BA (Hons) in Administration Management

Kuala Lumpur Metropolitan University College (KLMU)

Table of Contents
Item Question 1 2 3 4 5 6 7 What is Organizational Behavior (OB) Why do we study Organizational Behavior (OB) What are benefits of Organizational Behavior at the work place? What are benefits study Organizational Behavior (OB) to myself? Conclusion References Appendix (Articles) Page Number 2 2 3 4 5 6 7-9

Organizational Behavior (BAAM 203)


Assignment 1

and structures have on behavior within the organization. The importance of studying organizational behavior can be seen clearly here. It is very important for us to be more alert on what happening around us. can we get a betting living if we unable to understand and predicting people behavior around us? This is must be very hard job. And spending 9 hours at workplace can become very difficult for us to went through. it will help us understand and predict human behavior in an organization. Further to this statement. we have to know most people are born and educated in an organizations. Organizational Behavior (BAAM 203) 2 Assignment 1 . We can say if we learn Organizational behavior. and its effect on the Actions functioning and performance and careful application of knowledge about how people as individuals or as groups act within organizations. This impact works towards improving the organization’s effectiveness. acquire most of the material possessions from organizations. 2 Why do we study Organizational Behavior (OB) Involving in the working environments nowadays are something very critical. we also spend most of our time at work place. This makes our workplace as a second home to us.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 1 What is Organizational Behavior (OB) Organizational behavior can be define as a systematic studies on attitudes of individuals and groups toward one another and towards the organization as a whole. management functions. More-less. There are many reasons make Organizational Behavior become important in an organization. In fact organizational behavior is a field of study that investigates the impact that individuals. groups. In short words it involves organization. and management skills. Just imagine. and be part of the organization.

each of which is directly related to job responsibilities of a manager. abilities are divided into two parts which are intellectual abilities which occurs intelligence test. Sometimes. Organizational Behavior (BAAM 203) 3 Assignment 1 . and management. productivity. we come up a lot of different characteristic and personality of different people. skills. Biographical Character of an employee depends on age. In our daily work environment. their attitudes. gender. we will definitely faces a lot of Individual Behavior that acting differently. aptitude test and spatial aptitude. needs. In Organizational behavior. Learning about organizational behavior in today’s business environment could help managers build up a better work related understanding of themselves and their subsidiary. will talk differently behind us.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 3 What are benefits of Organizational Behavior at the work place? In work place. By studying an Organizational behavior. human performance. dexterity. and how several events in their outside situations effect organizations. employment turnover. absenteeism. Abilities in an individual show his work capacity. personality and knowledge then we able to know about individual behavior in an organization and their consequences towards organizations productivity. strength and characteristics. we will be able to differentiate these people around us at work place and we will know what is the way to communicate and be in a group with people or subordinate like this. Thus study of organization behavior increases manager’s effectiveness. Second are physical abilities which are related to individual stamina. I will face somebody with always smooth talking in front us but. martial status and loyalty with an organization. Organizational behavior is the study of how organizations can be structures more effectively. we are learn about person environment. The study of Organizational Behavior (OB) focuses on factors and issues involved in human behavior related to jobs. heredity. work. Broadly.

I be able to achieve a successful career. we are able to know how to deal with others and we be able to get into any groups of people in an organization. as organizations themselves do not perform without people and an efficient manager. Since a manager needs to get his job done by the others. By doing survey with our close friends and immediate family. This organization Behavior will definitely telling us about our attitude. With this knowledge. we also can give a solutions and make a decision instantly by just look at people characteristic and decision making process can be done faster. as well as our Behavior and the way to improve it follows our own chosen way. This makes the organization behavior interesting subject to be learn as I am be able to study a lot of different personality and study the emotion of other people by looking of they are characteristics. Other than that. by learning the organization behavior.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 4 What are benefits study OB to myself? The Importance my understanding of Organizational Behavior that helped me have a successful career. In personal life. For me. the term OB actually refers to the behavior of people within the organizations. Besides. Organizational Behavior (BAAM 203) 4 Assignment 1 . characteristic. I am be able to find out what is my real personality. we will be able to find out what is our face really are. to have an organizational behavior skills become a valuable talent. Learning about organizational behavior in today’s business environment could help me as a manager build up a better work related understanding of themselves and their subsidiary.

characteristic and personality. as we are surrounding with people. Organizational Behavior (BAAM 203) 5 Assignment 1 . Robbins 1994). from this this definition.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 5 Conclusion Organizational behavior is the systematic study of the actions and attitudes that people exhibit within organizations (S. not only in term of working environment but also in our daily life. we are able to construct a lot of explanation of the important of organization behavior. rumors and also will never learn how to face a different types of people around us. Without study of human being Behavior. The study of this topic will definitely bring a lot of knowledge to us. we are unable to cope with the office politic.

