Organizational Behavior Analysis: Factors Impacting Work Culture

BUS610 Final Paper 1 Organizational Behavior Analysis [WLO: 1] [CLOs: 1, 2, 6] Prior to beginning this assignment, read all the chapters of the book Organizational behavior. In this assignment, you will analyze the organizational behavior of your current or former employer and submit your analysis as a paper. In your paper,  Describe how the following areas influence the organizational behavior of your selected employer in a negative or positive manner: o Type of culture (Pluralism, Dualism or Salad bowl) o Modes of communication in the organization (i.e., written or verbal) o Nature of authority (i.e., recognized social rank) o Motivational techniques (e.g., intrinsic, or extrinsic used to influence productivity and performance) o Areas of EQ (emotional quotient) embraced by the organization. o Virtual elements (i.e., teleworking, and virtual offices) Provide examples for each item listed above and discuss how each example applies to the organization identified. The Organizational Behavior Analysis Final Paper,  must be 8 to 10 double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Writing Center.  must include a separate title page with the following: o Title of paper in bold font  Space should appear between the title and the rest of the information on the title page. o Student’s name o Name of institution (University of Arizona Global Campus) o Course name and number o Instructor’s name o Due date  must utilize academic voice. o See the Academic Voice Links to an external site. resource for additional guidance.

BUS610 Final Paper 2  must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper. o For assistance on writing Introductions & Conclusions Links to an external site. as well as Writing a Thesis Statement Links to an external site. , refer to the Writing Center resources.  must use headers.  must document a minimum of four scholarly sources, in addition to the textbook, in APA style, as outlined in the Writing Center. o The Scholarly, Peer-Reviewed, and Other Credible Sources Links to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. o To assist you in completing the research required for this assignment, view the Quick and Easy Library Research Links to an external site. tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.  must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your Paper Links to an external site. guide.  must include a separate references page that is formatted according to APA Style as outlined in the Writing Center. See the APA: Formatting Your References List Links to an external site. resource in the Writing Center for specifications. Carefully review the Grading Rubric Links to an external site. for the criteria that will be used to evaluate your assignment.

BUS610 Final Paper 3 BUS610 Final Paper Student’s Name Institution Affiliations Instructor Date

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BUS610 Final Paper 4 Introduction Culture has a pivotal role in shaping the character and dynamics of an organization in any employment setting. The manifestation of culture can exhibit substantial variations among different organizations. In the present scenario, I am employed by a compact landscaping service enterprise that provides an extensive array of landscaping services, including fundamental lawn maintenance tasks and complicated landscape design projects. The significance of the culture we adopt is of utmost relevance given our regular client engagements despite our relatively limited scale. Adopting a customer-centric culture is not merely a discretionary decision for our organization but rather an imperative. Organizational culture, commonly recognized as the prevailing values and beliefs that shape the work environment, encompasses the dynamic realm in which employees of diverse hierarchical positions participate in many interactions influenced by explicit and implicit frameworks. The culture of an organization involves not only the collective experiences of its employees but also covers their individual life experiences, strengths, limitations, and capacity to acquire and integrate abilities, among other characteristics connected to personnel. The organizational culture is significantly shaped by leadership as it exercises its authority and impact. Furthermore, the collective endeavors of all personnel inside the workplace play a crucial role in the establishment and development of this culture, underscoring the importance of human resources and the workforce in molding the ethos of the firm. The underlying ethos of customer-centricity is the cornerstone of the cultural fabric within our modest landscaping service enterprise, playing a pivotal role in shaping our routine engagements with our esteemed clientele. Organizational culture results from both formal and

BUS610 Final Paper 5 informal structures, providing the context in which employees at different hierarchical levels participate in developing workplace ethics. The culture under consideration encompasses the combined experiences, competencies, and qualities of the workforce, with leadership assuming a crucial role in its formation and evolution. The quality of an organization's culture is closely intertwined with its level of success.

