Understanding Human Behavior & Prejudice can be hurtful and destructive - Essay Example

? Understanding Human Behaviour and Prejudice Can be Hurtful and Destructive Table of Contents Answer 3 Answer 2 7 References 10 Answer It is important to realize and understand human behaviour. Human behaviour is the existence of an organization that depends upon the individuals, employees or leaders of the organization (Gangel, 1997, p.207). Without proper understanding, it is very much difficult to perform in a prestigious organization. All organizations are compiled of several individuals with different attitudes, personalities, perception, motives, values, abilities and aspirations (Zoogah and Beugre, 2012, p.176). The key reason behind the understanding of human behaviour is that all the individuals in an organization cannot be the same in terms of nature, behaviour, personality and attitude (Freeman, 1999, p.229). The modern theories of human behaviour are based upon the differences in each and every individual within an organization. Before the study proceeds to realize and understand the human behaviour, it is important to determine what the human behaviour actually means. Behaviour is specific responses that can be observed directly or indirectly (Griffin and Moorehead, 2011, p.19). Indirect observations can be executed through the attitudes and decision making process of the leaders. On the other hand, direct observation process can be executed through understanding the responses of the individuals in a particular work or organizational environment (Martin, 2005, p.104). This organizational human behaviour process is quite unpredictable and critical to understand. The human behaviour can be classified into three components: motivated behaviour, goal oriented behaviour and caused behaviour. Human behaviour is the factor that depends upon the inner emotion of the individuals, such as anger, motivation, joy and sorrow (Henderson, 1996, p.195). It is important for the leaders to understand the past organizational behaviour in order to make any kind of decision or implement a strategy in the organizational human resource management process (Hernandez and O’Connor, 2009, p.12). It is very much important for the managers or leaders to understand that there can be enormous individual differences among the employees of the organization (Green, 1994, 1). Each and every individual has a distinctive combination of several characteristics, as behaviour is the outcome of interaction between the environmental and individual characteristics (Dutt, 2008, p.5). Some of these characteristics develop over time or present from the time of birth. These characteristics are known as learned and inherited. Some characteristics (Clawson and Bevan, 2008, p.9) and behaviour types have been provided in the following table: Characteristics Behaviour Relationship Conflict Tolerance Perception about role conflict Huge tolerance for limited role conflict. Significance of Job satisfaction Leaders express intrinsic rewards versus extrinsic less job satisfaction. Work Ethic Attendance Strong value and work ethic related with high work attendance. Interest Diversification Compensation and Salary Measurement Higher interest of performance diversity. Locus of Control Job stress experience Huge stress with external and emphasized locus of control. In order to understand the human behaviour, the leaders or managers should understand the Psychoanalytical model. Psychoanalytical model is based upon the ego, id and super ego. Ego generally represents the conscious stage of an individual. On the other hand, id represents the inner pleasure of an individual (Denisi and Griffin, 2005, p.21). Id in an individual can be both constructive and destructive. Destructive tendency of individuals can be dominating, aggressive and fighting (Cardwell and Flanagan, 2003, p.144). Throughout the life of an individual, id generally comes in a conflict with ego. On the other hand, ego depends upon the super ego. In terms of super ego, an individual cannot be aware about the functions of super ego (Guindon, 2010, p.71). Super ego generally represents the “Conscience”. This conscience depends upon the two factors, moral of a specific society and cultural values (Cara and MacRae, 2012, p.145). The leaders need to understand these aspects of human behaviour in an organization in order to manage the work groups effectively. Leadership is an important component of change and motivating implementation. Self-evaluation or self-leadership generally forms a key part of the leader’s foundation blocks for the leadership (Greenleaf and Spears, 2002, p.121). In terms of self- assessment and self-evaluation, the leaders of an organization need to maintain several strong disciplines and principles. There are some critical areas that the leaders or the managers of an organization need to understand. If the leaders make any approach or statement about the future action plan, then they need to develop and set the appropriate standards (Maxwell, 1998, p.27). On the other hand, if a direction change is required depending upon the initial target, then it is the responsibility of leaders to plan the pathway of change without affecting the work environment of the organization (Raj, 2000, p.49). The professional image of a leader can have negative or positive influence depending on the perceptions of other individuals within the organization (Goleman, 2000, p.12). Several important aspects and the outcome benefits of self-assessment are discussed below: Aim Procedure Benefits Effective professional Image Showing interests in others talk and