Organizational Behavior: Definition, Importance - Assignment Example

Organization Behavior Answer the following questions, give an appropriate example from your own experience Role Perception is one of the MARS model elements, what does it mean? How does it effect the behavior of the employee? The MARS model identifies four interrelated elements that have an effect on the employee performance and is an acronym for – Motivation, Ability, Role perception and Situational factors. Unless all these elements are completed, the employee’s behaviour can have a negative impact on his overall performance. The role perception refers to the clear understanding of the staff members what are their job duties and responsibilities and how they fit in the organization. Moreover, McShane and Glinow (2008) describe role perception as the element which allows the employee to have an idea how exactly he contributes to the mission of the company. Comprehensive job descriptions provide the main characteristics of the given position and clarify what expectations the employee should have again his job. Role perception is an association aiding both the manager and the employee in presenting and advertising the job position. For example, when hiring an IT specialist managers need to understand the key tasks and what skills are required by the applicant to accomplish the job in the most effective way. The role perception of the best candidate for the IT department requires having technical background. Even if the company provides initial training, the candidate must ensure that his role perception of IT specialist matches this of the Human Resources. IT specialist should be familiar with server administration, network programs and database administration. Also he has to have knowledge in operational software, data analysis and implementation of certain, internal company programs. Thus, making a job description easily understandable and keeping adequate feedback for a position is of crucial importance for ensuring the candidate’s understanding of what role he plays within the company. 2) As a manger in multi‐national organization, how could you utilize the stereotyping idea in enhancing the organizational behavior. The best way to utilize the stereotyping ideas in enhancing the organizational behaviour is to employ the idea of positive organizational behaviour. This has direct implications for the success of a business. The key outcome of positive organizational behaviour is that it engages the employees to have a better understanding of the relationship between work and their personal happiness. In broader sense the stereotyping idea of enhancing the organizational behaviour makes the company flourish. Positivity at the work place helps to accomplish one’s purpose of life. Undoubtedly, working conditions inspire employees to engage more actively in the working processes. Imagine a customer service representative, who takes responsibility to deal with customers, shows initiative, collaborates smoothly with others and with the clients and is committed to the high quality performance standards of the company. Such behaviour is typical if there is a strong positive psychology among employees and managers. Now, think what it would be like if the sales representative lacks two or more of the above features. Possibly, the organizational behaviour has not utilized appropriately the stereotypical idea in enhancing its employees. Implications and utilizations of positive organizational behaviour create dedicated employees and produce sustainable relationships between the senior managers and the employees. 3) To get the right perception, managers and their subordinates must know each other, Discuss. A study cited by Beer (1981) postulates that the performance is effective to the extent that managers and subordinates have a shared perception about their functions and about each other. This study clearly indicates that managers and employees should know each other, in order to correctly respond to the expectations. In a corporation, it is more natural if managers approach employees and engage with them often, so as to determine their perceptions for each other. A while ago, I was working as a receptionist for a huge call center. The time I spent there, taught me that the relationship between manager and employee is actually the most important one, because when you get to know your leader you feel comfortable and at ease working and sharing your working experiences with him/her. When I and my manager discussed work issues, the way she perceived me gave me an idea how I looked in other people’s eyes. The feedback and the impressions I received from her made me aware what is my behaviour and how I can modify it to become a better performer. Acquainting with your team leader will give the employee the opportunity to feel accepted and appreciated. 4) Discuss the self fulfilling prophecy theory The term of self-fulfilling prophecy was coined by 20th century sociologist Robert Merton (Ellis-Christensen 2009). The definition first appeared in his book “Social Theory and Social Structure” published in 1949. The basic idea of the prophecy is that a statement is false, however with the time it is made true by people’s attitudes and actions towards the statement. The possible value of the prediction is that the statement it made into probability by the person’s unconscious or conscious actions. Many examples can be quoted. I will give one from my own experience. During an evaluation process within the company, I was not promoted, because they believed that I can be a better worker if I am stimulated with words and encouragement. My team leader assured me that if within 6 months I showed increase in my performance I will have double promotion. For the next 6 months they made me believe that I can outgrow all of my colleagues that were recently promoted and obtain this double promotions. Within the given timeframe my work achievements scored the top and I was the first employee to be acknowledged with double promotion. The self-fulfilling prophecy works in the following way: We construct certain expectations of events or people We incorporate these expectations within the context of the situation We respond to the situation by adjusting our behaviour so that it matches the people’s and ours expectations As a result the original expectation becomes true The most important moral from the self-fulfilling prophecy is that our own attitude about events and people come true. The way we relate to other people at work can have direct resonance into their organizational behaviour and performance. Being positive at your work environment can influence how people perceive you and how they will act in your presence. Works Cited: Beer, M. Performance appraisal: Dilemmas and possibilities.Organizational Dynamics, Winter 1981, 24–36. McShane, S. & Von Glinow, M. A. Organizational Behavior. New York: McGraw-Hill, 2008 (4th ed.) Ellis-Christensen, Tricia, “What is a Self-Fulfilling Prophecy?”, Wisegeek, 2009. 8 Nov.2009 Read More