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The Impact of Organizational Behavior on Values-Based Leadership

MM29: Management Organization Behaviour

Maria Vasquez de Peralta

Graduate Student

PHD. Sergio Ribeiro.

November 6th, 2023

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The Impact of Organizational Behavior on Values-Based Leadership

Organizational behavior describes the way in which people interact within an organization
and is directly related to the way people think and feel, as well as what they do for and with
the organization. Furthermore, this is one of the most valuable courses because it permeates
all areas of good administration. It is important to know that organizational behavior is not
limited for employees or managers only but for everyone.

The main objective of organizational behavior is to create a business culture of leadership and
improve efficient productivity, and labor relations within an organization. It is the interaction
between the human behavior and the organization itself to influence one another. Also, it is
essential for the best interest of the company and the people, that the organization behaviour
department focuses on motivation and team dynamics for optimal utilization of resources and
aid to improve the goodwill of the organization.

Faith is more than words; it is a feeling so strong that it does not accept contradictions. I
believe in God, creator of heaven and earth, that he sent Jesus to die for the forgiveness of our
sins. I have a firm conviction that God controls our environment whether we like it or not and
as the Bible says: “No one can make something happen unless the Lord commands it”
(Lamentations 3:37). I grew up in a family of believers who instilled in us faith as a powerful
weapon of defense in all life situations. The challenges have been many, but with faith, we
have all overcome them. Internally, I have the belief that with faith we can achieve
everything we set out to do.

Since the beginning of this course, each chapter had given me different comprehension. On
chapter one, we began to define that the main value of the behavior organization is the people
interacting without a group; This is because it is not only managers that can use the
behavioral organization but that everyone can use it. Then, we learned how different
personalities and values interact within the organization. We also learned, how to apply the
different performers to the practice and to see the different models that we can apply to
administration. It was very interesting to learn how the different teams can be combined
dynamically.
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Furthermore, something extremely interesting was the chapter on power and influence in the
workplace, where I was able to understand the different powers that managers and employees
can have and how that power can be used. During the time of this course, it was very
interesting to learn about the different types of leaders and how leadership can be exercised
from different positions, both as a manager and as an employee. Finally, we were able to
learn that in administration as in life, change almost always has a dose of resistance and that
communication is a high priority and is the first strategy that we must use to overcome
resistance to change.

This essay is an opportunity for me to think in a deeper level on many things I learned during
this course and I can already see how attached to my values I can work as a manager. I will
be taking a tour of the different topics covered during this course and I will apply it to my
inner self, this has been as an introspection for me and I appreciate the chance I’ve been
given to recognize the value of organizational behaviour not only in the workplace, but
anywhere. Knowing how people behave in their workplace allows us to have more efficiency
and productivity. Aligned personal and organizational values, foster integrity and
responsibility, can facilitate decision-making; This allows us to develop talent and create
effective leadership.
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LITERATURE REVIEW

Organizational Behaviour
All members of a company must observe appropriate behaviors attached to a good
organization, not just the managers, but also the employees, this being the starting point in
human resources for staff engagement, retention, and training. Motivation is fundamental in
organizational behaviors; this can be clearly seen if we analyze Maslow's pyramid.

A motivated employee can be very productive and can motivate others to be productive as
well. It is necessary to improve communication in an institution to build good group
dynamics and in these groups to encourage the emergence of new leaders. Organizational
ethics has become an unconditional value in organizational behavior despite the fact that
changes and adaptation processes in administration are constant. Despite this, the
organizational culture that is the image of each company should not be lost.

Individual Differences:

Personality and Values

In this chapter, we were able to observe the personality modules, the culture of values, ethical
principles, and how employees can work using their individual and collective powers as well
as how managers can do a better job according to their personality. We also took a tour of
undesirable social personalities machiavellianism, narcissism, psychopathology, among
others.

We took a tour of the main ethical and moral principles. We conclude that there is a need for
each job application to be tested on ethical dilemmas to determine its high or low intensity in
morality. This is something that is not common but would be very effective in maintaining
the organizational culture of a company because individual differences and values must be
aligned with those of the organization.

Applied Performance Practices

In this chapter the meaning of money was notable and we were able to see the relationship
between person and money, considering that money is much more than a form of
compensation, it is much more than what the employee can see in his wallet. Because it is
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directly related to his emotions, to his self-esteem. We also learned in this chapter about the
different performers, the rewards, as well as the advantages and disadvantages of job
specialization. Prizes and rewards in the work environment represent motivation for the
employees and it enhances effective work. When the employees feel that they are valued and
taken into account, their competence improve and they make the company's goals their own
goals.

