Value of Organizational Behavior Samples †MyAssignmenthelp.com

Question: Discuss about the Value of Organizational Behavior. Answer: Organizational culture is a system with shared assumptions, values and beliefs governing people to behave in an organization. All these values are important for strongly influencing the people working in the organization. Every organization has a distinct objective in order to imbibe a unique culture in the organization. People working in the organization are making value on the basis of the organizational culture. The purpose here is to develop an organizational culture in accordance to their behavior to match set of values (Alvesson, 2016). Culture is steady, observable pattern of behavior seen in an organization. This is to focus attention on the forces that help in shaping organizational behavior which includes structure, process and incentives. An organizational culture is largely managed by the structure. The organizational culture set the rule for people to behave in an effective way. This can only be achieved by managing the organizational culture in a pre-defined way. In a c orporate world, employees work with people from a different region. The principles of an organizational culture and norms are identified as an important parameter to form business relation. Employees coming from different regions find difficulty in adopting the organizational culture. The adopting of Western Organizational culture creates a fear in the mind of people in regard of losing their tradition and values (Barbera, 2014). Twitter has a best organizational culture while compared to other. They do have Rooftop meetings, friendly co-workers and a team-oriented environment. This help in motivating the companys goals in the best possible way. Various researchers have shown the change in the organizational culture is carried in order to make financial gain. An organization can make profits by encouraging organizational culture to deliver best result. The economic growth of an organization largely depends on the efforts made by the management. As per a study conducted in a Taiwan based organization, culture value and moral has a direct impact on the job performance and satisfaction. The level of employee satisfaction is directly related with the organizational culture and development (Gordon. 2017). The level of employee satisfaction depends upon the cultural values it gained through its past experience. The difference in the attitude directly affects the past experiences in different countries. An organization has to imbibe cultural functions in order to gain employees interest. In the era of globalization, every employee has to adopt the organizational culture. The organizational culture plays an important role in managin g business organization. The corporate culture is thereby responsible to emphasize of the training and development in a well-informed culture (Adler and Gundersen, 2007). This helps in boosting the organizational culture in order to gain market effectiveness. Google has grown into an expanded business organization with a uniform culture that helps in managing the different departments within the company. In a larger company, the culture has to reinvent itself to accommodate itself. The culture of an organization is a collection of shared assumptions and beliefs to work together in order to manage the changes taking place in the business environment. Culture often stands out to be a codified process followed by much business organization (Bakker and Schaufeli, 2008). The organization culture is made up of the political environment. The external political environment affects the organization largely. It is mainly composed of the organizational culture and development taking place in a well-organized manner. Culture is passed on to the next generation; hence it plays an important role in giving a purpose to an organization. Over the time, there has been a regular change in the process of managing the process over the time. It is the members and agency that works together to provide with a coordination in between the organizational value mechanism. It is thus important for gaining effectiveness by influencing efforts of the employees largely (Colquitt, et al 2011). The organizational team faces issue due to inappropriate employee behavior, poor leadership and a volatile business environment. Such an organizational culture develops insecurities in the mind of the employees (Luthans, Luthans and Luthans, 2015). A dominating organizational culture is hard for the business organization in gaining an effective team performance. This highly influences the role of leader and team performance in managing business role. The team satisfaction is important to manage changing face of organizational culture. This is affecting the overall process to meet the challenges taking place in the business environment (Nelson and Cooper, 2007). The organizational culture is a combine effort of the employees and the factors influencing them. The organizational culture need to be kept in alliance with the workplace in a well-effective way. This type of working environment is good for the employees. The working environment, organizational climate is highly influencing the behavior of the employees (Pinder, 2014). A strong alignment of an individual value in managing the ambiguity increased has an impact. This will however benefit the overall process to introduce changes in the organization. Organisation Citizenship Behaviour (OCB) is important for evaluating organisation and its contribution in building an effective team. This actually occurs when the employee contributes over and above the requirements. The Behaviours include an exercise to help a co-worker, volunteering additional duties, representing the business organization efficiently, and by improving the morale. This contributes to job satisfaction and motivates employ ee in matching up with the expectations in return of rewards reverent behaviour. This will be helping others in exceeding job expectations hence managing the role of the employees. It is provided by facilitating identification of workplace standards, approach and beliefs to improve the collaboration to build healthy relationships (Robbins, 2009). For a healthy organization, it is important to build Commitment to the employee with a belief in acceptance of the organisational goals and values. An individual behavior has a direct impact on the organisational values. An employee has to demonstrate commitment to the organisation for the organisation and its customers. However, this develops the quality of service delivery and performance of the entity and organisation (Youssef and Luthans, 2007). Organizational culture has an exclusive