walk. Integrity, credibility and positive communication. Self-Motivation and Positive attitude Interact with other positive minded people and controlling own attitude Strategy to win and achieve success. Individual health Exercise, sleep, balanced lifestyle and diet Transparent drive, energy and clear mind. Questionnaire about self-assessment Establishment and understanding the strengths and weaknesses of other individuals An individual can improve own competencies by understanding other’s strengths and weaknesses. Depending upon the evaluation and analysis, it is identical that self-assessment process works similarly for each and every individual within the organization. Some of the people within the organization have a strong self sense. These individuals can effectively understand the strengths and weaknesses of other individuals. This process can enhance the leadership quality of a leader. The leaders within the organization can achieve outcome benefits through appropriate self-evaluation and self assessment-process. From the above discussion it is clear that self-evaluation and self-assessment have great benefit, but understanding the process and implementation are quite critical for the leaders of the organizations (Bracken, Timmerack and Church, 2001, p.43). First of all, it is the prime responsibility of the leaders to understand the human behaviour of each and every employee within the organization. A psychoanalytical human behaviour model can be implemented in order to understand the attitude, motive and behaviour of people (Ghosh, 2005, p.73). A proper assessment and evaluation process can bring success and benefits in the leadership process. Answer 2 Reducing prejudices is more important than the goal of an organization. This should be an individual goal for every employee within an organization (Chmiel, 2008, p.422). The following are the things and strategies that can help the individuals to reduce prejudice. Firstly, it is important for the individuals to acknowledge the learned prejudicial information of other individuals. Through the prejudicial learning acknowledgement, misinformation can be discussed openly (Millon and Lerner, 2003, p.507). The leaders of the organization should change the interpersonal behaviour of the organization. The individuals should be aware of the self-talk of each and every individual within the organization. Becoming aware of this self-talk is critical to the organizational process (Robbins and Judge, 2008, p.89). Job induction can help the individuals to reduce the prejudice (Millon and Lerner, 2003, p.21). Giving respect to the subordinates at all the levels of the organization can help to reduce the prejudice. Bringing innovation in the employees’ designation and appropriate job title will help to reduce the prejudice also (Furnham, 2011, p.87). Effective and transparent human resource policies across the organizations will play an important role in reducing the individual prejudice. Under this segment, an effectual and healthy work culture needs to be set up by the leaders or the managers of the organization (Clawson, 2008, p.18). The individuals within an organization should not isolate other employees who are of different characters and attitudes (Brief, 1998, p.145). It can affect the performance level of the individuals. It is suggested that the leaders need to have a soft corner for all the employees within the organization. They should not conclude the poor performances of the employees in a hurtful manner (Oskamp, 2013, p.328). It can affect the entire work environment. The leading bodies within the organization need to establish appropriate employee policy in order to avoid the biasness in an organization. Respecting the opinions of individuals will help the leaders to improve the work culture and reduce prejudice (Whitley and Kite, 2010, p.588). Several organizations around the globe have the policy to fill in the questionnaires to understand the suitability for a post. This format can be about the personal and religious views of the employees. Questioning about this information can hurt the personality of an individual (Healey, 2006, p.116). Therefore, it is suggested that these sensitive issues need to be handled in an appropriate way. Finally, it can state that, the employees should educate about the equality in a work group. An organization can achieve the organizational goals and objective by overcoming several issues. Therefore, it is the prime responsibility of the leaders of the organization to manage and handle the issues effectively. Reduction of prejudice will help the organization to improve the work culture (Parker, 2003, p.7). Effective organizational and employee policy by the leaders will help the employees to perform effectively (Bell, 2011, p.59). The organization can achieve their goals and objectives by reducing the prejudice and overcoming several sensitive organizational issues. References Bell, M., 2011. Diversity in Organizations. Stamford: Cengage Learning. Bracken, D., Timmerack, C., and church, A., 2001. The Handbook of Multistore Feedback. New Jersey: John Wiley & Sons. Brief, A., 1998. Attitudes in and Around Organizations. London: Sage. Cara, E., and Macrae, A., 2012. Psychosocial Occupational Therapy. Stamford: Cengage Learning. Cardwell, M., and Flanagan, C., 2003. Psychology A2: The Complete Companion. New York: Nelson Thornes. Chmiel, N., 2008. An Introduction to Work and Organizational Psychology. . New Jersey: John Wiley & Sons. Clawson, J., 2008. “Prejudice in Organizations”, Journal of Social Science. Vol. 17, no. 1, pp. 17-19. 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