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Organizational Behavior and Development

Organizational Behavior & Development

Jesse Herriott, M.A.

Grand Canyon University- PSY-575

Title of the Paper Here

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Organizational Behavior and Development

Introduction

Organizations are only as effective as the individuals they employee. Subsequently, those

leaders should remember that they have a responsibility to both the customers that patron their

company as well as an equal responsibility to those that work to get those products out on the

market. Organizations are in the people business first, and a proper consideration of employee’s

personalities will give organizations the proper tools to be the best that they can be. This paper

will analyze……? You need a thesis for every assignment-per the rubric. You also should state

what areas the paper will discuss.

Organizational Effectiveness

Organizational effectiveness is predicated on whether or not organizations are able to

create unique experiences for their employees and clients, while retaining their subordinates cite.

Tang (2019) suggests the style of leadership determines how effective an organization can be. To

add to Tang’s work, the personality of the leadership determines the style of leadership that they

utilize in their role within an organization. Maintaining profitability is important in an

organization, but if leadership does not consider the styles they use, in conjunction with the

personalities of their employees, they will create an environment so toxic nobody will want to

work there. It would be unreasonable to expect a company to shift gears overnight. Yet, Robbins

and Judge (2016) suggests organizations have to consider their influence and the amount of time

it takes to evoke such a change, especially if they want to compete in today’s market.

On a personal level I despise toxic work environments. Within a company, it is not as

much what is said to an employee as it is how and with what tone the employee was addressed.

This is why customer service as we know it to exist is dying. This death is not one of finality; the
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Organizational Behavior and Development

customer service industry will have to transform into one that includes more customer

engagement and an organization’s customers are inclusive of people who purchase their

products, as well as those who work to sell those products. A healthy dose of customer

engagement will make everyone involved, buy into a company’s brand and create an experience

where they can not see their normal routines not being inclusive of the product. So, companies

will have the responsibility of ensuring they employ individuals with the right personalities that

will match the level of engagement they are able to provide. For a drastic resurgence in our

economy ambiverts and extroverts would probably need to take the lead.

After analyzing my results from the big five personality test for the characteristics of

openness, conscientiousness, extraversion, agreeableness, and negative emotionalness, I only

slightly disagree with the scores interpretation of my rating on the introversion-to-extroversion

scale; I am actually more introverted than the score suggests. In terms of organizational

effectiveness, an individual with my skills and personality would be best on the forefront of the

inner workings of an organization. I have worked in higher education for over ten years on both

the faculty and administration side. I have learned how to work through my inner introversion.

However, I have burnout moments where after working with the public for a certain amount of

time I tend to get irritated and reclusive. A more natural, organic and less mechanistic

organization supports this kind of fluidity. To alleviate this part of my personality I usually

arrange a blend of solo time to work and I balance this time by allocating some time to engage

the public. TypicallyTypically, I prepare information in my own space and then present it

publicallypublicly; working as an educator affords me the ability to not irritate this portion of my

personality. Introverts are able to stretch into extroversion but not on a permanent basis.
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Organizational Behavior and Development

Mechanistic and Organic Organizations

Mechanistic organizations have their place; hierarchical business with a clear chain of

command are effective only when the right people are in the right place. Shirazi, Rezazadeh, and

Kordestani (2019) suggest that these types of organizations are changing due to the technological

advances our culture is making. Yet there are still ways to implement a semi-mechanistic

structure for old school executives that do not like all of the technological changes. For example,

companies that allow employees to work remotely can also remotely monitor performance.

Organizational changes do not have to be a bad thing. I have worked in both mechanistic

organizations and organic organizations, but I tend to function better when the organization is

organic. For me, information should flow throughout the company. Leadership should be

transparenttransparent, and individuals should be qualified to work in the positions that they

occupy. Meetings should be a time for those involved to receive important information relative

to his or her job description, and it should be encouraged to ask questions. It has been my

experience that when employed in an organization where leadership is transparent it is easy to

have team members buy into the vision of the company. When team members buy into the vision

of the company, suspicion and mistrust is quelled and many of the questions are typically

answered. Ideally, there would be a place for both introverts within organizations and there is an

equal place for extroverts in an organization. However, a huge portion of our population are

trying to survive and pay their bills; this sort of survival mentality makes individuals less

concerned with where their personalities mesh within an organization and more concerned with

how much money a company is paying for the job they need fulfilled.

Conclusioln
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Organizational Behavior and Development

References

Robbins, S. P., & Judge, T. A. (2016). Organizational behavior (17th ed.). Upper Saddle River,

NJ: Pearson/Prentice Hall. ISBN-13: 9780134103983.

URL:http://www.gcumedia.com/digital-resources/pearson/2016/organizational-

behavior_17e.php

Shirazi, S., Rezazadeh, J., Kordestani, G. (2019). The Role of Organizational Structure in

Designing Performance Measurement Systems. Environmental Energy and Economic

Research, 3(1), 61-74. doi: 10.22097/eeer.2019.163543.1062

Tang K.N. (2019) Leadership Styles and Organizational Effectiveness. In: Leadership and

Change Management. SpringerBriefs in Business. Springer, Singapore