The Importance Of Perpetual Errors, Attribution And Biases In Managerial Decision-Making: An Organizational Behavior Study

Personality and Perception’s Impact on Organizational Behavior

Discuss about the Perpetual Errors Attribution And Biases.

Perpetual errors, attribution and biases have a significant impact on the decision taking ability of the managers. The attributions and perceptions of individuals influence on the behavior of them in an organization (McShane and Von Glinow 2013). Perception refers to the way by which individuals analyze, arrange and then interpret the information of sensors. On the other hand attribution alludes to the way through which the people act also it determines the reaction of the individuals to the actions of others (Miner 2015). Accurate perception let the employees to interpret effectively whatever they hear and see in the workplace towards the decision making ability and ability to complete assigned tasks and the act ethically. Inappropriate perception of the business individuals creates consequences within the organizations. Stereotyping is one of such consequences that encourage individuals towards making of the assumption. Individuals find it difficult adjust with such an organizational environment which is unfamiliar (Luthans, Luthans and Luthans 2015). Efficient business individuals handle such issues with their ideologies while clearly states the benefits of their position to others. People have a tendency to react to any situation based on their perception that has caused the events. Attribution can also be inappropriate like perceptions (Baum, Frese and Baron 2014). Diversity training can be provided by organizations in order to ensure appropriate attribution. In order to discuss the background of information, it deserves mention that the study of human behavior within the organizational setting is considered as the organizational behavior. The study of interface among the organization and the behavior of the business professionals also fall under the organizational behavior (Argyris 2017). The concept of organizational behavior was recognized by the Chester Barnard. He identified business professional with different behavior while serving for their role in the organization. The researchers who study organizational behavior mainly focuses on the behavior of the business professionals for their role in the organization (Barrick, Mount and Li 2013). The primary purpose of the organizational behavior is to reinvigorate the theory of organization and develop a more integrated concept of organizational life. The main purpose of the study is discuss the importance of perpetual errors, biases and attribution in managerial decision making. Thus it must be mentioned that several developments have influenced organizational behavior in relation to several disciplines that includes industrial or organizational psychology, sociology and economics. Duringindustrial revolution of 1760s, new techniques of manufacturing were the result of the innovation of new technologies (Baum, Frese and Baron 2014). The scholar Max Weber claimed that industrial revolution heavily impacted on the efficiency of the workers as it promoted mechanization. The paper will discuss the strategies through which the perception of the individuals can be managed by reviewing few research works.According to several researches, organizational behavior is a traditional model as every civilization at some point of time has taken interest in behavioral attributes within the industry (McShane and Von Glinow 2013).Some researches opined that organizational behavior is a phenomena which developed as the practices of new management which is nothing but the re-adaptation of the old management that was already existing. In this regard the contribution of Robert Owen cannot be ignored as he was the first industrialist who recognized the drastic negative effect of the mechanization on the value of workers. Therefore to outline the study, the paper will critically analyze different theories of organizational behavior in order to give a clear understanding of effect of perpetual errors, attribution and biases on managerial decision. It gives an overview of the concept ofperpetual errors, attribution and biases within the organizational setting. As the main part of the study, different scholar works will be reviewed in the study.

Modeling Effective Teams in Organizations

Internationaljournalssrg.org 2018, argues that the personality and perception have the most significant impact on organizational behavior. Individual’s thinking pattern and thus their behavior have a significant impact on the overall aspects of organizational behavior in the work place (Internationaljournalssrg.org2018). The personality of business individuals influence the fact that how they behave in a particular situation. Personality mainly influence on the trait of decision making (Hogan 2017). Thus, the study exclusively sheds light on the interpersonal skills and its effects on the behavior of business professionals. The interpersonal skills, leadership traits of business individuals have a strong influence on motivation, performance and leadership qualities of employees (Barrick, Mount and Li 2013). Therefore the Paper states that the business individuals especially those who are in the top notch positions in an organization, need to understand the role of personality on organizational behavior. More specifically, how personality affects business professionals while making decisions, managing the workforce and managing the overall business operations (Hogan 2017).

