Positive Organizational Behavior

Synopsis based on case discussion: High Tech High Fear

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2010/MBA/WE/MKT/16 2010/MBA/WE/MKT/19 2010/MBA/WE/HRM/06 2010/MBA/WE/HRM/07 2010/MBA/WE/HRM/08 2010/MBA/WE/MKT/05 G.N.P. Nanayakkara K.L.C. Gunawardana N.S. Haputhanthiri T.M.N. Abeysooriya K.D.T.K.Wijayawardena H.S. Sandamali

Semester І – First Half February, 2010

Course:

MBA 531 – Organizational Behavior

Lecturer: Dr. Kumudini Dissanayake

Wijayawardena Answer to the question no: 01 by emphasizing the impact of advanced technology on employees 2010/MBA/WE/HRM/07 T.T. Nanayakkara . Abeysooriya Answer to the question no: 2 Introduction to the concept “POB” Illustration of six constructs in POB Self-efficacy Optimism Hope Resiliency Subjective Well-Being Emotional Intelligence Answer to the question no: 3 Use of POB constructs to overcome the problems and issues mentioned in the case 2010/MBA/WE/MKT/05 H.S.Postgraduate and Mid-Career Development Unit Faculty of Management and Finance University of Colombo Flow of the assignment Introduction to the case by using the example from Sri Lankan context which is more similar to the real case and exploring the objectives of the presentation 2010/MBA/WE/HRM/08 K.K.S.N. Gunawardana 2010/MBA/WE/MKT/16 G. Haputhanthiri 2010/MBA/WE/MKT/19 K.L.D.P.N.M.C. Sandamali Implementation of POB constructs in specific environment which is mentioned in the case 2010/MBA/WE/HRM/06 N.

But for the convenience of the study we used the real example from Sri Lankan context to get more familiar to the issue. Siriwardena and she was a senior clerk and typist of said organization. Answers for the questions . She was expressing some stress symptoms and ultimately she gave up her job and resigned from it.leavers those who had bit of computer literacy to work with Mrs. Mrs. symptoms. Based on the case above the report will discuss the importance of POB constructs while answering the questions. They asked old employees to used the computers and quick trainings were conducted. Siriwardena was not adapted with it and she was so nervous and got distress. This was happened in few years ago in the semi government organization in Sri Lanka.Introduction to the case To understand what Positive Organizational Behavior (POB) is and to discuss the significance of implementing POB constructs in organizations we got the case named” High Tech High Fear”. facts in line with the discussion questions. Siriwardena. She was happy and satisfied with her duties and she was able to satisfy her managers all the time. The key person in our example is Mrs. She was overwhelmed and ashamed of not being able to keep up with the job requirement as very committed employee previously. This organization had manual system to do their operations and majority of employees were well experienced and did their work appropriately. Further management recruited school. The selected example is based on one individual and throughout the analysis the report will be using specific situations. As management identified the importance of having computerized system in the workplace they tend to implement it soon as possible.

This is a result of sharing information efficiently and effectively bringing down barriers of geographical and linguistic boundaries. The specialists term this as ‘Technophobia’. It is clear that the internet has made job security a big issue as since technology keeps on changing with each day. Though it gives a huge strength to the organizations to streamline the business process. communication has also become cheaper. Many people are left unemployed because their contribution is replaced by the technology. This increases the productivity which gives rise to profits.Question 1 What is the trade-offs in today’s organizations between the positives and the negatives of advanced technology? Does it really matter if some of the older employees are having a hard time adjusting. More over the people who are facing a hard time adapting to new technologies are typically the old and who has the highest experience in the field. Their capacity cannot be replaced by anything. With the help of information technology. The internet has also played a major role in direct communication from different parts of the world. It is very challenging to have a smooth transition between the older practices to the new systems. This means that one has to be in a constant learning mode. As with any new technology there can be some deficiencies of adapting to it. aren’t they on their way out anyway and they can be replaced by the technology? On balance what do you feel about the impact of the technology? The Information Technology has brought the world so close together. Availability of the information is very much helpful but on the other hand it has also bought along privacy issues. Information technology has helped to computerize the business process thus streamlining businesses to make them extremely cost effective. especially with older generation. It has allowed the whole economy to function as a single system. The organizational planning process can be very much effective and efficient with easy and sophisticated data manipulation systems and uplifts the decision making. it also has created downsizing and job redundancies. and more efficient. IT gives more time to operate and this made a huge impact of 24x7 market function time. quicker. Further it is clear that the one’s experience and domain knowledge are more useful for the organization than any taught . Human resources are the most valuable assets among all. Technology made the process so easy and efficient but still it is not 100% reliable all the time. if he or she wishes for their job to be secure.