com/viewpaper/20737.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 6 References Organizational Behavior (BAAM 203) 6 Assignment 1 .com/doc/27057086/Definition-of-Organizational-Behavior hl=en&biw=1024&bih=581&defl=en&q=define:Organizational+Behavior&sa=X&ei=rjdjTam7 H9DKrAerhN3AAg&ved=0CCAQkAE http://www.

they'll never meld into a high-performing unit. Consider Doing—Nothing! 3/3/2003 Not every employee dust-up has to be refereed by you. president of The Capstone Group. by David Whitemyer An employee storms into your office complaining about the new VP. She's fuming. "Intervening is a strategy. In fact.When Your Employees Battle. right? Not so fast. anger management. Have you considered doing nothing at all? Given the prevalence of terms like harassment. First. As a manager. Many managers' tendency would be to dive head first into this situation. it's your job to solve problems and put out fires. not jumping in to resolve every employee tiff can benefit you the manager and your direct reports alike. if managers never allow employees to work out conflicts among themselves. In other words. managers' schedules are now squeezed tighter than ever. a Cleveland-based consulting firm that specializes in Organizational Behavior (BAAM 203) 7 Assignment 1 . just like not intervening is a strategy. one would hope that companies have a heightened awareness about the way people treat one another.. subordinates have to learn how to collaborate and communicate directly. according to this Harvard Management Update article. You wonder how you can help. Second. "Most managers spend much more time dealing with subordinates' problems than they even faintly realize.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) 7 Appendix (Articles) Don't Just Do Something--Sit There . At some point. often the best strategy is to stand back and watch. and employee grievance in the American workplace. and Donald L. Jr. one downside of the current situation is that many employees choose to let their supervisors settle disputes instead of handling them on their own. Wass in the classic Harvard Business Review article "Management Time: Who's Got the Monkey?" One study found that 42 percent of the time of the managers surveyed is spent dealing with office conflict. But alas. That creates two significant problems." says Christine Kutsko." write William Oncken.

does not disrupt the work environment. 2002). author of Communication Miracles at Work (Conari Press. Your decision to intervene—or not—should be the result of considered thought. Of course. managing people. Organizational Behavior (BAAM 203) 8 Assignment 1 . See the latest issue of Harvard Management Update Based in Rockland. your chief concern should be: How can this conflict best be used to improve the interactions in this group? "If a dispute doesn't interfere with an employee's performance. December 2002. Vol. 7. and is not a violation of company policy.Y. After all. You need to be familiar with the maturity and communication style of your employees in order to determine your response. it's crucial that you be "actively passive. 12. don't try to referee the issue the employee is presenting. Reprinted with permission from "Don't Just Do Something—Sit There." Harvard Management Update. David Whitemyer writes about workplace design.)." says Matthew Gilbert. N." advises Milwaukee-based management consultant Joan Lloyd. and office culture.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) performance improvement. instead of ending the dispute as quickly as possible. to return to the example of the direct report who's complaining about the new VP. director of the Institute on Conflict Resolution at Cornell University (Ithaca. No. not an emotional response to conflict. Instead of asking the direct report what she would like you to do. then 'benign neglect' is probably a suitable approach for a manager. "if you treat employees with respect. View such a dispute as an opportunity for your staff members to develop their problem-solving skills. if they feel like they are trusted to do the right thing. more often than not. As a general attitude and as a response to specific employee disagreements that you're aware of. they will have the confidence to resolve most issues that come up during workplace conflicts. Even though you may be "doing" nothing in such a situation." So. But in general. Massachusetts. Perhaps. ask what she is planning to do. you need to convey the perspective "that employees resolving their own conflicts is a development opportunity. not all employees feel experienced enough or confident enough in their position in the company to take this on.harvard." says David Lipsky. To contact him send an e-mail to conflict often occurs among people who care about what they're doing.

less vocal person. 7. 12.BA (Hons) in Administration Management Kuala Lumpur Metropolitan University College (KLMU) Times When You Should Definitely Intervene • When the disagreement is between an assertive employee and a timid. Vol. Organizational Behavior (BAAM 203) 9 Assignment 1 . such as sexual harassment or civil rights violations." Harvard Management Update. Reprinted with permission from "Don't Just Do Something—Sit There. • When the conflict involves illegal conduct. or when the rank of the disputants is not commensurate. December 2002. No. • When an argument between two employees has broadened to encompass additional staff members.

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