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Performance - Essay Example

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In the age of globalization, an in-depth study and understanding of the organization’s culture and behavior have become vital as its people comprise of different race, color and culture. Organizational behavior basically defines the interaction of human beings in a given…
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Performance and organizational behavior In the age of globalization, an in-depth study and understanding of the organization’s culture and behavior have become vital as its people comprise of different race, color and culture. Organizational behavior basically defines the interaction of human beings in a given organization and analysis of individuals and groups characteristics facilitates better understanding, prediction and improvisation in work place, leading to improved performance. The various social scientists have asserted that the personality traits of the people are directly co-related with concepts of organizational concepts that have considerable impact on the performance outcome of the organizational goals and objectives. Team learning and group dynamics are two of the most important imperatives of organizational behavior that significantly impact performance outcome.
Effective team work constitutes one of the most important factors that make valuable contribution to the organization promoting a sense of togetherness and collective responsibility that reflects in the increased output and improved performance of the organization. Argote claims that team learning processes involve collective acquisition, combination, creation and sharing of knowledge and that they are considerable influenced by the internal team dynamics (Argote, 1999). Leadership within the team inspires others to achieve common goals through persuasive communication skill. Leadership motivates and encourages that target group within the group that plays a crucial part in the development processes.
Group dynamics play crucial role in the smooth functioning of the organizations. The rapid globalization has ushered in an era of multicultural society with people from different race, culture and nationality. Workplace diversity has become common feature and understanding of cross cultural values for mutual trust building has become important. Group dynamics are characterized by unique code of behavior that is specific to the group that is developed over a period of time. According to Hartley ‘value congruity between personal values and perceived value… increased acceptance of that group’ (Hartley, 1960). It is further argues that participation within the group has positive effect on both attitude and job performance (Vroom, 1959).
Indeed, emerging new managerial leadership must encompass a very important aspect of organizations, that of making effort to involve employees in the decision making process. The leadership has recognized the importance of people’s participation in the overall strategy of having collective goals through shared learning. Thus making it an intrinsic part of the work methodology which is characterized by the stability provided by the system and the integrated approach of the workers. Thus, theory of ‘situational leadership’ propagated by Blanchard and Hersey, becomes highly relevant in the context of globalization which has promoted a multi-cultural work environment, comprising of people coming from different race, color and culture. It promotes dynamic leadership that uses different leadership traits as per the demands of the situation or issue.
Hence, it can be concluded that people become the most important ingredients of organizational performance. The managerial leadership must encourage the people to thrash out their differences and doubts about the issues that may be responsible for the resistance and the conflicts within the office environment. To meet the challenges of the contemporary lifestyle leaders need to ensure that shared vision and collective decision is promoted so as to facilitate conflict free work environment and improve work performance.
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Reference
Argote, L. (1999). Organizational Learning: Creating, retaining and transferring Knowledge. Norwell MA: Kluwer Academic.
Hartley, R E. (1960). Relationship between perceived values and acceptance of new reference group. J Social Psychology, 51, 349-58.
Hersey, Blanchard.(1969). Situational Leadership. Available from: [Accessed on 23 November, 2009].
Vroom, V H. (1959). Projection, negation and self concept. Human Relations, 12, 335-44. Read More
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