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Organisational Behaviour

The particular report is based on reflective learning about concepts and theories of organizational behavior. I believe that organizational behavior is about understanding, predicting, and managing people in an organization. With the help of this course I came to know that organisation behaviour helps to understand the individual and group behavior in the organization. I think that Organizational Behavior hypothetically assists the business and its executive to successfully administer the Organizations (McShane, Olekalns, Newman & Martin, 2018). I was pretty confident that these lessons will provide me a rich familiarity with different theories and also understanding Organizational Behavior. Additionally, Organization behavior examines the learning of what individuals and groups do in business as well as assists them to distinguish how their actions influence an organization's performance. That is the main reason why organizational behavior plays a significant role in organizations.

Furthermore, OB investigates the study of what people do in an organization as well as helps them to recognize how their behaviors impact the organization's performance. That the reason why OB plays a significant role in business. The approach, opinion, outlook, and behaviors in business are affected by the interface of the character of an individual as well as the state the person is in. To recognize one's behavior is very significant as it is said that persons with related character tend to be concerned with an organization and employ by it, and individuals with other types of personalities tend to leave the organization. Organizational behavior lectures provides me a preview in a typical manager's life and function a manager plays in a business and the multitude of choices he has to make (Chumg, Seaton, Cooke & Ding, 2016).

During the following days of the week, I was learning about the function, tasks, and proficiency that should be acquired by a leader in an organization. The lessons taught me that the leader’s action has a major influence on the work of the people. First, a leader must have a practical ability which refers to the capability to utilize particular proficiency or awareness. It also highlighted that the manager must have the capability to administer and encourage the workforce (Kitchin, 2017). And third, the psychological aptitude to competently handle the intricate organizational condition. I have learned that manager roles are separated into four tasks including network, communication, human resources administration, and conventional supervision. Also, some of the existing trends on the topic are moral preference and problem, personnel diversity, and optimistic organizational learning. I also understood each employee has a different working attitude. There are so many different types of people in this world as everybody is coming from a diverse setting, belief, customs, and education. All these will form or influence a person’s approach and behavior.

In addition, the learning experience also told me that job satisfaction plays a significant role in a company’s attainment. Job satisfaction even plays an imperative role in an employee's personal life. Now I believe that people who have to attain contentment in their occupation will work with higher inspiration and optimistically handle their work. I have learned that few troubles occur when one attempts to make a moral decision, particularly as a leader (Hosain, 2019). First, ethics may mean diverse things to dissimilar people. For instance, my religious and spiritual beliefs are the base of what I consider ethical. Though, for someone else, ethics might be based on a rule or their perception of what is correct or incorrect. Usually, I do suppose there are some behaviors that all can consent upon as being moral or immoral. For instance, most people know that theft from somebody or execute is wrong (Hilton, 2017). I believe that a successful leader should measure the weight of both and take action accordingly. I came to know that successful leadership is based on the ability to inspire and motivate people. I have also learned about Ethical dilemmas which frequently happen when an executive or a worker is faced with two or more contradictory alternative. Even the best-structured organizations face ethical dilemmas in the workplace. Furthermore, I also recognized that the main objective of theories is to clarify the reason for events, shape, and growth, they can be distinguished according to the category of reasons that they present.

I have learned that the theories and practices of organizational behavior specified that Leaders at every stage of the organization must be able to recognize, encourage and reward these behaviors and equally, to dishearten actions that lead to distrust and other poor interpersonal dynamics among people who must work together. I came to know that regulation offers a set of motivational tools for the manager to utilize, which takes into account individual dissimilarity between workforces. According to my experience, no organization is successful because of the contributions of the individual. Individuals are full of defects (Miao et al., 2019). When people are organized as a team such as a strategic business unit or agile team and developed through

Mr. Tuckman’s team development model, the result can be wonderful. In order to manage a team well, the team leader has to understand and assess the attitude, skill required, relevant general knowledge and specific detail knowledge which are related to the assigned tasks, the experience of the team members and has to decide which management style of the contingency theory of Mr. Fiedler to apply. I think that the basic supposition of organizational behavior is two kinds. They are natural of people and nature of the organization (Balwant, 2018). According to me the basic assumption of organization behavior theories is based on the personality of people integrate individual dissimilarity, a whole individual, motivating performance, worth of the person, selective observation, and wish for participation. Lastly, I have clearly understood that organizational behavior is highly crucial in providing deep knowledge about the individuals, groups, and the effect of structure.

Reference for Organisational Behaviour

McShane, S., Olekalns, M., Newman, A., & Martin, A. (2018). Organisational behaviour.

Chumg, H. F., Seaton, J., Cooke, L., & Ding, W. Y. (2016). Factors affecting employees' knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and organisational behaviour. Computers in Human Behavior, 64, 432-448.

Kitchin, D. (2017). An introduction to organisational behaviour for managers and engineers: A group and multicultural approach. Routledge.

Hosain, M. S. (2019). Unethical Pro-organisational Behaviour: Concepts, Motives and Unintended Consequences. Asia-Pacific Journal of Management Research and Innovation, 15(4), 133-137.

Miao, Q., Eva, N., Newman, A., Nielsen, I., & Herbert, K. (2019). Ethical Leadership and Unethical Pro‐Organisational Behaviour: The Mediating Mechanism of Reflective Moral Attentiveness. Applied Psychology.

Balwant, P. T. (2018). The meaning of student engagement and disengagement in the classroom context: Lessons from organisational behaviour. Journal of Further and Higher Education, 42(3), 389-401.

Hilton, B. J. (2017, August). Transnational Knowledge: Its Creation and Distribution Exploiting Entrepreneurship and Organisational Behaviour. In Proceedings of the 60th Annual Meeting of the ISSS-2016 Boulder, CO, USA (Vol. 1, No. 1).

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