impact on the employees. There are cases where employee quit the job due to dissatisfaction. High rates of turnover are tough for the organization to manage. This creates staff shortages and discontinuity in service delivery. Unsatisfied employees are the reason behind the vulnerable and their mental health. Employee Retention is enhanced by creating safety measures and steadiness. The Job satisfaction provides with an emotional state from evaluating positive contribution to employee retention. An organizational culture is largely managed by the structure. The organizational culture set the rule for people to behave in an effective way. In contrast to this, the organizational culture has an impact over the employee turnover and its impact on growth (Gimenez-Espin, Jimnez-Jimnez and Martnez-Costa, 2013). The organization culture brings every individual on same platform. Every employee is treated in a same manner hence reducing the chances of being felt left out. The employees are treated equally by the employer irrespective of religion, region, colour and gender. It is essential for the employees to adjust in the culture so that they can deliver best result. It is often seen that the large sized multinational organizations are facing issue due to imbalance in individual and organizational goal. This is however important for the business organization in order to manage the gap in the organizational goals and effectiveness (Stein, 2017). Its the organizational culture that unites the employees coming up from different background. The work culture helps the employees in accepting the back grounds, families and varied attitudes and mentalities. Its the organizational culture that creates a sense of unity at the organization. There are certain organizations that follow a culture where all the employees are working irrespective of their designation. The organizational culture encourages the employees to work efficiently for gaining long-term benefit ultimately benefits them in the long run. It is the culture of the organization which helps in developing employees (Jones and Jones, 2010). This is important for the organization to develop an effective roles and responsibilities that helps in accomplishing the tasks within the desired time frame. The purpose of an organizational culture is to get work done as per the set guidelines. It is important to implement the policies through a definite set culture. It is important to provide knowledge to the employees working in the organization by creating a level of understanding that work in symmetry to establish an effective culture (Nelson and Cooper, 2007). It is the duty of work culture that promotes healthy relationship in between the employees. The organizational culture therefore moulds up the business environment. It is the responsibility to treat work in a better way that moulds the way of looking at things. It is the culture of the organization that motivates employee to maintain the team productivity. A strict management forces the employees to submit the report in definite time-period. Its not always the external pressure that forces an individual to work. Internal motivation therefore works as an important parameter to build up habit in employees. In a diversified culture, the best business practice plays an important role. This is important in managing the general habits and allocation of resources in order to manage the workforce. The organization is facing problems in managing the teams. There are possibilities due to which an organization can undergo an ineffective team building and motivation. This is important to manage the team behavior in general. Employer tries to inculcate a positive culture in the employee. In such situation, an employee is ready to manage the cultural gaps seen while going through the process of learning and development. However, employees with a better focus and adjusting attitude are easy to be convinced. They create a business atmosphere where the employees are easy to gather courage in decision making. The organizational culture set the rule for people to behave in an effective way. This can only be achieved by managing the organizational culture in a pre-defined way (Robbins, 2009). To conclude, the organizational culture plays an important role in managing the organization. It is through a better development and learning that an organization is able to meet the desired targets. The purpose of such targets is to manage the contingencies and to build an effective environment focusing on growth and development. An organization has to imbibe cultural functions in order to gain employees interest. In the era of globalization, every employee has to adopt the organizational culture. This is important for managing the changes taking place in an organization and allocating the resources effectively. Culture is steady, observable pattern of behavior seen in an organization. This is to focus attention on the forces that help in shaping organizational behavior which includes structure, process and incentives. An organizational culture is largely managed by the structure. This is important in order to gain market competencies. Changing organizational culture is important fo r managing the differences in the employees. All these changes act as effective stimuli to implement changes and to impose changes in regular working. References Adler, N.J. and Gundersen, A., 2007.International dimensions of organizational behavior. Cengage Learning. Alvesson, M. ed., 2016.Organizational culture. Sage. International Publishing. Bakker, A.B. and Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations.Journal of organizational behavior,29(2), pp.147-154. Barbera, K.M., 2014.The Oxford handbook of organizational climate and culture. Oxford University Press. Colquitt, J., Lepine, J.A., Wesson, M.J. and Gellatly, I.R., 2011.Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Gimenez-Espin, J.A., Jimnez-Jimnez, D. and Martnez-Costa, M., 2013. Organizational culture for total quality management.Total Quality Management Business Excellence,24(5-6), pp.678-692. Gordon, G., 2017. Guiding Organizational Culture. InLeadership through Trust(pp. 53-62). Springer Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence-based approach. IAP. Nelson, D. and Cooper, C.L. eds., 2007.Positive organizational behavior. Sage. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Robbins, S.P., 2009.Organizational Behavior, 13/E. Pearson Education India. Stein, H.F., 2017.Listening deeply: An approach to understanding and consulting in organizational culture. University of Missouri Press. Youssef, C.M. and Luthans, F., 2007. Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience.Journal of management,33(5), pp.774-800.