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Organizational Behavior

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Autor:  anton  15 December 2010
Tags:  Organizational,  Behavior
Words: 1517   |   Pages: 7
Views: 498

Concepts In Organizational Behavior

Understanding organizational behavior is a key concept in today’s world. Once one understands the key concept, this will aid one in the understanding of issues concerning individual employees’ interpersonal relationships within the organizations. Interpersonal relationships between the employee and management are one of the most important relationships one will nurture during one’s business career. Managers interpersonal relations can be influenced by a number of learned behaviors, including social factors and beliefs. While managers have to be able to be flexible, creative, and have a willingness to change to new innovative ideas, they must also be aware that their actions affect all facets of the organization. Managers must be cognizant of the fact that they have a great deal of influence over employees and that they must use this influence in a positive manner (Lewicki, 2002). While management is looking at performance and quality improvement, they must approach all changes with caution. Employees are very cynical when it comes to change. Change can come in many forms. The natural resistant reaction to change comes from the fear of not knowing and future planning.

While the mission statement may stay the same, change must occur along the way to improve and streamline the process of the organization. An example of a recent change took place this month within the department of corrections is the change to the Washington administrative code (WAC) this was a major change to all levels of management, employees and inmates the (WAC) are the laws that govern inmates. There was no notice to lower and mid-levels of management in the change to the laws prior to laws going into effect. With no notice to the change in laws and policy the employees felt left out, and angry and resistant to the change along with the fear of what was to be expected of them. In short, the upper management choose the course of change that maximizes their expected outcome.

Organizational culture and diversity is very prevalent in today society. With the shortage in new employment applications a prospective employee can be more selective when accepting a job. The employee may question if this job will meet the need and expectation of an organizational culture. The employee will want to know if the employer has the same-shared beliefs and values. The employee wants to know if the employer supports workforce diversity. Sociability may not only be limited to the employee but also to management. The department of correction supports a diverse workforce in accordance to the current law. Within the departments workforce one will find the organizational culture. Within the department meetings are not uncommon for a number of employees to get together on their off time and have a discussion about non-work related subjects. Furthermore, it is not uncommon to see management during work to sit and have lunch with a line staff employee and have a discussion about work and non-work subjects. Although this happens less often then the average peers getting together on their off time. Many managers practice a policy of not to fraternize with line staff employees’. My belief is that when managers and employees of all levels are brought together it will enhance work performance and productivity.

While a manager may have a choice to fraternize with a line staff employee, he or she does not have a choice on communication. Communications are all around us, one uses them in his or her day- to- day living and one the job. Communication is one of the foundations to interpersonal relationships. John O. Morris, a Management Communications Consultant consolidates this problem into a single statement called the Morris Maxim. It states, “Communications problems grow much faster in any organization than the organization itself grows” (Morris 3). The need for better communication between managers and employees is an ever-increasing problem. In the 1800’s organizational communication came from the top to down the hierarchical spoke in a straight forward to the point reminding with clear precise open communications messages to the mid-level and line staff one the policies, and objectives of the organization. Thus helping keep roomer and the grape vine information to a minimum. There are many forms of communication. The key to understanding communication is to be able to communicate between cultures, race, and generation along with many other characteristics. In my workforce today the department of corrections is very diverse with employees. The management needs to be able to communicate effectively to each employee because inadequate communications can be a leading pit fall of the organization. Communication is a process of sending and receiving feedback. The way one sends and receives feedback may vary from the employee to employee thus trying to eliminate the chance of misinterpreted communications. One way the department of correction communicates with its employees is face–to- face. When a manager meets face-to face with an employee to discuss an issue he or she is also using non-verbal body language. Both the manager and the employee can interpret the body language. Non-verbal communication can convey the expression of each individual. The individual can convey if he or she is happy, sad, mad or not interested. When an employee conveys to his or her manager that he or she is not interested by non-verbal gestures the manager can change his or her way the message is being conveyed. Other ways the department uses communications is through voice mail, e-mail, memos and letters of correction. If a manager uses e-mail or a letter the manager has no way of being able to read non-verbal body language. Although it is the managers responsibility to empower his or her employee the way the information is sent and received depends how effective the manager will be.

Once managers demonstrate to their employee that he or she is an active listener and can provide positive feed back and criticism the employee will be able to trust management. Trusting employees benefit management and the organization by the increase in production, and motivation. Managers can increase their effectiveness and efficiency in a number of different ways. One way is to allow individual consideration for new innovative ideas. Managers will need to be able to facilitate and support individual staff and in groups during the collaboration process.

Organizational learning can be facilitated in a number of different ways; one way of learning is through team meetings and story telling. This allows each employee to be able to tell his or her experience good or bad and how he or she dealt with the experience. Each employee has a wide diverse abundance of knowledge that he or she are willing to share if asked. Story telling is a way to maintain identity and organizational culture the story tells everyone this is who I am and this is what I have experienced, this story defines me.

The department is mandated each year to provide training “in service” for all staff. Peers and management level staff conduct the training. Although I have been with the department for almost 12 years when I would receive the paperwork for “in service training” I would dread going. Usually the training is something I have already had the previous year and the teachers were mundane and boring. Three years ago the department promoted a peer to the position of tactical advisor coordinator sergeant once this individual took over this position it change the way all long- term line staff looked at the mundane “in service training each year”. Jake brought to the classroom his experience in story telling he did not just read the overhead projector. His stories were wonderful along with his quick whit and since of humor. Jakes dedication and enthusiasm can be felt by anyone who is around him. Jake has never spoken a bad work about the department he has always used the comparison method and stories of how it was then and how it is now. One can look at Jake and see him as a natural born leader who promotes honesty and a link to a common goal and purpose within the department. When Jack has an employee with a preconceived idea of the department, changes the perception, and leads them to the common goal.


Lewicki, R. J. (2002). Social Influences on Ethical Behavior in Organizations. Administrative Science Quarterly, 47(3), 580+.

Zelko, Harold P. and Harold J. O’brien, Ph.D. Management-Employee Communication in Action. Cleveland: Howard Allen, Inc. 1957.

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