Poor performance is one aspect or topic that is covered under organizational behavior whereby organizational behavior is referred to as both the individual and groups actions and attitudes towards each other and also towards the organization and affects the functioning and performance of the organization. Organizational behavior is a human tool that is beneficial. It is widely applicable to all types of organizations. (Anon, 2017) Organizational behavior has been found to be helpful in many organizations for instance it helps build good industrial relationships and also makes easy the progress of management by giving detailed view of the consumer behavior and managing and motivating employees.
Management refers to the administration of different organizations whether government body, not-for-profit organizations and businesses. Management entails many activities including coming up with strategies on how to organize and coordinate the efforts of employees or volunteers order to accomplish objectives through the use of available resources for instance natural, technological, and financial and human resources. Management as a term may also be used to refer to people who manage an organization.Management journals therefore aim at boosting or improving management in organization through the publication of management information that is beneficial to both the organization and its management. Management related journals published typically have underwent a rigorous process of screening called blind peer review, whereby, independent professionals provide the author with vital and critical commentary suggestions to help them improve their final work before they publish. This paper will focus on poor performance of employees in an organization using three management–related journals namely; Academy of management journal, Academy of management review and Journal of management
The three journals under review on poor organizational performance have fundamental differences but they also share similarities, discussed as follows. The three articles focus on organizational behavior as the central subject of the discussion. The articles try to give an insight that provides understanding on organizational behavior of individuals and groups in an organizational context. They describe how different aspects or circumstances may trigger a specific reaction or change in behavior of employees in an organization. Second, in all the three articles, the main parameter used to check organizational behavior is performance of the employees. The articles considerate as the paramount indicator used to determine it. According to the journals, there is a direct relationship between organizational behavior and performance whether good or bad (Ohemeng and McCall-Thomas, 2013). In the three journals, as much as the performance is influenced by environmental and economic factor, the main factor is social situation or factors which include, attributes behavior, culture and attitude. Finally, the three articles agree that the only way to correct poor performance brought by organizational behavior is by correction of leadership. The articles views poor leadership as the main root cause of poor performance and therefore it has to be rectified either by training or by acquiring new managers with the right skills. (Shin and Jeong, 2015)The first similarity is that the three articles are journals are in the category of management journals. They focus on successful management strategies and analyze the failures with an aim of increasing the opportunities of success in the present organization; problem management is also highly focused on in these journals. Given that management is a very intricate art which is applied in any given sector, for instance natural resources, human resource and finance, the span of these journals is very fast. Another similarity among the three is that they all aim at developing theories. These theories are aimed at providing knowledge to the managers and management of the organizations in order to attain good management practices. Many business models cannot exist without some theoretical background to support the arguments .The third similarity is their ranking positions in that the three articles are highly ranked meaning that they have a very influential and dynamic content .For example Academy of management journal is used n the well known business media such as the economist which is a globally accessed business media. They are the most reliable journals that provide management knowledge. The three journals have played a great role in contribution to management practices. They have organizations build their skills in management of all their resources thus good performance and achievement of objectives.
As much as there are similarities in the journals, there are so many differences in the way the writers of these journals perceive poor performance of employees as a topic in organizational behavior. Journal of management uses more of quantitative method in analysis and research while the academy of management is more of a qualitative research based journal and this can explain the reason as to why findings or explanation on journal of management are more empirical when compared with academy of management journal. Another difference is that in the journal of management, its explanation on organizational behavior, the main cause of poor performance is the corporate culture (Shin and Jeong, 2015), unlike in the other two that is academy of management and academy of management review whereby poor performance is associated to any factors for example culture, attitude and attributes. Corporate culture refers to how the organizations are organized, structured and the type of governance existing. In many journals including academy of management and academy of management review, it is perceived and believed that an organization that has been successful for a while will obviously develop good culture that will lead to good performance. However, journal of management is against this idea that as been held for a long time. According to it, the culture that exists in an organization especially well performing one will not last for a long time because it will cause inward focus, arrogance and bureaucracy which are not healthy for business development hence poor performance.
In addition to the differences among the three articles on basis of their perception on organizational behavior, there are some variations on the structure, publications and purpose of the journals as discussed. Publication is the first aspect to be considered when it comes to differences among the three articles since they are published different number of times and also during different times of the year. Article of management is published bi annually that is twice per year whereas Academy of management journal is published six times a year in the month of, February ,April ,June, August t, October and December. Academy of management review is published quarterly in January, April July and October. The number of publications per year indicates the degree of the journals usefulness and its relevance in that the most published one seems to be more useful and has detailed information for instance, among the three journals, the most published is the academy of management journal which is used in the influential media for example the New York Times. The journals are also published by different publishers for instance journal of management is published by Society of Advancement of management studies while Academy of management journal is published by Academy of management. Their year of publications also vary whereby journal of management was published in 1963, academy of management journal in 1980s while academy of management review in 1976.Purpose is also another distinguishing factor. They vary depending on the intention of the publisher and the writer. Academy of management journal s an empirical based journal that aims at testing, expanding or building on theory by using empirical methods for example qualitative and quantitative .On the other hand, Academy of management review is aimed at challenging the existing wisdom concerning all aspects of organization and their roles in the society and provide new theories.
