Organizational Culture and Behavior in the Age of Globalization

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In the age of globalization, an in-depth study and understanding of the organization’s culture and behaviour have become vital as its people comprise of different race, colour and culture. Organizational behaviour 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. Workers are the pillars of the organization and his responses to other people and circumstances differ widely as per the values and the principles that he follows in his life. Each person develops certain characteristics or attitude based on certain criteria or values which is unique to him and which are vital elements of his or her relationship with others and define the personality of the man. The personality traits of a man are important factors that have significant influence on the organizational behavior and consequently on the performance outcome of the collective goals of the organization. The various social scientists have asserted that the personality traits of the people are directly co-related with five major imperatives of organizational behavior concepts that have considerable impact on the performance outcome of the organizational goals and objectives. They are emotions; moods; team learning; and group dynamics. These factors would be discussed with reference to the nine self assessment surveys that were carried out recently. Emotions Emotions and feelings are intrinsic part of human behavior and emotional stability of the person in an organization is extremely important for rationalized decision making processes within the work environment. Eminent scholar William... ... middle of paper ... and transferring Knowledge. Norwell MA: Kluwer Academic. Cropanzano, R & Wright, TA. (2001). When a happy worker is productive worker: Review. Consulting Psychology Journal: Practice and Research, 53, 182-99. Gibson, C B & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning. Administrative Science Quarterly, 48, 202-39. Hartley, R E. (1960). Relationship between perceived values and acceptance of new reference group. J Social Psychology, 51, 349-58. Quick, JC et al. (). Preventive stress management in organization. Washington DC. American Psychology Association. Solomon, R C. (1993). Philosophy of Emotions. In handbook of Emotions, Lewis, M; Haviland, JM (eds.). Guilford:NY Vroom, V H. (1959). Projection, negation and self concept. Human Relations, 12, 335-44. Whyte, WH. (1953). The Organization Man. Simon & Schuster. NY.

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