Assumption About the Organizational World and About Human Nature - Coursework Example

Personal World View Paper PERSONAL WORLD VIEW PAPER Introduction Worldview can be like one’s personal perception of the world, how it operates, and how different aspects of the world co-relate. This involves our thoughts, feelings, and actions about various subjects. It can also be like one’s personal attitudes and ideas with a resulting interpretation of the world. An individual’s view of the world is in most cases based on one’s beliefs and experiences in relation to a particular subject. Experience is because of an individual external interaction. On the other hand, beliefs are the internal mental compositions with an external prejudice on different subjects and ideas. An individual’s worldview affects the way one sees different topics and things in the universe. Since each has his/her distinct opinion, there can never two exactly similar worldviews of any particular subject. My worldview can also be been defined as my fundamental human assumptions on different specific issues. My worldview has been curved and extended over time by several different experiences and influences. This academic paper is going to cover two basic assumptions namely; the basic assumption about the organizational world and how it works and basic assumptions about human nature and people. The paper will also focus on how the two above assumptions affect one’s behavior in the working environment. The paper will use a minimum of four examples with two divided for each assumption and develop a link between the stated ideas and personal behavior reflections. Basic assumptions about the organizational world and how it works Over time, the underlying assumption involving an organization has been that it is a collection of different internal elements working in synchronization for a common objective. This has been facilitated through adapting to the various externalities with a fragmented view. The organization can be said to be a collaborative community with different systems working in synchronization for overall effectiveness and output. These systems utilize resource as their input and produce goods and services as outputs. An organization has set down values and value system that are in all the activities pertaining to an organization. Another fundamental assumption in the organizational world is the human focus/orientation of the group. This perspective is concerned with human values that include compassion, generosity, justice, understanding, and empathy for fellow humans in the organization. In human focused organizations, emphasis is based on equality and comfort ability in the organizational setup. On the other hand, it is more susceptible to utilize political interferences in disrupting the market forces. This guarantees social welfare and job security without regard to the different levels of social power (Geoffe& Jones, 2000). In the organizational setup, another common assumption is the gender egalitarianism. In this organizational structure, gender stereotypes view women as subject to men hence passive and weak. Through pressure in the workplace and activism, discrimination based on one’s gender is mitigated, and both men and women viewed as equals in the organization as well as family setup. Women are now actively competing with men for higher hierarchical positions and career advancements in the organizational workplace structure. The issue of masculinity and femininity is fast becoming archaeological in then and need for gender equality for all genders (Geoffe& Jones, 2000). In the current generation, there is a shift in the organizational setup where the organizational is less hierarchical with less supervision with more autonomy and responsibility. The organization is presently more collaborative in nature with too much freedom and decision-making, and actions taken. There is also a shift from the physical workstations to virtual ones hence enabling employees to work from a different location, but only submit work. In addition, majority of the 21st century organizations have been adversely affected by technological advancement. Technological progress has facilitated the use of machines and workplace automation through computerized systems and electronics replacing human activities. This has significantly changed the organization setup in terms of employment requirements and job descriptions. Presently companies are hiring based on the machine technical expertise as opposed to previous academic credentials. The above changes have affected our behavior in the workplace through restructuring in which most of the baby-boomers are laid off, and new staff recruited (George, 2010). Organizations are also performance based hence tend to emphasize on the urge to achieve. The urge acts as a motivation leading to high desires for performance about standards and success in any competitive situations. The attainment of set down organizational goals serves as drivers for evaluating an organization’s performance. Because of organization’s performance orientation, the organization and its competitors are motivated. This motivation, in the long run, leads to progressive improvement. Performance orientation in an organization setup affects individual behavior in the working world in which employees engage in non-ethical practices to achieve set targets. In organizations involved in securities exchange, accounts are inflated