The argument according to journal of management that it is only culture of the organization that influences the performance is not much realistic. The journal should consider other factors suggested by the other two articles in order to be able to fully analyze organizational behavior in depth and exhaust all the information that is required (Oreg et al., 2016). This is even in research; use of one variable to analyze an aspect that has any causative agents may not yield appropriate results. The notion also that culture and specifically good culture does not contribute to good performance but rather bad performance is to some extend a fallacy. It is not applicable in the real world because it is always that an organization that has good culture will perform well. The article has to provide an empirical prove for this factor to be incorporated to the other articles. The suggestion that organizational behavior is only managed through good leadership is lacking because in an organization, both the employees and the performance and success of the organization. Therefore, it is not only one part of organization that is concerned with its performance but all the units in it. Academy of management journal tends to focus on quantitative methods in collecting and analyzing information on organizational behavior. This is not accurate since there are some aspects in organizational behavior for example attitude which cannot e captured well using numerical method. , the journal should integrate both qualitative and quantitative methods for a successful information collection. Therefore, the information in the three journals can be harmonized to come up with a more informative content.
The three journals relay the following information; they focus on organizational behavior and specifically effects on performance either negatively or positively but they focus their attention on the negative effects on the performance. Behavioral organization focuses on both the relationship between the employers and employees and the relationship among the employees. Aspects or indicators that can be used to study or determine what affects performance are attitudes, attributes and behavior. This means that organizational behavior more of cognitive than physical. (Manjili, 2016) Poor performance is mostly caused by social factors more than other aspects do. From the articles also it is not a guarantee that a big successful organizations culture will lead to good performance. Sometimes it is the opposite because the culture may lead to arrogance and bureaucracies that eventually cause poor performance.
Its always observable than an organization with bureaucracies performs poorly because in the first place, decision making is so rigid in that there are many procedures to e followed before reaching on a solute ion and this means that any emerging issue will be left unattended. According to the journal, poor performance is mainly corrected through reformation of the leadership or management. This therefore than whenever poor performances noted in an organization, the first department to check on is the leadership (McKenna, 2011) when employees’ performance is not appealing, it means that the problem is rooted on the leadership. Therefore, as much as the three articles differ, the information obtained from them overlap.
The information from the three articles about poor performance is useful and can be applied in the following areas and situations; One is when there is poor performance in the company, according to the journals, to solve the problem, one has to examine and find out if there is a problem in the leadership and if so correct it by training the leaders or look for the ones with the leadership skills (Shin and Jeong, 2015). Another lesson learnt and can be applied is that most causes of organizational behavior are social issues .Therefore, in an organization; managers should ensure that the social environment of the employees is made as conducive as possible. This is achieved through counseling training; team building and provision of basic social need for instance healthcare and housing (Jensen and van de Voorde,
Conclusion
In conclusion, the three articles have very vital information concerning and how that can be managed. The three may differ but they all convey the same information about the factors associated with organizational behavior and even solutions to poor performance that may be experienced as a result of organizational behavior. Therefore if the information in the three journals are well integrated, then it becomes useful to organizations especially to the managers. (Journal of Organizational Behavior Management Publication Categories, 2014)
References
Ohemeng, F. and McCall-Thomas, E. (2013). Performance management and “undesirable” organizational behaviour: Standardized testing in Ontario schools. Canadian Public Administration, 56(3), pp.456-477.
Manjili, R. (2016). Relation of Emotional Intelligence With Counterproductive Work Behavior and Organizational Citizenship Behavior Among Employees of Public Hospitals of Rasht City. Journal of Health Promotion Managment, 6(1), pp.23-29.
Shin, S. and Jeong, I. (2015). Strategic Organizational Change and Organizational Creativity: A Complexity Perspective. Academy of Management Proceedings, 2015(1), pp.10381-10381.
Parameswar, N. and Prasad, R. (2016). Humanistic Leadership, Organizational Culture and Corporate Citizenship Behaviour. Purushartha – A Journal of Management , Ethics and Spirituality, 9(2)
Wilson, S. and McCalman, J. (2017). Re-imagining ethical leadership as leadership for the greater good. European Management Journal, 35(2), pp.151-154.
Journal of Organizational Behavior Management Publication Categories. (2014). Journal of Organizational Behavior Management, 34(4), pp.300-303
McKenna, B. (2011). Good Business; Exercising Effective and Ethical Leadership. Academy of Management Learning & Education, 10(4), pp.738-739.
Oreg, S., Bartunek, J., Lee, G. and Do, B. (2016). An affect-based model of recipients’ responses to organizational change events
Academy of Management Review.
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