MBA 135: Organizational Behavior

CIA-1
Name: Kodavur Prathik
Register Number: 2127211
Topic: Leadership

Table of Content
2
Introduction
2-3
Review of Literature
2-3
Conclusion
4
References

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INTRODUCTION

The organizational behavior is related to individuals and group of people working

together in teams. Every organization aims to work with utmost efficiency, in order to meet such
expectations more focus is emphasized on organizational behavior in recent times. It helps to
understand how individual behave in isolation and how do they behave in groups, as a part of
organizations. There a factors which influence the organizational behavior, some of them are
personality, perception, learning, family background, values etc. In order to understand
organizational behavior from a detailed view, a literature review is conducted on the topics
which is related to organizational behavior. The topics are taken with respect to the ethical
issues, personality, perception and learning and also cross cultural management and
communication. Leadership is taken as the area of literature review to understand the
organizational behavior.
Literature Review
According to the study of Moses JB kabeyi (2018). Ethics are nothing but set of
standards and values that is expected to be followed by every member of the organization. In
the recent times it is observed that ethical issues have become an important aspect to the
leadership as there is a rising concern in recent years due to failure of organizations in many
cases. This has also led to practicing of unethical activities such as defrauding of customers,
stockholders of the company, employees, creditors etc. and it becomes a concern to the
leadership as it depends on what leaders do and who is a leader in terms of nature of a leader’s
behavior. The ethical issues are involved implicitly or explicitly while making leadership
decisions. The choice of a leader and their responsiveness in critical circumstances is directed by
the ethics of an individual or group.
According to Fernando (2012). He states that in order to comply with values and ethic in
an organization, there are certain principles which have to be followed to resolve the issues
which pertain in the organization with respect to ethics and it also helps to build a sound ethical
leadership. Some of the principles which he believes one should follow in order to develop an
ethical leadership is, one should refrain from taking advantage of others, by acting ethically in an
organization it contributes to the well-being of the organization and create a motivating work
environment. Similarly, Daniel E Palmer (2009). Defines ethical analysis of leadership in three
different levels and he believes that in the first level of the analysis ethical leadership has to be
considered as the ethics of leaders, in the second level of ethical issues and leadership he moves
into a consideration of how a leader must lead i.e. the means by which he exercise his leadership
skills and in the third level of analysis speaks about the heart of leadership which means the way
a leader resolves to ethics and put forth his mission and offer vision of how to accomplish his
mission, which maybe in any manner.
Similarly, along with solving ethical issues in an organization and build effective ethical
leadership, it is also important to manage the cross-culture which exist across the organization.
Culture that exist in an organization is treated as a multidimensional aspect according to
Trompenaars (1994). An effective leadership must not only inherit the technical abilities and
rewards earned by him, but also how the perception of a leader plays an important role in
handling various cross culture barriers. The cross cultural management is measured on the basis

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of various cultural dimensions which include collectivism, individualism etc. this depicts how
well a leader can manage communicating across various cultures. It is believed that cross culture
differences are not only with respect to the cast, race, ethnicity but it also includes views of
individual or groups, location of one’s upbringing etc. keeping in mind the issue of sensitiveness
effective leadership must play a role in handling such situation by way of trainings to the
employees which can built the ability to effectively interact. Muller (2011), suggests certain
cross cultural strategies for leaders to enhance their leadership skills by managing cultural
diversity that exist in organizations. It is said more has to be focused on recruiting efforts and
also jot down proper performance and career path, this will create the importance of cross
cultural skills to an organization.
The effective management of cross culture with proper leadership skills, personality of a leader
is also defined. Scullen and rounds (2005), defines personality with help of five factor model,
this model speaks about dimensions of a personality, which include agreeability, extraversion,
openness, neuroticism and conscientiousness. The personality of leader defines the performance
of a team and it is believed that persons with different personality tend to behave in a stable
manner. A proactive personality trait helps to enhance the leadership skills and also, it helps to
achieve the common organizational goals. Similarly, employees may become less competent, if
the personality of a leader is not idol worthy.
Apart from having proper personality, the perception of a person defines the role of leadership in
the organization. The effectiveness of the working environment is shaped by employees, leaders
and managers with the help of leadership skills. Perception is nothing but the way people
interpret their experiences. It is important for the managers to understand that, there are different
perception in each and every individual and their values also vary. In most of the time it is
observed that people become effective and efficient with one’s own perception, leaving behind
the perception of other people.
Berelson and Steiner (2011), believes perception as a complex process. Generally, leaders tend to
possess three major skills in any organization i.e. Vision, interpersonal skill and technical skills,
but often people forget one important leadership skill that is vital for any leader. That skill is said
to be Perception. Therefore, to attain better leadership skills is not only having the right
perception of being competent, productive etc. but also it is about nurturing diversity and being
able to live with all the employees.
Conclusion.
From the above literature review it can be concluded that adaption and understanding
organizational behavior has become an important aspect in today’s word. Importance of
leadership in every aspect or organizational behavior can be observed from the literature review.
It gives us a better understanding about how the ethical issues of the organization is being
handled and how leadership plays an important role in understanding cross-culture that prevails
across the world. It can also be seen that how personality of a person influences the followers of
a leader. We also get to know that many differences prevail in an organization and the real world
as well mainly due to different perception of the people.

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Reference
Palmer, D. E. (2009). Business leadership: Three levels of ethical analysis. Journal of Business
Ethics, 88(3), 525-536.
Kabeyi, M. J. (2018). Ethical and unethical leadership issues, cases, and dilemmas with case
studies. International Journal of Applied Research, 4(8), 373-379.
Yan, J., & Hunt, J. G. J. (2005). A cross cultural perspective on perceived leadership
effectiveness. International journal of cross cultural management, 5(1), 49-66.
Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace
development. Online Journal for workforce education and development, 6(1), 5.
Dragoni, L., Oh, I. S., Vankatwyk, P., & Tesluk, P. E. (2011). Developing executive leaders: The
relative contribution of cognitive ability, personality, and the accumulation of work experience in
predicting strategic thinking competency. Personnel psychology, 64(4), 829-864.
Li, X., Zhou, M., Zhao, N., Zhang, S., & Zhang, J. (2015). Collective‐efficacy as a mediator of
the relationship of leaders' personality traits and team performance: A cross‐level
analysis. International Journal of Psychology, 50(3), 223-231.
Otara, A. (2011). Perception: A guide for managers and leaders. Journal of Management and
Strategy.
Mullen, C. A., Rodríguez, M. A., & Allen, T. G. (2015). Leaders learning from leaders as an
emergent action learning strategy. Action Learning: Research and Practice, 12(3), 344-355.

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