Team Dynamics
Team dynamics is one of the most demanding areas of the behavior management
organization. All teams require different forms of individual and social communication
(Network) but there is also the social burden where teams do not have the same team
performance as individuals. The manager must be able to identify how different teams
function so that they can be productive teams. To evaluate Team dynamics, different models
can be used and one of the most used models is the Effective Model.

Power and Influence in the Workplace

Each manager can be an expert in their workplace, but that does not mean that they can
influence others, which is why it is necessary for each manager to know their power in order
to become a leader. In this chapter, we learned that there are different types of powers.
Furthermore, we were able to observe that there are people who do not use their power
because they are unaware of the power they have.

Leadership in Organizational Settings

This chapter made us reflect on whether or not we are authentic leaders and if we are, what
kind of leaders we are. Today allowed us to recognize that leadership and charisma can be
related, but one does not depend on the other. It was interesting to understand how
transformational leadership and directive leadership depend on each other.

Organizational Culture
Organizational culture is about sharing values and assumptions Steven Rhore says: “culture is
the secret ingredient of every great organization”. The elements of an organizational culture
are values, innovative dimension, attention to detail, and team-oriented. In this chapter, we
were able to appreciate the different strategies for an effective cultural organization.
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Organizational Change
Organizational culture represents one of the most important challenges in Administration. In
this chapter, we learned that behaviors within an organization are very changeable, which is
why as a manager it is necessary to always be prepared to overcome resistance to change.
Sometimes resistance can be irrational, and it is almost always because the employee does
not understand the reason for the change. Employees resist change due to fear of the
unknown, the manager must establish a strategy to minimize resistance to change, some of
which may be motivation, clear communication, and distribution of roles.

Lego Serious Play

With the use of this tool, we were able to see how the teams were involved in different jobs
achieving results. It is an excellent constructivist tool (Piaget 1951). With this tool, teams can
merge and implement critical thinking and conflict resolution. Something very interesting
about Lego serious play is that the leader does not have all the answers but is built as a team.

Faith/Values/Beliefs (Pick one)

One of the ways faith usually begins is by listening to the word of God. From a very young
age, my parents instilled Christian values in me, although from different approaches. When I
was still a child he rigorously took me to the masses of the Catholic Church, then in my
adolescence, everything changed and the focus of our faith was more related to the Protestant
religion, specifically the Seventh-day Adventist Church.

In adulthood my focus changed again and this time without any religious color or touch but
rather a relationship between God and me. A relationship that does not accept intermediaries.
I believe in God because I am convinced that He is a God capable of transforming the lives of
human beings, a God capable of performing miracles in any circumstance. On many
occasions, I have needed to believe and I have put my trust in God and he has not failed me.

Integration
The letter of introduction of each organizational behavior management must be its so-called
moral principles and these must be reflected every day in the organization. It is necessary that
as managers you are able to promote a productive ethical environment. In a company as a
manager, my approach would be:
 Define and establish the values to follow aligned with ethical principles.
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 Maintain the example in ethical practices.

 Establish appropriate sanctions for inappropriate behavior.
 Reward employees who maintain appropriate ethical behavior.

I think that it is vitally important as a manager to set an example of ethical practices so that
others can build their own ethical practices based on this, and that they can understand the
importance of these values in the work environment.

As a manager, I would apply communication as a feedback tool to improve ethical conflicts

that may arise, taking into account the changing need of the company to review and adjust in
systematic ways.
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CONCLUSION

Organizational behavior and values are directly intertwined for the success of an
organization. The great challenge is to be able to carry out management where the behaviors
of the person in the work environment are intertwined with ethical behaviors and values
because values are vital. importance when making important decisions in an organization.

When employees are aligned with ethical principles, it can be reflected in their daily work
where they can present organizational behavior where morale, teamwork, work performance,
and success in this organization are encouraged, where this type of behavior is observed. it's
guaranteed.

We have learned here that organizational behavior seeks to ensure that people can interact in
the work environment effectively, helping to increase productivity and therefore the
satisfaction of employees and managers.
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REFERENCES

Alderson, S., & Kakabadse, A. (1994). Business ethics and Irish management: A cross-
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Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50 (4), 370-96.

McShane, M., Tasa, K., & Steen, S. (2021). Canadian Organizational Behavior (11th
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McCarrey, M. (1988). Work and personal values of Canadian Anglophones and

Francophones: Implications for organizational behaviour. Canadian Psychology, 29(1), 69–
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Watkins, M. (2013, 15 May) What Is Organizational Culture? And Why Should We Care?.
Harvard Business Review. https://hbr.org/2013/05/what-is-organizational-culture.