there are many implications for POB constructs. Self -Efficacy According to Alfred Bandura the successful performance does not automatically raise the level of efficacy. It can be explained as collective term for positive behaviors of individuals in organizations. Describe a specific example of each of those POB construct.knowledge. the efficacy depends on how the individual interpret s and cognitively process the success. In order of performance 4 major sources of information are • • Mastery experience – Performance attainments Vicarious experience – Modeling . Introduction to the POB According to the Luthans( 2002) POB is “the study and application of positively oriented human resource strengths and psychological capacities that can be measured. Rather. In this perspective Managers have a huge duty to implement a better environment for employees to adapt to technology and make their skills upgraded and not downgraded by the technology. Organizations should take the advantages of technology to enhance the businesses but at the same time have to minimize the disadvantages it brings. With those concerns it is believed that replacing people to technologies is not recommended. developed and effectively managed for performance improvement in today’s workplace”. But it is important to look at in deferent perspective. One can argue that implementing advance technology is must and to get competitive advantage all should do it. When individual are given the opportunity to work in organizations which gives them space to unleash their potential they actually support the creation of new positive behavioral norms in the organization. 1. As it can be a definite loss for the organization. Therefore to have fruitful results it is very much need to concern on the behavior of human in the organization. There are six constructs discussed under POB concept. Question 2: In the “dark side” of IT presented in this case.

there are lots of waves generating. There is resistance to change in human nature.e.” 2. Siriwardena lost her confidence to proceed with IT terminals. fish in the water tend to swim here and there etc. conflict. Optimism -“Power of Positive Thinking” Optimism is a cognitive characteristic in terms of generalized positive outcome expectancy and/or a positive casual attribution. That explains the resiliency.• • Social persuasion Physical and psychological arousal Example: “Mrs. It has a reactive nature. According to Fred Luthan. If you throw a stone into the water. Hope Hope is a positive motivational state that is based on an interactively derived sense of successful. you can observe a turbulent condition. progress and increased responsibility. Example: “If Mrs Siriwardena would have thought the new technology will reduce her work the story would have being different” 3. failure or even positive events. (a) Agency (goal-directed energy) and (b) Pathways (planning to meet goals) Example: “The goals in her personnel life scattered with new technology” 4. . They always like to continue what ever they are doing. i. Resiliency Resiliency is one of the essential POB construct for today’s organization. But after sometime it comes to normal condition. Resiliency means the capacity to rebound or bounce back from adversity.

Seligman and Csikszentmihalyi noted that recently. only 6% rated money is more important than happiness. and for managing emotions well in our-selves and in our relationships. Question 3 In general how can the understanding of the POB constructs help overcome the list of problems presented in the case? 1. She was a very social character before and everyone likes here since she was always happy on what she was doing. intimated and ashamed. Then her productivity went down and it impacted the organization’s productivity as well. Example: Mrs. 5. He identified five dimensions of EI in the work place. Those are self-awareness. Example: Mrs. 6. empathy and social skills.Example: Mrs Siriwardana took long time to prepare a report which her manager wanted by using new IT system. She was feeling overwhelmed. intimidated and ashamed of not being able to keep up with job demands. The feeling of being overwhelmed. Subjective Well-Being (SWB) Luthans classified SWB under potential POB constructs. Siriwardana got angry when the new employee talks to her. Subjective well-being is the scientific word for happiness. she tended to think that new younger staff was a threat to her job. Sririwardana didn’t adapt to the change. Because of that they have come to a particular psychological state/feeling where they think that they are overwhelmed. for motivating our-selves. intimated and ashamed of not being able to keep up with job demand. With that feeling. That is because she was not intelligent enough to manage her emotions. Emotional Intelligence (EI) Daniel Goleman defined EI in year 1995 in his best selling Emotional Intelligence as the capacity for recognizing our own feelings and those of others. Siriwardana was not social after the introduction of IT. self-motivation. That implies Mrs. This is mainly due to their lack of self . In a survey of 7204 college students in 42 countries. self-management. People like happiness over Money.

