ORGANIZATIONAL BEHAVIOR JOURNAL 1!

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School

Penn Foster College *

*We aren’t endorsed by this school

Course

340

Subject

Management

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by DrRat3050

LaTasha Davis Student ID# AC2305069 Organizational Behavior Learning Journal #1 1. How can studying organizational behavior help you to be a more effective manager? - I found that learning organizational behavior is very effective because managers are responsible for a number of duties such as assigning tasks, getting ahead at work, making sure all the employees get their job done and most importantly making the right decision. Organizational behavior can help new managers and people wanting to get promoted to know how to start planning, organizing, and learning how to control. 2. Think back to a time at work where there was miscommunication. What led to it? What was the outcome? How can you avoid a similar miscommunication in the future? - So, one time my general manager at the time asked me to add layers to the pictures because we had an end of the year sale on the entire store, so I did exactly what was asked and when the sale was over he asked me and the marketing team to of the products. When that happened, he had forgotten that he asked me and the marketing team to get it done. I was the one that got all the heat even though I offered to go out and retake the pictures. I was blamed for the entire situation and that written up. To avoid a situation like this in the future I started making sure that all the tasks I'm assigned to, I am the only one working on it and since then nothing like that problem has happened again.

3. Imagine that you are a manager and need to share difficult information at work (like the possibility of impending layoffs). What channel(s) would you choose, and why? - Personally, I treat others like how I would like others to treat me and in the unfortunate news that I have to let one of my employees go. I make it very professional and, in a way, where I don't seem like I'm the bad guy and make it known that it's for a good reason. 4. Of the eight sources of emotions and moves identified in your texts (day/time, weather, stress, social activities, sleep, exercise, age, or gender). Which do you feel is the most critical and why? - In my very opinion stress would be the most critical emotion. Not only does it affect emotion, it can increase the risk of a heart attack and also weight gain due to excessive overeating. We all know that no one can live stress free, but smart people know how to control it. There are many proven ways that someone can cope with stress and try to distract themselves from stress with other tasks. 5. As a manager, how can you help increase job satisfaction in your employees? What are the organizational consequences when there are high and low levels of job satisfaction? - There are several strategies you can employ to keep your employees' job satisfaction at a reasonable level: 1. Open Communication: Encourage open and honest communication between you and your employees. This can help address any issues they may be facing and make them feel valued. 2. Recognition and Feedback: Regularly recognize and provide feedback to your employees for their hard work and achievements. This can boost morale and job satisfaction. 3. Work-Life Balance: Promote a healthy work-life balance by offering flexible work arrangements and encouraging employees to take time off when needed.

4. Professional Development: Support your employees' professional growth by providing opportunities for training, skill development, and career advancement. 5. Fair Compensation and Benefits: Ensure that your employees are compensated and have access to benefits that meet their needs. 6. Positive Work Environment: Foster a positive work environment by promoting teamwork, inclusivity, and a culture of respect and appreciation. 6. What is the relationship between attitudes and behavior? Have you ever experienced cognitive dissonance? What happened? - Attitudes refer to our evaluations or opinions about people, objects, or ideas. They can influence our behavior by shaping our thoughts, emotions, and actions towards a particular target. However, attitudes do not always directly translate into behavior. In his work on cognitive dissonance, Leon Festinger demonstrated that when there is a conflict between attitude and behavior, individuals are driven to resolve that conflict. The “dissonance” or conflict between what we may believe and what we have done creates great tension. 7. Why do we do the things we do? What are your thoughts? - In Dan Pink's TED Talk, he examines the puzzle of motivation because traditional rewards aren’t always as effective as we think. He shares the results of several experiments that demonstrated that incentives could have the opposite intended impact, especially when tasks are more complicated. 8. Have you ever thought something would make you happy, and it did just the opposite? Considering this, watch Dan Gilbert's video , share your thoughts on why this might have happened. - 9. Choose one of the common decision-making biases that you have either personally experienced or which you are “guilty” of and describe the following: the error involved, the

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circumstances, and how the bias affected the outcome of the situation. - Confirmation bias refers to the tendency to seek out and interpret information in a way that confirms one's existing beliefs or preconceptions while ignoring or downplaying contradictory evidence. confirmation bias influenced my decision-making by leading me to selectively seek and interpret information in a way that confirmed my existing beliefs, potentially limiting my understanding of the topic and hindering the exploration of alternative viewpoints. 10. How can cohesiveness and diversity support group effectiveness? - Cohesiveness and diversity of the Team have a greater impact on the productivity of the Team. It affects the Team efficiency. A research states that high cohesive Team is more effective and productive than low cohesive Team. The benefit of working hard to accomplish a cohesive team with a lot of diversity is the amount of productivity and creativity from one group. Having a non-diverse group with little difference in experience can lead to the same strategies. In my opinion, it is important to value each perspective. 11. When is work performed by individuals preferred over work by teams? - The complexity of the work can determine whether one or more people are needed. Teamwork is often more time- consuming due to increased communication and potential conflicts. Work is divvied up among members of a team, it gets done faster, making the overall business operate more efficiently. Your team will develop a sense of comradery as you work toward a common goal. Teamwork builds morale. You'll feel that your work is valued when you contribute to something that produces results. Another way to turn an individual into a team player is to try and introduce him into a climate of trust. Members of effective teams exhibit trust

amongst each other and their leaders. Work performed by individuals is often preferred over work performed by teams in situations where the task requires specialized expertise or knowledge that only a single person possesses. Additionally, tasks that require quick decision-making or involve confidential information may be better suited for individual work. 12. How do group norms influence an individual's behavior? Give one or two examples of how you have seen this play out at work. - Group norms and status can have a significant impact on an individual employee's behavior within an organization. Group norms are the unwritten rules and expectations that guide the behavior of group members, while status refers to the relative ranking of individuals within a group. Group norms can influence an individual employee's behavior by shaping their actions, attitudes, and beliefs to align with the expectations of the group.

ORGANIZATIONAL BEHAVIOR JOURNAL 1!

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