By: Colette Gillespie Class: Organizational Management Teacher: Prof. Missy Santman What is Organizational Behavior Practice (Question 1) Organizational Behavior Practice is a field of study that investigates the impact of individuals, groups and structures upon behavior within an organization. Organizational Behavior Practices focus on many different areas like for work behavior (Group Behavior, Individual Behavior, and Collective behavior). Organization Behavior Practice is an interdisciplinary field that includes sociology, psychology, communication, and management. Organization Behavior Practice is designed to help manager better understand work out come (job satisfaction, learning, and commitment). Organizational Behavior Practice helps a manager better understand work behavior, perceptions, personalities, motivation, and attuide. When Organization behavior Practice is used it will give the manager a better understanding on a lot of different area when it comes to work behavior, and why an employee might be acting a certain way. Where I have seen Organizational Behavior Practice used (Question 1) I have seen Organizational Behavior Practice used before when I worked for Production Line. There was a problem going on with the employee performance and everyone was starting to get very negative, which was affecting the work they were doing. Our totals were going down along with the speed of quality of boards coming out. The management wanted to know what was going on with the changes in motivation, and the attuide of the employee, so they went over the things that had changed started asking question to employee. Changed their management styles to where they showed more empathy towards the employees. They started to be more understanding to what the employee were feeling. When the company started applying Organizational Behavior Practice the problem were taken care of , because they were able to find out what was really upsetting the employees.(MT302_Robbins_15th ed_Ch01.pdf) Theories of Motivation (Question 2) Motivation is the processes that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. The key element of motivation is intensity, direction, and persistence. One of the theory that was mentioned in our textbooks was the Hierarchy of Needs Theory (Physiological, Safety, Social, Esteem, and Self-actualization).Which was started in the 1950. McGregor (Theory X and Theory Y), Two-Factor Theory, McClellands Theory of Needs, Contingency, and Expectation are some of the theory mentioned in the textbook (MT302_Robbins_15th ed_Ch07.pdf).The most common ones used in organization are: Theory X and Theory Y, Two-Factor Theory, McClellands Theory of Needs, Contingency, and Expectation. Some people still try to use the Hierarchy of Needs theory. The Hierarchy of Needs Theory is more for the individual person. Physiological would be like hunger, thirst, shelter, and bodily needs, which when applying to a job to help those need it would be money. Safety would be security, protection from harm, when applying it to a job it would be like a safe work environment, a stable job. Social is the sense of belonging when applied to work it would mean acceptance from co-worker and staff. Esteem is self respect, achievement, recognition, ones potential. Self- Actualization is the drive to become what we set out to achieve, when applied to work would be working towards a goal, or higher position. The X and Y Theory: X Theory managers believe employees dislike work and must be directed or even coerced into performing their jobs. ( Page 205 MT302_Robbins_15th ed_Ch07.pdf).A example of this type of motivation theory in an organization would be rules and regulations with were the manager directs you on what to do and how to do the job. Theory Y this is where the managers thinks employees view work as being as place for rest or play, and therefore the person learn to accept, and even seek, responsibility (page 205 MT302_ Robbins _15thed_ Ch07.pdf). Both of these theories have problem but are still used in some organizations. The problem with these theories is it does not pay attention much to the needs of the employee more to the manager and structure. The Two- Factor Theory is Motivators, such as challenging work, recognition and responsibility, will lead to increased satisfaction and commitment to the organization. Hygiene factors, such as salary, job security, supervisory practices and benefits. This is the way The Two Factor Theory would work in an Organization. Example would be you have a project that is hard and requires a lot of detail that report must be done in two day this would be a challenge which would show motivation. McClellands Theory of Needs looks at three needs (achievement, power, and affiliation). When this theory is used in an organization it would be aiming for the achievement of work done with great job performance, the need to achieve power like authority or titles, the need for affiliation would be the relationship with co-worker, manager and staff members. This Theory is based on these three factors to boost motivation within the workplace. Contingency Theory and Expectation /Self-Motivation Theory on Motivation: contingency theory of organizational motivation believes that different people are motivated by different things (money, benefits, Job Security, and Work environment) Expectancy theory believes that leadership style and individual goals should be tailored to individual people and situations (achievement, progress, goal meet). Self-Motivation which is very commonly used now in a lot of organization is the motivation that is rewarded by one self. For example finishing the report for your boss early and he very happy with the report your self-motivation would be the accomplishment of having it done early, the boss being happy. Ethical Dilemmas (Question 3) Ethical Dilemmas are also known as a moral dilemma they usually take place when situations in which there are two choices to be made, neither of which resolves the situation in an ethically acceptable fashion. A situation where I have seen ethical Dilemmas was working production line we had an older gentlemen that had been there for many years his eye sight and speed was starting to affect the speed of the line and also his work. When that employee was gone the employee that filled his spot produced twice the work and didnt hold up the line at all. The manager in this case was face with having to make a decision do we keep letting the older gentleman work that position, which is causing issue with other employee being held up and his work being poorly done. Do he let the other employee work the older gentleman position and take the chance of losing an employee that we have had for many years. The management thought of the best solution to the Ethical problem. They didnt want to lose the older gentleman so they offered him a different position that was easier for him. At first he was upset but understood why and remained there. They replaced his position with the other employee that had done it before, which caused him to move from a different position, and then filled his spot with a new employee. At first some of the people involved were not so happy until they got comfortable in their new positions. This was I time that I saw an Ethical Dilemma take place at a job I worked at. Miscommunication led to a decrease in employee effectiveness Miscommunication usually takes place when a message is read wrong or misunderstood. Miscommunication can also take place by not hearing a person correctly or even not paying attention. Miscommunication can take place also by not knowing how to interrupt ones voice tones, body language, and culture. A time that I saw Miscommunication take place at work that affected employee effectiveness was when I worked at in the medical field. One of the Medical Assistance was asked to cover the front desk while the secretary went out to lunch. She told the two medical assistant to cover the front desk and to pull the files for tomorrow patient. What she meant to say was for one to run the desk, and the other to pull files for tomorrow patients. When the secretary got back the other both Medical assistance were trying to run the front desk and none of the files for the next day were pulled. The Miscommunication that took place in this situation was the way the secretary said on what she wanted done she didnt designate one person to do one task and the other person to do the other task she asked. Because of this the two medical assistant were confused and just covered the front desk and didnt pull the files, which caused her to have to do more work. This is a time that Miscommunication did affect employee effectiveness in a negative way. References http://www.jblearning.com/samples/076373473x/3473x_ch03_4759.pdf http://en.wikipedia.org/wiki/Organizational_behavior http://smallbusiness.chron.com/organizational-motivation-theories- 4961.html MT302_ Robbins _15thed_ Ch 01,Ch07.pdf http://examples.yourdictionary.com/ethical-dilemma-examples.html