BUS610 Final Paper 6 The type of culture The current state of the organizational culture inside my company is characterized by communication gaps and a need for more clear leadership. The need for a well-defined methodology for managing order bookings and clear guidelines for executing these orders highlights this issue. The resultant state of disorder and lack of clarity have imposed an excessive load on our labor force, resulting in excessive workload, failure to meet deadlines, and disruptions in schedule. Due to the limited scale of our organization, it is crucial that we swiftly address customer concerns and efficiently complete tasks within designated timeframes. This is of utmost importance as our business mainly depends on recommendations through informal communication channels. Regrettably, our organization has encountered a significant number of unaddressed client inquiries, an imbalanced distribution of tasks among our

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BUS610 Final Paper 7 constrained personnel, and a prevailing state of inactivity that impacts both employees and owners as a result of inadequate leadership. The concept of organizational culture encompasses a combination of diverse leadership approaches. Integrating these approaches can cultivate an ideal leadership methodology that subsequently influences the organizational culture and belief systems. An optimal organizational culture should incorporate components of creativity, a pronounced focus on collaboration, a robust degree of aspiration, and a shared resolve to attain success. The organizational culture in my enterprise is shaped by the company's policies, public relations efforts, and stakeholder perceptions. It primarily serves as the organization's corporate identity within the value systems of its clients. Our company's organizational culture is maintained through effective communication of our values, which guide and influence organizational behaviors (Gochhayat, Giri & Suar, 2017). Socialization facilitates personnel integration and alignment with organizational culture. In our business, individuals who deviate from established cultural norms and struggle to adapt are often seen as misfits. Our proposed methodology involves analyzing the individual actions of personnel to familiarize them with the organizational culture. We will also highlight the benefits of following the established cultural norms to address this issue. Achieving work-life balance is important for building organizational culture. Establishing strong interpersonal connections among employees contributes to cultivating robust relationships and developing a low-stress work environment. This phenomenon significantly enhances productivity and efficiency in the workplace. Managers must fully understand that organizational culture permeates all levels of the business. A stress-free workplace environment fosters strong interpersonal connections and promotes collaboration and partnership among team members.

BUS610 Final Paper 8 Organizations that adopt a salad bowl culture are distinguished by incorporating numerous cultural elements facilitated by their heterogeneous workforce. This phenomenon leads to the establishment of a corporate culture that is characterized by a significant degree of diversity and inclusivity, wherein each cultural group can preserve its distinct identity. Although these firms typically demonstrate a commitment to embracing a diverse workforce and promoting inclusivity, effectively addressing the underlying disparities and potential conflicts among employees is a significant obstacle, resulting in reduced productivity within the workplace. Our organization, despite its modest size, benefits from a culturally varied staff. This aspect is crucial in our strategies for controlling our organizational culture and promoting growth. Communication models in my organization As a relatively young and agile business, we have yet to develop any firm guidelines for communicating with one another. Instead, we have relied on more customary practices and unofficial protocols in our customer dealings. Ad hoc methods have helped us meet client requests and overcome hurdles. However, the company's communication policy needs to fulfill corporate objectives. Our communication problems originate mostly from our reliance on a single person to handle all modes of communication (verbal and nonverbal). The person in question has impressive multitasking skills, but their attitude has led to unnecessary work and ongoing conflict within the company. Our company's ability to efficiently meet customer needs has been hampered by overlapping responsibilities (Seifollahi, 2022). As a result of those holdups above, our company has suffered losses. It's become clear that more than informal methods of communication are needed for organizations of our size. In the first stage, different

