Professional Documents
Culture Documents
CLA 2
Westcliff University
Nilisha Nyachhyon
20th June,2021
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Introduction
Organizational behavior is the study of human behavior of what people think, feel and behave
exemplifies how critical it is important to understand people and their wants or expectations.
Rochelle Beauport is associate brand manager of Hy Diaries. She is one of the few women of
color in the business and has has a promising career with the company. Syd Gilman, vice
president of marketing of Hy Diaries, Inc., on the other hand, was pleased with Miss
Beauport and seeing her potential he offered her the role of marketing research coordinator.
Gilman believed that he had rewarded Beauport by providing her with a fresh chance to
explore and advance her career at Hy Diaries. Beauport was liking her role as a brand
manager since she was feeling more challenged in direct field work which has a direct impact
on Hy Diaries earnings. She believes that the job Gilman is giving will divert her attention
away from the company’s bottom line activities, and she reason this because of her skin color
and gender disparities. Even though she was not happy with this but she accepts the offer
We can see the lack of organizational behavior study on the both sides of this case study. Due
to the misunderstanding between them it has caused an adverse effect and negligence on the
company. In this paper, I want to discuss the difficulties in the Hy Diaries, and how
organization behavior can help managers, leaders, people as an individual and giving
Stereotyping
In the case of Rochelle at Hy Diaries, the organization was on the point of giving her with a
new job offer because her position was now more competitive than the job she was offered.
The thought of a work with less challenge than the one she has generated an uncomfortable
sensation in her. She assumed the reason behind this decision was because of her gender and
race. So, we can see the issue of gender stereotyping that can occur in the organization
Members of the organization have various perceptions of each other that they develop over
time after admitting their actions and adjusting them to perceive the most severe extravert to
similarly diversify the talent from the skilled individual whether in group or individually. The
social identity theory considers group of people who have a comparable sense of belongings.
() Rochelle though that Mr Gilman would want her to choose a job with less work and less
responsibilities believes that because the corporation is a male driven society so confusion is
Individual Behavior
Rochelle was the lady who supported women and developed a culture that will appreciate the
dominance that has been done to black women in the community that is severely in the
protection of behaviors. While Gilman wishes to make the best option for
Perceptual Errors
We can identity perpetual mistakes such as stereotype, social identity, halo effect.
1. Communication breakdown
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3. Lack of adaptability
Findings
Communication Effectiveness
accomplished for the completion of group and individual responsibilities. As observed at the
highest management level, communication may be based on the base level of employees in
Misconceptions
As for how to behave and act based on how others see the work, the situation is always tough
because people’s behaviors are matched. The organization’s conviction will assist the values
of the background, aspect, and surroundings, which will aid in seeing the components of the
might of turn, which will aid in understanding how the individual interacts.
Workforce diversity
It is a well-known truth that an efficient business consists of a diverse range of people from
various castes, colors, expertise, skill sets, and social backgrounds. As a result of the
connection, many instances will emerge, and several additional virtues that may relate to the
values of the job that a person and group may accomplish will have to be established.
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Recommendations
1. Active Listening
Undivided attention is the process of properly hearing the speaker, interpreting the message
conveyed, and then responding to the issues is order to make a valid judgements or
investigations. (Robert,2005). Both Rochelle and Gilman heard each other’s points of view,
but they were uninterested in deciphering the message that was most likely generated by the
debate. They could be better tuned in to one another’s point of view, the situation might have
been extraordinary, which would generally aid for increase in authoritative efficiency.
2. Building familiarities
Being familiar with the employees or the employer is critical in any type of misperceptions
or disputes in the organization. It is usually tough to have a talk with an employer about
aunting that the employee likes or dislikes, which often leads to confusion and
misconceptions. As a result, it is critical to get to know one other and feel comfortable talking
g to each other. Giving clear explanation and reasons can clear out misunderstanding
3. Open communication
It is very important to have a clear open communication with a reason. If Gilman had clearly
stated out the reason behind his good intentions on her sudden change of department and role
Staff who are motivated are more likely to produce high quality of work, and reward systems
encourages employees to be more attentive and committed. As, organization may benefit
from motivation and incentive systems to keep employees motivated and focused.
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5. Group decision
Group decision making generates more options, which helps to create a more effective choice
than solo decision making. Individual choices are less reliable made as a group. It helps in
1. The five-factor model of personality: This model might aid in understanding the
to better understand the personality qualities of their workers. Personality traits are
values, interest, motivations, emotions, and talents. As a result, we may argue that
they perceive differently and arrive at distinct conclusions. This model assists in
4. Job Characteristics Model: This is also a valuable tool for a company. This
employee motivation. A terrible or boring work, can demotivate the employee, but
So, these factors can be applied by the business and organizations in order to better
understand the culture of their organizations, as well as to alter and manage any
Conclusion
This case is an example of stereotyping and perceptual mistakes. To avoid this type of
incident, the company need diversity awareness and training. Training can help to reduce
inequity, unfairness, and racial discrimination in workplace. It can be stated that, while there
are numerous causes generating conflict between Beauport and Gilman, if the issues are
resolved on time using appropriate techniques, it may address the problem, manage the
Course Learning
From this case we can learn about the importance of good communication and organizational
behavior from this instance. Companies are primarily concerned with outcomes and profit
maximization, but they often overlook the employee’s mindset and the detrimental effects
that an inefficient organizational culture may have. Every company’s primary focus should
In today’s competitive world we can sense the need for team building, effective
program to motivate employees, monthly employee and management chat and tea breaks,
sessions and employee expectation and plan programs, company open talk and awareness
about the issues and way to solve gender stereotyping, through active women participation
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References
Devine, P.G. (1989). Stereotypes and Prejudice: Their Automatic and Controlled
Gilroy., & Sutherland, W.J (2007). Beyond Ecological Traps: Perceptual Errors and
Nwosu, J.C., & Makinde, O.G. (2014). Conflict Management in an Organization. Kuwait
Chapter of the Arabian Journal of Business and Management Review, 3(6),28-38. Retrieved
from https://search.proquest.com/docview/1510284229?accountid=158986
Patrick, H.A, & Kumar, V.R. (2012). Managing Workplace Diversity: Issues and Challenges.
Sage Journals.
https://doi.org/10.1177/2158244012444615
Pocock, B. (2005). Work /Care Regimes: Institutions, Culture and Behavior, and the
DOI:10.1111/j.1468-0432.2005.00261.x
Yadav, A., & Katiyar, D. (2017). Workforce Diversity and Individual Differences: