Advanced organization behaviour
Organizational behavior involves the study of human behavior in institutional settings. It forms an interface between the behavior of people within the organization and the organization itself (Locke, 2009). There are three levels of organization behavior. The first type is the micro level. This level involves individuals. Furthermore, it focuses on how the individuals interact with each other at the personal level. Various people portray varied kinds of body language toward one another. This trait can be visible from the way people talk to one another or make facial expressions.
The second type of behavior occurs at the meso-level. It involves groups or teams. Such gatherings usually undertake tasks communally. For these groups to be successful, they need to exhibit a lot of teamwork and cohesion. No takes can get accomplished effectively if the team is at loggerheads within itself. The macro-level, on the other hand, involves how organizations behave. This might include how the top-level management treats all other workers especially the juniors.
The study of organizational behavior is, therefore, an important aspect that determines how an organization can either succeed or fail completely. Positive behavior within the firm will lead to success. Employees will feel appreciated, and they will have more motivation to work for the company. Negative behavior will cause divisions within the firm. Conflicts will arise, and activities will move forward at a slower pace. In extreme cases, the activities of the business might even grind to a halt.
The case at Techpoint Inc.
There are three issues in the TechPoint Software case related to organizational behaviour is Julie’s perceived behaviour by other team members. She has a habit of rejecting input from other people. Her team members claim she gives opinion based on her expertise in engineering. It looks like she gets viewed as arrogant and disrespectful of others. However, the truth of the matter might seem that the others are antagonistic to her due to her failure to play as a team member.
The main issue here was that she missed the annual clean-up which served as an important bonding exercise. Second, the team members seemed to experience problems in coming to decisions. They encountered challenges agreeing on the next steps they would take on the implementation of the program. This situation shows a lack of proper leadership skills required for organizing a team. For group discussions to move forward, they must be led by decisive and action oriented leaders.
Lastly, there was a lack of clear communication between the team members. The fact is evident in their disability to properly communicate with Julie and inform her about the importance of the annual clean-up as a bonding opportunity. Furthermore, Julie’s teammates do not seem to be bold. Alison indirectly accused Julie of not attending the exercise. For good relationships to flourish, partners need to be honest with each other and speak out exactly what they feel.
The above issues can greatly affect teamwork, effectiveness, or organizational success at TechPoint software. The company needs to provide the appropriate information to new employees as to what is expected of them. Furthermore, the firm should emphasize the importance of building a good rapport with other team members to enhance cohesiveness of the workforce. Had Julie been aware of the work policy at Techpoint, she definitely would not have missed the clean-up exercise.
Respect to others is something that cannot be emphasized enough. In any given work setting, it is always imperative to take the views of others into consideration. We should not feel like our opinions are superior to others. This is a fact that does nobody needs to be taught. Therefore, Julie needs to promptly improve on that aspect of her character. Finally, an organization needs workers who are good decision making. For a firm to succeed and become highly profitable, its leaders must act promptly and make proper decisions. Moreover, these choices must get implemented in a timely manner. Hesitant leaders tend to make poor and wrong decisions. Even by the tame they make the right one, it is often too late and much damage has occurred.
If I were Jay there are some steps I would take to make the situation at TechPoint Software better: First, I would have to decide whether I need to give Julie a direct promotion or put up the position for interviews. Given the fact that there are some misunderstandings between workers, giving a direct promotion might anger some workers. They think Julie is not a team player. Thereafter they might feel the promotion is unfair. For this reason, I would announce for an interview whereby all candidates get vetted for the position.
Emotional intelligence is necessary for proper interaction with others in the workplace. I would create a policy that emphasizes the importance of bonding experiences with between all stakeholders of the firm, be they managers or co-workers. I would require to elaborate this point directly. To Julie, I will strongly advise her that to receive a promotion, she needs to build a good rapport with the other team members. This process will make them an effective team, and their decision-making skills not be affected by their inability to get along with her.
