Discussion—Describing Organizational Behavior
Given that an organization is reliant on employees to achieve its mission and objectives, there would appear to be value in organizational transparency. If employees perceive that leaders and managers are being transparent, their attitude toward work and overall efficiency will be better, even if they do not agree with the leaders and managers’ decisions. However, if employees perceive or discover that organizational leaders and managers have not been transparent, their efforts may reflect a less caring attitude. In such cases, there may not be any difference between employee perception and fact.
Consider the aforementioned aspects, and using the module readings and the Argosy University online library resources, research the importance of employee attitudes and perception.
Then, respond to the following:
- How important are employee attitudes and emotions as well as transparency in shaping organizational behavior?
- Elaborate on how employee perceptions shape organizational behavior. Are perceptions and reality always the same?
- review and comment on at the two of your peers’ responses
- Respond to feedback on your posting and provide feedback to other students on their ideas.
- Provide substantive comments by contributing new, relevant information or quotes from course reading, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your experiences, professional or personal.
- Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation.
How important are employee attitudes and emotions as well as transparency in shaping organizational behavior? In my experience attitude can be the deciding factor in how healthy an organization is or can be. For instance, if employees feel respected and valued it shows in their work. Hiller (2013) once said, “Discouragement and a dismissive attitude breed passivity. Respect and encouragement breed innovation”. If employees don’t feel respected or valued it can lead to turnover, poor quality of work, and possible overall mutiny. Personally, if I understand the organizational goals and what management wants to achieve my attitude is positive and I am “on the same page” but if I do not understand it can make me question the direction of the organization. Positive attitude and transparency can create a positive OB by simply appreciating employees and making them feel they are a part of the vision of the organization.
Elaborate on how employee perceptions shape organizational behavior. Are perceptions and reality always the same? Currently, I am working on a communication piece regarding the passing of a recent faculty member. This individual was beloved by many and made most of his connections through our debate program on campus. We have some alumni who are worried about the outcome of the program and I am struggling to get leadership to send out formal communication expressing the “future” of the program. Unfortunately, this has been a struggle and the longer we wait the more alumni perceives the program may be in trouble. In my position, relationships are everything and even though I know the future of the program is going to be fine, we are allowing the perception to become reality by not communicating effectively. In my experience, most situation regarding financial transactions perception can become reality and this can lead to financial loss and the end of relationships.
Hiller, P. (2013). Respect, retention and results. Smart Business Atlanta, 10(9), 8.
How important are employee attitudes and emotions as well as transparency in shaping organizational behavior?
Emotions shape an individual’s belief about the value of a job, a company, or a team. Emotions also affect behaviors at work. Research shows that individuals within your own inner circle are better able to recognize and understand your emotions (Elfenbein&Ambady, 2002). It is also perceived, emotions and mood affect temperament, personality, disposition, and motivation. Employee emotions are complex and move in various directions. Modeling feelings and considering their behavioral implications are useful in preventing emotions from having a negative effect on the workplace (Boundless, 2016). Dranitsaris-Hillard (2013) emotions such as trust, caring, enthusiasm, pride, and even fun are necessary for organizational success and a motivated workforce.
Elaborate on how employee perceptions shape organizational behavior. Are perceptions and reality always the same?
Understanding the nature of perceptions and its importance in organizational behavior, is somewhat of a phenomenon. According to Otara (2011) in organizations, perceptions of leaders, managers and employees shape the climate and effectiveness of the working environment. Perception is the way we all interpret our experiences. Perception is our sensory experience of the world around us and involves both the recognition of environmental stimuli and actions in response to these stimuli. Perceptions not only creates our experience of the world around us; it allows us to act within our environment. Perceptions and reality constructs are a varied narrative. Brachman (2017) ascertains employees who perceive that they have greater control over their work lives, will likely be more motivated to excel within the organizational structure. The Center for Advanced Human Resource Studies (2011) posits when employees perceive that HR practices reflect a commitment to quality, and are based on seeing employees as assets, they have higher commitment and satisfaction. If employees viewed a practice as a sign that the company values quality service or products, and will empower employees to produce them, employees were more satisfied. When employees perceive that HR practices are based on controlling costs, they have more negative attitudes. When employees believed that HR practices reflected the company’s view that employees were a cost to be contained, employee satisfaction and commitment dropped.
Brahman, S. (2017, 3). Perception & Motivation in Organizational Behavior. Retrieved 09, 2017, from http://smallbusiness.chron.com/perception-motivation-organizational-behavior-13609.html
Boundless. “How Emotion and Mood Influence Behavior.” Boundless Management Boundless, 26, May. 2016. Retrieved 2 Sep. 2017. from http://www.boundless.com/management/textbooks/boundless-influence-behavior-233-7047/
C. (2011, 06). Perception is reality: How employees perceive what motivates HR practices affects their engagement, behavior, and performance. Retrieved 09, 2017, from digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1021&content=cahrs
Dranitsaris-Hillard, H. (2013, 01). The Role of Emotions in Organizations. Retrieved 09, 2017, vault.theleadershiphub.com/blogs/role-emotions-organizations
Elfenbein, H. A., &Ambady, N. (2002). Is there an in-group advantage in emotion recognition? Psychological Bullentin, 128, 243-249.
Otara, A. (2011). Perception: A Guide for Managers and Leaders. Journal of Management and Strategy, 2(3), 21-24. Retrieved September 1, 2017, from www.sciedu.ca/journal/index.php/jms/article/download/397/187
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