The paper begins with discussing the importance of personality and the situations under which the personality influences business individuals. According to the study, in order to understand the influence of personality, the business professionals required to study in mainly three different areas: personality, organizational behavior and the relation between these two aspects (Barrick, Mount and Li 2013). Thus the paper begins with analyzing the organizational behavior and personality and then concludes with discussing the relationship between these two (Internationaljournalssrg.org 2018).

Kelly’s theory of casual attribution suggests that decision making is an essential tari of organizational behavior. Thus benefits as well as the limitations of the groups or teams paly a major role in decision making. Along with that it also discusses the factors for which most of the employee’s forms informal groups. The book elaborates how a model of team can be effectively designed. Several factors that affect the team effectiveness are task characteristics, team composition and team size (Sun, Xu and Shang 2014). In the discussion, the paper also highlighted the four processes of team. The processes are team development, cohesion, trust and norms which influence the effectiveness of the team. During the overall discussion, it also sheds light on the factors that are required for the success of team which is self-directed, virtual and multicultural. The four constraints have been identified which have a strong influence on decision making of the team. The advantages as well as the disadvantages of the four structures have also been mentioned so that the decision making ability of the team can be improved. Moreover the book discusses the growing importance of team in organizations and the reason behind its growing importance.

Challenges of Decision-Making Process of Teams

The application is seen in the strategic management of Tesco. The employyes of Tesco do not get the opportunity to present their point of view before the higher authority which result in their moral disappointment, lack of willness to work and so on. In this regard, it is advisable for the management to introduce Wiener–Kolmogorov filtering theory in their workplace. The purpose of the theory is to compute an unknown signal’s statistical estimate by the use a related signal. According to Wiener, mangers by using his theory will be able to solve complex situations and take decisions accordingly.

StuDocu 2018 evaluates the ways through which an organization can enhance their potential in order to increase the effectiveness of the organization. The book also evaluated other aspects of team dynamics. The discussion starts with defining the term ‘team’, while analyzing why most of the organization prefers having teams and why employees forms informal teams or groups within an organizational setting (Nederveen Pieterse, Van Knippenberg and Van Dierendonck 2013). A large part of this discussion examines a model of effective team. This model of effective team includes organizational environment, structure of the team and the overall process of the team developing along with norms, trust and cohesion. The study thus put a special attention on the two specific kinds of teams. One is self-directed team and other is virtual team. The discussion ends with the close look at the challenges of decision making process of team and thus the strategies to make the team decisions more effective.

Srivastava 2013,explores the connection between organizational commitment and job satisfaction meanwhile evaluating the impacts of Trust and Locus of Control on the connection between these two above mentioned aspects. In order to carry out the study, research was conducted on the 247 mangers that are of middle level positions. The study used four validated instruments in order to carry out the research.

Different statistical tools like descriptive statistics, hierarchical regression analysis have been used in order to analyze the data which were collected. According to the study, the organizational commitment and job satisfaction have a strong connection between them. Additionally, the paper also highlighted that the relation between organizational and job satisfaction has been moderated by the locus and trust of control. The study suggests that the findings of the research might help the maker of the policy as well as the administrators to understand the effectiveness of the managerial operations from the point of view of personal traits. According to the suggestion of the study, the mangers can give extra efforts in order to explore their perception towards their own self and their roles. This study can be highly beneficial for the future endeavors, which will guide them to explore more and research towards the understanding of the relation between the organizational commitment and job satisfaction.