BUS610 Final Paper 9 people with different skill sets are given different responsibilities and tasks. This method ensures that roles are clearly defined, and accountability is set in stone. A comprehensive communication policy should cover verbal and nonverbal communication. To ensure consistency among employees when dealing with customers, partners, and vendors, this policy must be clearly stated and widely distributed. By eliminating unnecessary confusion and duplication of effort, a well-defined framework helps our team work together more effectively. In addition, it is now obvious that a corporate communication policy must be implemented to set up formal communication channels. Through these avenues, employees will receive direction on how best to interact with the company's internal and external stakeholders, such as customers. The implementation of a well-defined framework will result in a reduction of the potential for misunderstandings or confusion. The significance of integrating verbal and non-verbal clues into our communication processes cannot be emphasized enough. There is a potential correlation between efficiently resolving these communication challenges and enhancing customer satisfaction and financial performance. Nature of Authority The organization functions under a centralized structure characterized by a concentration of authority at the upper echelons, precluding any potential for decentralization or the empowerment of employees. The organizational structure adheres to a rigid, hierarchical pyramid model characterized by a lack of team meetings or significant interaction between managers and subordinates. Even with its limited scale, the company's inflexible decision- making procedures resulted in inefficiencies, protracted customer problem resolutions, and financial setbacks. To enhance customer-centricity, it is crucial to undertake a thorough

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BUS610 Final Paper 10 reassessment of the hierarchical structure while embracing principles of empowerment and fostering effective team relationships (Smart, Maddern & Maull, 2009). The provision of services entails the establishment of clear and accountable communication channels due to the technical complexity involved, which requires instructions from reliable sources. In the given scenario, Weather Ford should prioritize implementing clear and focused communication strategies to mitigate the possibility of complications arising from vague instructions. This is crucial since the effective transmission of directives from higher authorities is pivotal in determining the direction and accountability of tasks. Effective communication is crucial in conveying and receiving commands from higher authorities (Csaszar, 2013). Individuals must recognize that communication should be devoid of any ambiguity in terms of roles and responsibilities. The development of communication charters necessitates a clear and deliberate design, ensuring that both the top-down and bottom-up approaches to communication are distinctly evident. This will aid Weatherford in comprehending the effectiveness of its operational processes. Motivational techniques The company's present compensation plan corresponds to industry norms, ensuring that employees receive fair job remuneration. However, it needs to provide exceptional and fascinating features that can push employee engagement to new heights. To fill this gap, we should draw inspiration from Herzberg's two-factor theory, a paradigm known for its comprehensive perspective on the dynamics of motivation. This approach distinguishes between two important groups of factors: sanitary factors and motivational factors. Hygienic considerations comprise base income, working environment, and the quality of organizational

BUS610 Final Paper 11 relationships. While these variables alone may not drive employees, their absence or shortcomings might lead to unhappiness if not appropriately addressed. On the other side, motivational elements include both tangible and intangible incentives, as well as prospects for career progress. These characteristics are crucial in motivating and sustaining high levels of employee motivation. To make our remuneration package more engaging and successful, it is vital for leadership to proactively foster motivational abilities among employees (Jean, Ngui & Robert, 2017). This includes establishing a culture of acknowledgment, giving chances for skill development, and creating a sense of purpose and achievement. By concentrating on these motivational aspects, the remuneration package becomes more than just a cash transaction; it becomes a source of inspiration, driving people to deliver their best performance. By strengthening our compensation plan in this way, we may anticipate a substantial boost in productivity and encourage excellent performance among our personnel. The reward system will not only fulfill their money demands but also their psychological and emotional desires, resulting in a more content and motivated staff. Areas of EQ embraced by the organization An effective leader demonstrates the capacity to establish an emotional connection with their team by employing emotional intelligence. The process commences with the leader's ability to discern, assess, and articulate their emotional states, enabling them to gain a deeper comprehension of the emotions experienced by their subordinates. In a hypothetical situation wherein an organization encounters difficulties such as declining customer relationships, it becomes imperative for the leader to effectively convey these challenges with a combination of openness and compassion. The impact of emotional states on decision-making processes is

