitates success. That is commonly described nowadays by numerous pundits and practitioners. This writing will explicate three collaborative journal articles from five various authors. Each one is interrelated, and they are depicted with two paragraphs each…
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11). Teh and Yong’s journal article depicts about knowledge sharing as an organizational behavior perspective. Initially, the learning of the organization, including that of the people, the process, the organization and products and services can make the whole firm achieve competitive advantage. However, theory of reasoned action is believed to impact the intention of personnel to share information. Even if these people have the sufficient knowledge of the organization, they could still be presumed to act a certain behavior that is based on their purpose. That is why those people attempt to act such behavior with a purpose that can be determined through their attitude towards their work (Bock, Shin, Suh, & Hu, 2010 as cited in Teh & Yong, 2011, p. 12). As the result, attitude with subjective responses to other persons makes these personnel act a certain behavior. It has also been found that self-importance, in-role behavior and organizational behavior, is an important factor that can impact the desire of such employees to deliver unbiased information. Consequently, from that view, it can be concluded that a feeling of self-importance and in-role behavior of the personnel can be regarded as the creators of their attitude towards organizational sharing of information. ...
This suggests that organizational policies should have a strong foundation because those can compel organizational sharing of information. The article may implicate significant aspects, but it forgot to include notions such as corporate and individual objectives. Incentives such as health and monetary factors may somehow create alterations towards an entity’s behavior (Gibbs, Heywood, & Pettigrew, 2012). For example, employees are motivated to work when they know that the company provisions them with a health insurance system, or a reward system in the form of money. This can trigger alterations on the performance of employees towards their job. Moreover, creating teams in the workforce can also affect organizational performance (Choi, Lee, & Yoo, 2010, p. 856). This is to have a good communication with a good flow of information from one employee to another. The effectiveness may depict that implementing the idea of making teams can further achieve competitive advantage. Reward systems, however, do not affect organizational behavior (Organ, 1988 as cited in Lathalavanya & Thenmozhi, 2011, p. 24). Lathalavanya and Thenmozhi’s journal article describes that knowledge sharing can facilitate success and efficiency through the concept of organizational citizenship behavior. Similar to the previous journal article, this one tells that, as embedded by Organ’s disposition, an entity behavior is not objective but subjective; thus, personnel are not influenced by any formal reward framework. Because personnel participation in sharing of information is very significant, it is also very significant to learn on how to achieve its effectiveness and efficiency. Specifically, entities should focus on knowledge dissemination and organizational citizenship behavior. These
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In the beginning, it was not clear what corporate social responsibility entailed, except for the fact that organizations had a financial obligation to the immediate environment. However, it became clear that social responsibility entailed more than just the financial debt to the community.
40). Three important facts mentioned in the article are first, that children learn through play, secondly, that it is difficult for educators fully to realise the potential of play and thirdly, that self-regulatory abilities impact significantly on learning over the longer term.
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Since managers are expected to perform multiple functions therefore having concrete goals and a system of achieving them allows managers to achieve their goals effectively. With sample selected from senior and middle management in hospitality
The writer identifies 3 different bases of power and 4 different types of influence tactics that might be used effectively to have senior management. He introduces these technologies and practices, explaining in detail why these power bases and tactics would be acceptable and effective in this situation.
The hiring process will deliberately select people with diverse ethnic, cultural and educational backgrounds. Different norms such as dress code, body language, power distance and behavior rules will hinder the effectiveness of the teams.
Mohamed asserts that there are various key terms that need to be understood in order to conceptualize the concept of organizational behavior. Some of the terms mentioned by the author include: organizational effectiveness and efficiency, organizational culture, communication, diversity, and organizational learning.
Many workers in organizational settings are affected also by a variety of factors obtaining in their environment, the corporate culture and their relationships with peers, supervisors, and the higher or senior management. Various theories have been proposed with regards to management of people offered by psychologists, academicians, organizational experts and business leaders.
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