Organizational Behavior in Organizations- MyAssignmenthelp.com

Question: Discuss about theOrganizational Behavior Analysis in Organizations. Answer: It is the process undertaken by an organization to be able to take lead on the companys functioning and performance and how to help the business grow it entails both group and individual performance, also the scientific approach applied to the workers management is done so as it triggers to answer why people act in certain ways, what mannerisms affect job performance plus employee interaction Doumic (2017, pp.217-230). It examines the employee behaviour in a working environment and churns up a strategy to account whether it has an impact on job structure, communication and motivation (Kramer and Staw, 2013). There are different types of organisation behaviour like micro organisation which target individual groups in organisations, the other type is macros organisational behaviour studies industries and organisations on how they maintain and adapt to various changes that occur and what protocols guide them (Nahavandi and Malekzadeh, 2013). Heres an overview of organisational theories, there is the intelligence where it has emotional intelligence theory where emotional intelligence is the ability to integrate and identify other peoples feelings and being able to handle them appropriately. Here the organisation can apply this in an organisation so as to help make the people have a self-reading mind in terms of situations and what ways to play them out. Under theories of intelligence there is also the one general intelligence theory this is also referred to as the structural model which believes all the knowledge comes from a central point Hebb (2010). The next being of personality which comprises of personality types A and B which was brought up by two people who tried to show that two individuals can work on same things but have different longevity in good work performance in regards to hours given. This can be added in a setting where the people can be classified as who works best when and their requirements to make it easier. Type A personalities are more productive as they are quite competitive and strive for better gains. Type B, on the other hand, are the direct opposite and rush things without having to check them again causing problems and less likely even bother striving for perfection. Also under theories of personality is predicting job performance this is where the attributes of emotional stability, agreeableness, extraversion and conscientiousness fall in place so as to try and get good working clientele Doumic (2017, pp.217-230). Motivation philosophy has several points where one lays on the common-sense theory where it states that in a scenario where there is a job to be done theory X would be the ones who work to just get the money where theory Y goes to work with the intention to be independent and improve their well-being. There is also the expectancy theory which argues out that the person's individual performance motivation would depend on how the outcome would be like. Fundamental attribution error is the ability to focus on a person and the reasons behind why they did something based on their persona (Kramer and Staw, 2013). There is also the theory of perception which holds the gestalt principles which makes visual perceptions in terms of how people see features and how they are put into groups. The figure and ground theory indicates that people focus on particular aspects of a situation and not the whole thing thereby missing out on other finer details. There is also the reification theory that tries to prove that we normally use our experiences to tell about our situations. The closing theory is a theory of attitudes and behaviour that deals with organisational behaviour modification, social cognitive theory and single and double loop learning Doumpos (2017, pp.347-360). All these tend to try to describe the persons behaviour and how we ought to align our ideas and dreams without attitudes and behaviours so as to excel in our basic fields (Nahavandi and Malekzadeh, 2013). Organisational problems in work place can be due to employee issues this arises when there are personal conflicts, the people in charge are sluggish in operational movement. here the management to kerb this can try to figure out the cause of the problem is what and how it can kerb it and reduce its damage Kuppusamy (2017, pp.123-135 ). There are also team problems this arises where there is disconnect with team members and yet team are supposed to be fluid with one another to allow a smooth sail of their group agendas, solutions for here when noted is to have a meeting to try air out the issues and address the parties that are in conflict with each other, thus team leaders ought to be vigilant and must offer feedbacks to the supervisors Miner (2009). Organisation wide problems are occurrent where easy team problems grow and affect an organisation if corrective measures are not taken. This type of scenario should be handled in the manner of if you are not part of the problem you should be part of the solution which is simple to say but usually hectic to undertake but with motivated individuals to accomplish it then it falls into place Doumpos (2017, pp.347-360). Steps taken to kerb problems in an organisation are identifying the problem, this is a major step as noting what the problem is putting all formulas to tackle it on the table and where it