The Connection between Organizational Commitment and Job Satisfaction

Kim, Hsu and de 2013, was carried out with the objective of discovering the effect of five personality traits on the on the behavior of the seeking information. Themain purpose of the study is to highlight the use of social media and its effect on the network heterogeneity of discussion of individuals. In the study the moderating role of the trait of personality is examined. Results of the study suggest that the usage of social media contributes to the civic life’s heterogeneity of discussion of activities and networks. The study additionally, evaluated and discovered that personality traits like openness and extraversion moderate social media’s impact on the heterogeneity of discussion of activities and networks as well as on the civic participation. The paper figures out that the social media played a crucial role by means of contributing towards the civic participation and the heterogeneity of discussion of activities and networks which is way greater for the persons who are introverted and have the personality trait of less openness.  Thus, the study exclusively sheds light on the interpersonal skills and its effects on the behavior of business professionals. The interpersonal skills, leadership traits of business individuals have a strong influence on motivation, performance and leadership qualities of employees. The personality of business individuals influence the fact that how they react or behave in a particular situation. Personality mainly influence on the trait of decision making. Thus, the study exclusively sheds light on the interpersonal skills and its effects on the behavior of business professionals. As per the study, in order to understand the influence of personality, the business professionals required to study in mainly three different areas: personality, organizational behavior and the relation between these two aspects. The study mainly focused on discussing the importance of personality.

Conclusion

To conclude, it will be very right to state that the perpetual errors, attribution and biases have a crucial impact on the decision taking ability of the managers. The attributions and perceptions of individuals influence on the behavior of them in an organization. Perception refers to the way by which individuals analyze, arrange and then interpret the information of sensors. On the other hand attribution alludes to the way through which the people act also it determines the reaction of the individuals to the actions of others. Accurate perception let the employees to interpret effectively whatever they hear and see in the workplace towards the decision making ability and ability to complete assigned tasks and the act ethically. Inappropriate perception of the business individuals creates consequences within the organizations. Stereotyping is one of such consequences that encourage individuals towards making of the assumption. The paper discussed the strategies through which the perception of the individuals can be managed. It critically analyzed different theories of organizational behavior in order to give a clear understanding of effect of perpetual errors, attribution and biases on managerial decision. Therefore different scholar works were reviewed in the study.

References

Argyris, C., 2017. Integrating the Individual and the Organization. Routledge.

Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of management review, 38(1), pp.132-153.

Baum, J.R., Frese, M. and Baron, R.A., 2014. Born to be an entrepreneur? Revisiting the personality approach to entrepreneurship. In The psychology of entrepreneurship (pp. 73-98). Psychology Press.

Carley, K.M. and Prietula, M.J., 2014. The” virtual design team”: Simulating how organization structure and information processing tools affect team performance. In Computational organization theory (pp. 19-36). Psychology Press.

Hogan, R., 2017. Personality and the fate of organizations. Psychology Press.

Internationaljournalssrg.org. (2018). [online] Available at: https://www.internationaljournalssrg.org/IJHSS/2015/Special-Issues/EFES/IJHSS-EFES-P102.pdf [Accessed 30 Apr. 2018].

Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.

Kim, Y., Hsu, S.H. and de Zúñiga, H.G., 2013. Influence of social media use on discussion network heterogeneity and civic engagement: The moderating role of personality traits. Journal of Communication, 63(3), pp.498-516.

Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An evidencebased approach. IAP.

McShane, S. and Von Glinow, M., 2013. M Organizational Behavior. New York, New York: McGraw-Hill/Irwin.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Nederveen Pieterse, A., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation. Academy of management journal, 56(3), pp.782-804.

Srivastava, S., 2013. Job satisfaction and organizational commitment relationship: Effect of personality variables. Vision, 17(2), pp.159-167.

StuDocu. (2018). Organisational Behaviour 5e; Emerging Knowledge. Global Insights – StuDocu. [online] Available at: https://www.studocu.com/en/document/university-of-melbourne/bachelor-of-commerce/book-solutions/organisational-behaviour-5e-emerging-knowledge-global-insights/1424596/view [Accessed 30 Apr. 2018].

Sun, W., Xu, A. and Shang, Y., 2014. Transformational leadership, team climate, and team performance within the NPD team: Evidence from China. Asia Pacific Journal of Management, 31(1), pp.127-147.