BUS610 Final Paper 12 substantial, with happy moods frequently facilitating innovative problem-solving, while negative moods might impede decision-making abilities and productivity. Leaders who possess emotional intelligence understand the need to align the emotional state with the nature of the issue at hand (McCleskey, 2014). They also acknowledge the potential drawbacks associated with excessively optimistic or excessively critical mindsets. In addition, they utilize emotions to facilitate advancement toward objectives. Applying these leadership communication principles enables leaders to effectively elicit optimal team performance, cultivating a conducive environment for problem-solving and creating robust interpersonal connections. The development of leadership skills is a process that involves refining one's abilities, and as leaders improve their communication aptitude, their overall effectiveness in leading is enhanced. Virtual elements Integration of virtual offices and telecommuting has not been a top priority for our business because of the small size of our office premises and the emphasis on local activities. In addition, by participation in local social networks and the development of links with other entities like churches and home-based gatherings, our group has successfully established a robust presence within the community. The relationships mentioned above have played a crucial role in facilitating our capacity to cater to the immediate neighborhoods successfully. Nevertheless, when we contemplate potential future growth, we acknowledge the significance of investigating the virtual realm and e-commerce tactics. The adoption of virtual spaces and remote work arrangements has the potential to enhance our organizational reach, enabling us to expand the provision of our services beyond our existing geographical limitations (Rotman, 2009). Utilizing the capabilities afforded by the virtual realm, our objective is to effectively

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BUS610 Final Paper 13 respond to the dynamic business environment while concurrently delivering valuable services to our clientele within the local community. This proactive strategy will allow us to sustain our regional influence while broadening our scope. Conclusion: In the business environment, "corporate culture" and "organizational culture" are commonly used interchangeably. Analyzing our landscaping business's inner workings has uncovered the necessity of a dramatic change in our organizational strategy. Ensuring equitable remuneration for our personnel is crucial to maintaining their retention and motivation effectively. For a small organization prioritizing customer-centricity, we must acknowledge that dedicated and appropriately incentivized personnel are the foundation of our achievements. Regrettably, there is a discernible presence of reduced motivation among our workforce attributed to a need for more empowerment and team cohesion. Hence, it is vital to cultivate factors such as cohesive teamwork, empowerment, and alignment with corporate goals to propel our landscaping company toward elevated levels of achievement. By embracing a cultural framework that emphasizes the welfare and active involvement of individuals, as well as the appreciation of diverse viewpoints, it is possible to cultivate a revitalized atmosphere of mutual support and cooperation among employees inside the organization. This transformation is expected to not only lead to a reduction in attrition rates but also support the firm's accelerated growth. An effectively designed employee reward system has the potential to enhance our growth. Teams can come together more quickly and with less friction if they work in an environment where people feel at ease with one another. It is expected that a culture that values collaboration and promotes employees actively supporting and nurturing one another

BUS610 Final Paper 14 will be beneficial to the organization's development as a whole and to the personal development of its members. The establishment of a friendly and cohesive work environment is inherently vital in attaining collective prosperity, hence generating advantages for both the organization as a whole and its constituents.

BUS610 Final Paper 15 References Csaszar, F. A. (2013). An efficient frontier in organization design: Organizational structure as a determinant of exploration and exploitation. Organization Science , 24 (4), 1083-1101. Gochhayat, J., Giri, V. N., & Suar, D. (2017). Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication. Global Business Review , 18 (3), 691-702. Jean, K. N., Ngui, T. K., & Robert, A. (2017). Effect of compensation strategies on employee performance: A Case Study of Mombasa Cement Limited. International Journal of Innovative Social Sciences & Humanities Research , 5 (3), 25-42. McCleskey, J. (2014). Emotional intelligence and leadership: A review of the progress, controversy, and criticism. International Journal of Organizational Analysis , 22 (1), 76- 93. Rotman, G. (2009). Virtual Offices Help Small Firms Play Bigger. GPSolo , 26 , 37. Seifollahi, M. (2022). Development of a Performance Management System Artifact Based on Business Intelligence for SMEs: A Design Science Research Methodology Approach (Doctoral dissertation, Université d'Ottawa/University of Ottawa). Smart, P. A., Maddern, H., & Maull, R. S. (2009). Understanding business process management: implications for theory and practice. British journal of management , 20 (4), 491-507.

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