This can be a powerful force, where these facets of the organization are reinforced by the people within the organization. Organizational psychologists therefore seek to find ways to help organizations adapt to the new realities, and get them to change (Prilleltensky, 2012)
But for an organization to succeed, it needs to have a higher level of cultural competence throughout. Training on cultural intelligence, in particular the psychological aspects of dealing with uncertainty, ambiguity and change, is one of the areas where organizational psychologists are contributing to the success of firms adapting to the new globalized reality (Rockstuhl, et al
Loi, Lam & Chan (2012) underscore the importance of procedural justice from an ethical consequentialist perspective, as well as from a deontological perspective in which employee happiness is also taken into consideration. Like the research conducted by Burns & By (2012), the Loi, Lam & Chan (2012) study parallels research showing that a "strong ethical climate and supportive top management for ethical behaviors" improves organizational outcomes as a whole (Ahmed, et al
(2014) add the dimension of gender. The original questions in Burns & By (2012) refer to the importance of managing organizational change through attention paid to ethical leadership models such as those showing that transformational leadership has a net benefit on relationship quality in organizations (Carter, et al
For instance, the third party will desire to prevent the repetition of the conflict, to draw lessons from it or to improve the quality of the decision making process. Last but not least, the disputant's desire for efficiency is reflected in terms of settling the conflict in a "timely manner" (Katz Jameson, 1999)
The negative elements that are developed within an individual also get reflected in the behavior of the workers. When a large section of the workers in an organization go through the similar phase, their negative attitude manifests in a negative manner throughout the organization (Armstrong-Stassen, 2006)
The motivation of the workers is considerably reduced when they suffer from alienation. This is very detrimental for any organization and has a direct impact on the overall organizational behavior in a negative way (Banai, Reisel & Probst, 2004)
There can be several manifestations of alienation from work that can include instances like decreased job involvement and a general deficiency to identify with the organization. Other problems that can arise due to alienation of workers at work can be instances of reduced decision making ability and minimal usage of skills (Berger, Sedivy, Cisler & Dilley, 2008)
Objective viewpoint Alienation of employees has been an issue of study for quite some time. For example, Marx defined tree forms of alienation among the workers that tend to be caused by labor process in an organization (Maidan, 2011)
These forms of alienation are related primarily to the attitude of the worker to the work environment and the organizations and the work that the workers does. Marx claims that alienation happens when workers get into a feeling of being dispossessed of the product or what they produce (Robbins & Judge, 2013)
The other emerging issue in the study of organizational behavior is the development of social media policies given the impact of social media on today's communication. This issue has been brought by the proliferation of new technologies for communication, which continue to have huge effect on daily business operations (Gillis, 2013)
Understanding organizational behavior provides a good basis for effective management of workforce diversity, which generates effective interpersonal processes and behaviors, effective communication, incorporation of everyone in the decision making process, and effective management of change. Moreover, understanding people's behavior in an organization necessitates understanding factors that affect individuals and how individuals impact the organization and workplace (Griffin & Moorhead, 2014, p
As a change agent, my role in the organization would be to initiative processes that foster teamwork and promote the realization of organizational goals through enhanced performance. Generally, strengthening teamwork in a manner that generates suitable organizational behavior entails the use of a step-by-step approach (Johnston, n
Therefore, the employees and particularly guides to the safari can know how much they are expected to contribute. In essence, the perfect balance between functional division and specialists' contributions is why the structure is ideal for our company (Hellriegel & Slocum, 2008)
Adopting an interactive managerial control will also help levels of unity in the company. The employees will also feel that they are part of the company since they can also contribute what they think is important (Mawhinney, 2013)
The existence of diversity in culture in an organization is believed to represent a rise in the degree of creativity, adequate analysis of issues, more effective decision making, improved flexibility, and improvement in line with diversity in opinions, business practices and approaches. Diversity in cultural origination is mostly seen as a factor that ensures beneficial outcomes within an organization (Jonsson & Holmgren, 2013)
Diversity has been keenly contested for a long time, leading to the emergence of varied definition of the terms, of which some are quite broad. Most people look at diversity in terms of ethnicity and race, but there is so much more to the term today (Stevens & Ogunji, 2011)
Cooperative reactive sessions of research outcomes provide prospects to gain an understanding of the causes fundamental to failure and encourage interactive procedures in addition to being a joint search procedure for alternate action. Piecing together the essence of causal factors of failure can assist individuals in organizations to learn how to deal with imminent change procedures in a more effective manner (Werkman and Boonstra, 2001)
When Enron's managers and employees began adopting a spirit of mission that was unethical, for instance, the entire corporation was brought to its knees because this sort of antisocial, unethical, financially delinquent behavior was like contagion, spreading and infecting the morals and drive of those working in the organization. Poor leadership is also a factor and will ultimately be responsible for such contagion (Eichenwald, 2005)
In a sense, both of these strategies/styles can go together to help create success in the workplace. 2) What are the internal and external influences that affect organizational behavior? The internal influences that affect organizational behavior are employee morale, a system of ethics (whether or not it is in place), management likeability (Sanders, 2006), communication (two-way flow) between bosses and workers, integrity in the hierarchy, transparency among the bosses, trust, honesty (or the lack thereof)