7. Fears of appearing inept. They have become so as they are not adjustable and not positive to the . They are not risk taking. 6. By upholding their inability and fears in their mind they start to resist the new change despite of its benefits. A diminished ability to solve a problem fostering a sense of hopeless and wrong In this situation the problem is generating sense of hopelessness among the employees caused by their inability to solve problems. Psychological distance brought on by longer hours. peers and subordinates and also due to poor workplace relationships. They had to stay longer hours at the office with time pressure to meet deadlines. depression and exhausted. depression. Because those benefits are not realistic to them as they are not confident enough to take up the challenge. reluctant and emotionally downward because this change made them physically isolated at the work place. peers and my subordinate Since their failure and continuous resistance to new technology. exhaustion and attention deficits These sets of employees who are incapable of handling new technology are down with stress. Thus they are at a hopeless state due to lack of self efficacy. time pressure and even hormone shifts brought on by being physically isolated The employees who are not compatible are now terrified. 5. That is they are not flexible. This is another possible situation that may occur due to lack of resilience in employees. This has badly affected their happiness/SWB. 2. unintelligent or resistance to changes. not innovative and fears to face change. they have loss the respect of their boss. Thus their SWB is very low despite of potential benefits of the new technology. 3. Loss of respect by the boss. adaptable and confident enough to face the change. This is mainly due to lack of optimism rather they are pessimistic about their job and they are not ready to face the change (resilience). 4.efficacy/confidence on their job and new technology and negatively developed emotional intelligence. Mood swings. Some employees believe that they are actually being enslaved not empowered by new technology.

employees who were very effective under the old system use these concepts to make a more successful transition to a new. How can the manager of a unit consisting of mostly older. job involvement and organizational commitment will ensure their subjective wellbeing rather happiness. Then after having proper understanding their problems and expectations work should be reorganized in a particular way that matches with their caliber. Follow by a proper on the job training program to lift up their confidence. Their resistance to adapt to this new technology could be eradicated by a risk taking leadership. Thus these set of people should be lead by a risk taking. And also socialization is another factor that will help them to move with people who are capable with new technology and they should be attached to such working groups. Since they are hopeless and frustrated it is needed to guide what they can be them how they can achieve certain goals with the new technology. Their inefficacy/unconfident has not motivated them resulting lack of focus and attention on work. However managers should understand the causes for particular behaviors of their employees. challenging leadership. .change. Further job satisfaction. technologically sophisticated operating system? In the turbulent environment with the advancement of technology the biggest challenge face by the management is to keep their employees more flourish in achieving the set goals efficiently & effectively. This will make sure that they are not isolated and not spent long hours on small work. their empathy and social skills will help them to handle the situation well. Close monitoring and training will make sure that they are satisfied with their job under the new working environment. if not illiterate. This is the emotional intelligence of managers comes in to practice. In the given scenario these employees are down in all 5 POB constructs depending on their personal capabilities. computer anxious. They should be thoroughly educated about the benefits of the new IT system and it is purely to make their work easy but not to exploit them. On the other hand the experience and confidence they had on the manual system should be taken as a motivating factor and convert them to be more optimistic on the new IT system as well. Thus we need to look at these problems from the employee’s perspective to understand their emotions and to predict their reactions (behaviors).

In this scenario POB plays a major role in achieving organizational success & employee happiness. take own responsibility for career development and work with high standards of professionalism. It is not much difficult to identify the resistant from a staff who worked very well in an old system with the conversion to a sophisticated computerized system. Genuineness of feedback is highly essential as even a small negative comment or nonverbal gesture can make a big impact on a person’s emotions & performance Socialization . Therefore following factors need to be concerned in a successful transition. today organizations expects employees to become more proactive. Before commencing.Unlike in traditional approaches which heavily believed in monitoring and commanding from top to bottom. These can be arranged internally and externally. In a situation like this rather than believing on heavy disciplinary procedures which ultimately leads to employee terminations and /or resignation. collaborate smoothly with others . During the training sessions employees need to be given opportunities to use that knowledge in their activities and it will make their learning easy. Therefore the manager should have a clear sense to identify which working conditions drive them negatively. innovative and engaged work force to grasp the maximize benefit from a changing processes. Training and development Formal training sessions are highly essential for a successful system transition. ways of overcoming those and how to creates a committed. In such a situation a radical shift is needed to create positively oriented strengths and psychological capacities for over and above negatively based conditions. unwell being & Disengagement. the manager should be skillful enough to identify core factors as to why they are behaving negatively. Their resistant will be indicated through poor performances. it is better to group the staff according to their skills and knowledge. Performance feed back This provides the information necessary for maintaining the performance in the expected level. Achieving this is much complicated if the staff is less exposed to new technological advancements. low motivation.

This refers to the emotional support from the team members.20-23 . The management can arrange more team activities which will enhance positive relationship among the staff. W.In a diversified work environment developing a positive communication throughout the organization is highly essential.bases Technology in the Workplace. F. References Luthans. Henry. Organizational Behavior. (1994). J. University Press 7(1). Chapter 9. Resistance to Computer. (2008).11th edition. New York: McGrawHill/Irwin..

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