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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