to cheat investors and significant stakeholders (George, 2010). Basic Assumptions about Human Nature and People Human nature refers to who we are as people and our distinguishing characteristics from one generation to the next. It is our thoughts, feelings, actions, and decisions. These assumptions affect the manner in which we associate with in an implicit or explicit way. Abraham Maslow rated human beings needs and wants to be based on the order of importance. They start from physiological, safety, love, self-esteem, and finally self-actualization needs. Maslow believed that in its natural way, human beings ascended the social needs hierarchy after getting satisfaction from a particular level. The nature of the human being substitutes the fact that we observe the laws of ethics with reference to various circumstances in our daily lives. Psychologists believe that one’s behavior is to an individual’s inner feelings and the self-concept. Another assumption with respect to human nature is that people are primarily good and have a deep requirement to improve themselves and the world through focusing on their personal worth and their environment. Human nature also focuses on the orientation of human values and the creative nature to overcome any difficult circumstances (Geoffe& Jones, 2000). On their part, human beings view personal growth and fulfillment as an essential human motive hence each seeks ways of growing psychologically and continuously enhancing oneself. Finally, people are distinct from other creatures in the sense that humans are rational and have the feeling of mental engagement through thinking, reasoning, and language use. Another assumption on human nature is human needs and behavior theory by Anthony J. Reilly. Reilly begins by stating that as much as people vary in behavior and character, they spend the majority of their time trying to satisfy everyday needs and wants. Different stimuli elicit different responses in different people hence different resultant reactions. Reilly has divided needs into groups to enable understanding of his theory further. The requirements are as primary and secondary needs. Primary needs are innate and physiological in nature. On the other hand, secondary needs refer to learned needs from one’s experiences. Interpersonal needs are acquired because of the interaction with other people in the environment and often referred to as social needs (Gasper, 2007). The assumption that human beings have an innate requirement to develop the world into a better place and develop themselves affects the behavior of persons in the working place. The effect may be felt via the formation of trade unions and Course-reason movements to champion for a worthy cause. An example of such a course-reason movement is gender equality and environmental preservation movements that operate from a global perspective. The trade unions play the role of fighting for employees rights in their workplace setting. These rights include pay rises as well as objective and hiring and performance appraisal (Gasper, 2007). The fact that it is part of human nature to be distinctive from other people because of rationality and sense of language has led to the development of ethical laws in the workplace. The development has been actualized due to the establishment of various moral rules. Different professions and various fields like medical ethics, research ethics, legal ethics, and consumer ethics amongst others in the society. In addition, there have emerged different bodies globally to oversee that the ethical laws are being followed in our work. An example of such like a body is the human resource certification institute based in the United Kingdom. Such like bodies also harmonize the relevant expertise in the profession through re-examining professions (Pfeiffer & Jones, 1974). Conclusion Conclusively, it might be wise to assert that our fundamental assumptions with reference to different subjects affect our resultant behaviors. The organizational hypothesis involving an organization states on its integration of the various internal elements working in synchronization with external factors for to achieve organizational goals. The collaborative nature of the organization has been studied through its humane orientation, gender egalitarianism, performance orientation, and technological advancement. The examples used to influence human behaviors are performance orientation and technological progress. Performance orientation has led to the development of non-ethical practices so as set targets. The other organizational nature affecting human behavior is the growth and development of technology that has resulted in drastic changes in human behavior as well organizational practices. When it comes to basic assumptions about human nature and people, the paper has used several theories to explain the nature and focuses on to improve himself and his environment plus ethics as a resulting behavior change. References Pfeiffer, J., & Jones, J. (1974). A handbook of structured experiences for human relations training. San Diego, Calif.: University Associates. Gasper, D. (2007). Human rights, human needs, human development, human security. The Hague: ISS. Geoffe, R., & Jones, G. (2000). Why Should Anyone Be Led by You? Harvard Business Review. Retrieved 7 February 2015, from George, B. (2010). The New 21st Century Leaders. Harvard Business Review. Retrieved 7 February 2015, from Read More