noted it eases the search Kuppusamy (2017, pp.123-135). Then it falls onto describing the problem and why the problem is occurring. After this step one brainstorms for potential solutions this occurs as it helps one to find the most effective solutions to implement. Deciding on solutions happens next as the team has already brainstormed on the issue this is then followed by monitoring the solutions to be implemented. Personality is the combination of several factors that help form a distinctive image about an individual. It encompasses the temperate and habitual behaviour tendencies. It is a very vital tool as it helps people be able to be aligned according to their jobs Bagchi (2017, pp89-107). Many aptitudes and changed different sets are linked to personality. As it includes a persons stable feelings, their thoughts and how their behavioural patterns run across Miner (2009). There are types of personality traits that are referred to as the big five they include (O)-openness this in full view opened up refers to the capability of a person being curious, being creative and having an open mind to new possibilities. People in this area thrive in such scenarios as they are able to cope and re- strategize themselves in learning new skills and being entirely flexible. The next trait is (C)-conscientiousness it is structured to being dependable, achievement oriented and organised. It is used to show how high a persons performance can be spread out and how it be stretched across a variety of jobs (Nahavandi and Malekzadeh ,2013). There is also the (E)-extraversion to which describes a persons capability of being of an outgoing persona, talkative and more so sociable. In this account, the people prefer being in social conjunctions with others as when they are in this type of environment they feel more at home and perform more effective. The last two traits are (A) agreeableness and (N)-neuroticism. Agreeableness which gives the person a good personality as they encompass sensitive nature, they are trusting and kind. They are liked a lot because these are the type of people who get along with others and such type of people help mould the organisation well so as it can be able to gel appropriately with the other moving parts in the organisation. Neuroticism in this point scoring high is undesirable as ones traits are not as positive as they incorporate a person anxious, irritable and moody. People affected by this usually have emotional adjustment problems and usually, experience stress and depression. Some of the components involved in explaining why it is important in matching people to jobs are by, personal testing this is the ability to be able to assess the compatibility of an individual based on why testing is followed to the letter to provide a defence against the preposition of allocation of a position Kuppusamy (2017, pp.123-135). Learning personality types as there are four basic types that start with the object focused -these ones know how to be cold in the act of trying to be real and straight forward and are usually successful. There is also the action oriented and the social responsibilities personalities who tend to be sociable with might in motivation and communication rather than task completion on an actual task (Nahavandi and Malekzadeh, 2013). Emotional intelligence is an important piece of the whole equation and can be able to affect the manifestation of a persons personality. This is a skill that is used by an individual to identify self-behaviors and control them appropriately according to the way they are supposed to be handled Bagchi (2017, pp.89-107). There is also successful staffing this refers to where taking in personnel to fill up a position it is good to ensure that the chosen people actually fill the void and not only just filling up and not working tirelessly to move the organisation ahead. One should look at the training the people have undergone and what type of skills they already have maybe due to being in a different field or place, as this can be capitalised in the current organisation References Peer reviewed journals Kuppusamy, Saravanan; Magazine, Michael J.; Rao, Uday.October 2017.European Journal of Operational Research., Vol. 262 Issue 1, p123-135. 13p. Athanasopoulos, George; Hyndman, Rob J.; Kourentzes, Nikolaos; Petropoulos, Fotios. October 2017.European Journal of Operational Research.,Vol. 262 Issue 1, p60-74. 15p. Bagchi, Aniruddha Paul, Jomon. October 2017, European Journal of Operation Research. Review, vol. 262 Issue 1, pp.89-107.19p. Doumpos, Michalis: Andriosopoulos, Kostas; Galariotis, Emilios; Marylou , Georgia:Zopounidis,Costantin. October 2017 European Journal of Operation Research. Review, vol. 262 Issue 1, pp.89-107.19p. Doumic, Marie; Perthame, Benot; Ribes, Edouard; Salt, Delphine; Toubiana, Nathan, October 2017.European Journal of Operational Research., Vol. 262 Issue 1, p217-230. 14p. Zahraei, Seyed Mehdi; Teo, Chee-Chong.October 2017. European Journal of Operational Research. Vol. 262 Issue 1, p75-88. 14p. Books Kramer Staw, (2013).Research in organisational behaviour: an annual series of analytical essays and critical reviews. Volume 25 Volume 25. Amsterdam, Elsevier/JAI. Miner, (2007).Organisational behaviour. 4, 4. Armonk, N.Y., M.E. Sharpe. Chen, (2009).Organisational behaviour and dynamics. New York, Nova Science Publishers. Korman, (2007).Organisational behaviour. 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