I would then privately meet with the managers and explain Julie’s situation. I would inform them that she never participated in the internship program with the company and, as a result, she did not gain familiarity with the organizational culture. Therefore she was not able to create fruitful relations with her colleagues and managers. I would also suggest them that it would be necessary for Julie to make an effort to come to work earlier and have a small chat with Tom Cahill.
Lastly, I would integrate the principles of organizational behaviour into the company’s manifesto. They are as follows:
Principles of organizational behavior
After a thorough analysis of this case study, I came up with recommendations based on some of the principles of organizational behavior. These principles are as follows:
A manager within any given organization should actively make a change rather than let it happen. We all know that change is inevitable. Whenever we identify a situation that needs an action to improve it, we should not hesitate to act for the sake of changing it for the better. Through this process, managers can quickly respond to changing times and conditions of the business environment. The organizations that become successful are those that are most responsive to change.
Managers need to communicate with all people within the organization. Proper communication ensures that there is no misunderstanding within the organization. Misinterpretation of information often leads to errors which might cause losses to the business. Furthermore, if people misunderstand each other, conflicts are bound to arise which interfere with the proper running of the firm.
The hiring, training and assessment process needs to get the best out of the employees. Workers need to get employed and assigned tasks that best match their skills. This method ensures that their talents get maximized, and they achieve maximum productivity in their departments.
Leaders need to put as much emphasis on people issues as possible. Importance needs to get directed at these problems just as much as they are to other matters within the organization. It is individuals who drive the success of business. Therefore, workers issues need to get addressed and solved promptly.
Finally, it is paramount that every member of the organization gets fair treatment. Feeling unfairly treated worsens employee attitudes towards work. This situation brings a lot of problems with the organization.
The above principles will act as a guide to all employees on how to conduct themselves properly within the organization.
Personal development
Personal development is a lifelong process. It is a way through which people assess their qualities and skills. They consider their aims in life and establish goals to realize their maximum potential. In this case study, there are three significant opportunities I identified that can help me in my personal development.
The first opportunity is that of Love and belonging. When working as part of a team, it is important to feel love and wanted. It is only then that an individual can work happily and achieve their potential. Facilitators of love and belonging include group work and bonding activities such as the cleanup process. I will ensure that in any team that I am part of, I contribute to team activities. I will also create a habit of attending any team building function. I will share my experiences and encourage others to share theirs. Through this process, we can assist each other in times of need.
Another opportunity is that of building self-esteem. Through producing quality work, I will gain the appreciation and respect of other team members and workers. When people appreciate your job, your ego gets a boost. I will also accept positive criticism from others. Furthermore, I will learn to say no to tasks I fell are not my responsibility and not allow anybody to trample over me.
I also see an opportunity for self-actualization. Through my hard work, I can achieve my dream of being a professional programmer. I can learn new things through team discussions and group work. Moreover, I can pursue further studies in my subject area to master it more.
Ten things to remember from the study
Communicating is the key to the success of any institution. Managers need to give clear communication to avoid errors of misunderstanding and creating conflicts
Sharing ideas enable one to learn new things and expand knowledge.
Teamwork enhances bonding and all members of the institution work as one family. A united family works diligently and achieves their objectives
Interpersonal relationships are critical to ensuring the success of an organization. Relating at personal level creates better understanding of one another
Conflict should get managed and solutions provided in a manner that satisfies all parties. Discord among workers reduces productivity.
A manager needs to acknowledge the diversity of a workforce and know how to interact with everyone.
Ethics is a vital aspect of an organization. A clear distinction between what is acceptable and unacceptable in a firm needs to get established, and everybody adheres to it.
Professionalism is crucial to ensure that people do quality work. Quality products enhance the brand name and increase the profitability of the firm.
Being in a management position requires one to become decisive. Managers must always provide a way forward in all circumstances.
A manager needs to monitor the flow of information within the company. When managers are aware of all happenings in the organization, they can always take action to revert the situations and prevent adverse outcomes. They should also collect information from outside competition and use it to stay ahead of the game.
References
Locke, E. A. (2009). Handbook of principles of organizational behavior: Indispensable knowledge for evidence-based management. Chichester, Sussex: John Wiley & Sons.
