In order to maintain a harmonious working environment within the organization it has been noticed that communication, cooperation and integrity are highly significant. It is also to be mentioned that the leaders as well as the team members play important roles in building effective teams. It is also to be mentioned that in order to maintain and increase the production of the team cooperation of the team members along with the managers and leaders are highly important (Pinder 2014). In this regard, it is also to be mentioned that the importance of organizational behavior is also to be considered in maintaining the efficiency of a team as well as an organization. The leaders along with the team members are required to abide by the organizational rules and regulations in order to perform in an efficient and effective manner. Behavior and willingness to solve problems while maintaining professional integrity are highly important in this regard (Miner 2015). The present report hence analyze three different incident that can be taken as examples of good, bad and ugly behavior within an organizational environment. The report will highlight three incidents that took place in a team of 15 people who were involved in a project of BHP Billiton.
It has been noticed that the good behaviors within the organizational culture influence productivity and growth of the organization. In order to analyze the good behaviors of the employees or the leaders and the impacts on the wellbeing of the organization (Wagner III, and Hollenbeck 2014). One of the most prominent example of good behavior was monitored within the organizational environment of BHP Billiton. It has been noticed that one of the teams of BHP was provided with the responsibility of handling a new mining project. In addition to this, the project was highly important for the organization and the managers were aiming at starting work at the sites as soon as possible. Moreover, the project was important as it was also aiming at using new technologies in the project. As a result, the managers as well as the leaders of the organization predicted turmoil and confusion amongst the employees. However, it has been noticed that the leader of the team has managed the team in an efficient manner (Luthans, Luthans and Luthans 2015). The primary step that has been taken up by the leader was the communicating the vision and aim of the organization regarding this project. In addition to this, it has been noticed that the leader of the team has not only communicated the aim of the company but also has asked for feedbacks and suggestions from the team members regarding the process of increasing the effectiveness of the project as well as the efficiency of the employees. This approach has been highly influential in bringing positive impacts on the overall production of the company. In this regard, it is also to be mentioned that by influencing and encouraging the employees to perform in a better and effective manner, leaders are able to increase the production as well as derive employee satisfaction (Robbins and Judge 2014). The similar result has been found in the cases of this team. As a result of the encouragement from the leader, the employees of the group have become more confident and took active participation in the entire process. It has been monitored that the employees also willingly voiced their views an ideas that they thought can be beneficial for the project. In this regard it is also to be mentioned that the listening to the views and ideas of the employees and incorporating them within the organizational scenario helps in building a harmonious environment within the team. It has been monitored that the employees were highly motivated as a result of this steps taken up by the leader (DuBrin 2013). In addition to this, it has been noticed that these steps taken up by the leader of the team has influenced them to be enthusiastic about the vision of the organization and work towards fulfilling the aim. It has been witnessed that due to this incident and appraisal from their leaders the employees of the team felt that they were valued in their organization and hence they have become more responsible and enthusiastic about the project. In addition to this, it has been noticed that the project has been initiated within a very short span of time and the aim of implementing advanced technologies also have become highly successful (Greenberg 2013). It can be understood that due to the enthusiasm of the employees of the team the project has been a huge success. In addition to this, it has been noticed that the employee satisfaction amongst the team members were significantly high. They were willing to bring and implement changes within the organizational scenario. As a result, the company has become more capable of bringing employee satisfaction. In order to analyze the incident it can be said that the managers and the leaders of an organization play significant roles in maintaining the growth of the organization along with deriving employee satisfaction (Bolino et al. 20113). Communication amongst the team members and establishing a scenario of cooperation are some of the significant qualities that a good leader possesses. In addition to this, it is also to be mentioned that the leaders as well as the employees of the organization need to have positive attitude and adopt courteous approach towards other members. By employing these attitudes, the employees as well as the organizations will be able to maintain a continuous growth.
