DQ #1: What are the challenges of only seeing the behaviors?
Contemporarily organizations assess intensively their relationship and interactions with the employees as one of the sources of their competitive advantage. An individual working for an organization usually has some concept regarding what s/he will contribute to the organization, and also a set of expectations that the organization will provide in return. Some patterns of individual behavior, as a combination of responses to internal and external stimuli, are easily defined and measured, whereas others are diverse, and therefore more complex to assess.
An individual behavior results from a person’s observable actions, responses, as well as from one’s past experience emotional effects. People also have motives & feelings that are unconscious. To discern the roots of individual behavior managers have to be able to assess people’s individual motives, needs, and self-regulatory processes (Tasa, Sears, & Schat, 2011, p. 66).
Personal attributes giving people their identity are sometimes deeply ingrained and it is hardly possible to change them significantly. Studies of nature-nurture controversy indicate that heredity accounts for about 50% of the variance in personality, whereas another 50% are formed by culture, family, group membership, and life experiences (Ünsar, & Karalar, 2013). Activities exhibited by humans are influenced by culture, attitudes, emotions, values, ethics, authority, rapport and generic factors (Doina, Mirela, & Constantin, 2008).
Managers should strive to understand basic personality attributes and the ways they can affect people’s behavior in organizational situations, as well as their perceptions of and attitudes toward the organization. Attitude...
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...xpression. Journal Of Organizational Behavior, 33(7), 925-945. Retrieved on May 09, 2014 from EBSCOHost. doi:10.1002/job.781
Tasa, K., Sears, G. J., & Schat, A. H. (2011). Personality and teamwork behavior in context: The cross-level moderating role of collective efficacy. Journal Of Organizational Behavior, 32(1), 65-85. Retrieved on May 09, 2014 from EBSCOHost. doi:10.1002/job.680
Ünsar, A., & Karalar, S. (2013). THE EFFECT OF PERSONALITY TRAITS ON LEADERSHIP BEHAVIORS: A RESEARCH ON THE STUDENTS OF BUSINESS ADMINISTRATION DEPARTMENT. Economic Review: Journal Of Economics & Business / Ekonomska Revija: Casopis Za Ekonomiju I Biznis, 11(2), 45-56. Retrieved on May 06, 2014 from EBSCOHost http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=94624665&site=ehost-live
White, C. (2004). Strategic Management. Retrieved on April 10, 2014 from http://www.eblib.com
Personality is one of the key aspects that must be addressed when considering what type of attribute a leader needs. Personality has two meanings. The first meaning refers to the impression a person makes on others his social reputation. It describes him or her as pushy, honest, outgoing, impulsive, decisive, friendly or independent. From the standpoint of leadership, this view of personality addresses two issues: “What kind of leader or person is this?” and “Is this somebody I would like to work for or be associated
Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), 132-153.
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The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
However, each of the behaviors can be used individually or collectively as different situations call for different behaviors (Whitener, 2007). Follower characteristics describe how an individual will interpret ...
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
John R. Schermerhorn, James G. Hunt, Richard N. Osborn (2008). Organizational Behavior 10th ED. Retrieved November 12, 2010 from Academic Search
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,