It has been monitored that the team of fifteen people were involved in a mining project that has been taken up by the organization. The team of 15 people included two engineers, one manger and 12 employees. The senior engineer of the team was a highly experienced and knowledgeable person (Carpenter, Berry and Houston 2014). However, it has been noticed that he was lacking in the skills of communication and his behavior with the team members and colleagues was rude. During the initial stages of the project, it has been noticed that the team members tried to adjust with his behavior and overlooked his rude remarks. However, along with the increasing work pressure and his increasing rudeness, the team many of the team members chose to opt out of the team (Chance 2013). This has been causing great difficulty in maintaining the daily functions within the team. In addition to this, it has been noticed that many of the team members were highly demotivated and did not want to work under the supervision of this senior engineer. The employees hence have complained regarding the rude behavior and ill-treatment that they are facing. The incident can be regarded as highly significant in the process of analyzing the factors that are important in order to maintain the efficiency and harmony amongst the members of a team. According to (Chance 2013), it can be said that in order to maintain an effectiveness and high productivity of the company, organizational behavior is highly important. In addition to this, it is also to be mentioned that lack of communication skills and ability to maintain a harmonious environment. In this regard, the role of the leaders and supervisors are regarded as most important. Rude behavior and inability communicate the vision and aim of the organization in an effective manner often increases the chances of demotivation and lack of morality amongst the employees (Nahavandi et al. 2013). It has also been monitored that the rudeness of the engineer can harm the ability of the team members to perform and deliver in a timely manner. In addition to this, it has been monitored that lack of understanding and cooperation amongst the team members and the managers create great impact on the cohesion of the team. It is also to be mentioned that the bad behaviors and ill-treatment are some of the traits of a bad leader or employee (Morgeson et al. 2013). It can be said that having a bad attitude towards the team members highly affect the morality and enthusiasm amongst thee employees. Hence, it can be said that these attitudes are examples of bad behaviors within the organizational scenario.
It can easily be understood that wrong behaviors malpractices of the employees as well as the leaders affect the growth and productivity of the organization to a great extent. In this regard, it is to be mentioned that the misuse of the time and resources, employee theft and violation of the company’s policies and regulations are some of the important factors that can be treated as ugly behaviors within the organizational front (Carpenter, Berry and Houston 2014). Moreover, it is to be mentioned that the unethical behavior of an employee or leader affects the morality of other employees and team members as well. In this regard, one example of ugly and unethical behavior can be discussed in order to analyze the ill effects of it within the organizational scenario. It has been noticed that BHP Billiton has started one of the major projects and has formed a team of 15 people. Amongst these 15 members of the team, two engineers and one leaders were involved. The rest of the members were junior employees. It has been monitored that three of the team members were involved in unethical practices (Bolino et al. 20113). Too explain it furthermore, it can be said that these three employees were constantly creating an unfavorable organizational environment by constantly being engaged in gossips and rumors. It has been monitored that as a result of their excessive inclination towards gossiping and spreading wild rumors, these three employees were also misuse the time of the company. These practices eventually lead a situation of disharmony and turmoil amongst the other members of the organization. The leaders then could identify the root cause behind this situation. In this regard, it can be said that the unethical behaviors of the employees greatly affect the honesty and integrity of other team members as well (Chance 2013). In addition to this it has been that the unethical behavior on part of the leaders are to be regarded as highly alarming as it tend to affect the growth and performance of the organization as well as the employees. According to (), the unethical behavior on part of the leaders and managers are significantly harmful as it hampers the credibility of the organization. It has also been monitored that the employees who are involved in unethical practices often play influential role in fuelling turmoil amongst the workforces. This eventually leads to a disruption and disharmony amongst them as well as amongst the leaders and managers of the organization.
Conclusion
To conclude, it can be said that organizational behavior is a highly significant factor ii order maintain the performance as well as growth of an organization. Moreover, it has been noticed that by implementing effective an appropriate organizational behavior, the companies as well as the managers will be able to understand the employees in a better manner. In this regard, the importance of transparent and effective organizational communication is to be regarded as highly important. The process of effective organizational communication not only includes conversations with the team members and the leaders, but it also the process of transferring information in effective manners. In addition to this, it is also to be mentioned that the process of effective organizational communication also includes the methods of encouraging the employees to perform in a better manner. Moreover, it is also to be mentioned that the unethical and unprofessional behavior within the organizational environment affects the overall work culture to a great extent. it has been monitored that an organization that lacks effective and free communication amongst the employees and the leaders also lack in credibility. Along with communication, good organizational behaviors also include ethical practices and willingness to collaborate and cooperate with other employees as well as the senior management.
References
Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), pp.542-559.
Carpenter, N.C., Berry, C.M. and Houston, L., 2014. A meta?analytic comparison of self?reported and other?reported organizational citizenship behavior. Journal of Organizational Behavior, 35(4), pp.547-574.
Chance, P., 2013. Introduction to educational leadership & organizational behavior. Routledge.
DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier.
Greenberg, J. ed., 2013. Organizational behavior: The state of the science. Routledge.
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An EvidenceBased Approach. IAP.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future. Personnel Psychology, 66(4), pp.805-824.
Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013. Organizational behavior. Sage Publications.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.
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