Organizational Behavior Analysis Essay Sample

Organizational behaviour is a field of surveies that aims to conjoin the substance of other scientific disciplines that deal with behavioural affairs. such as anthropology. psychological science and sociology. in order to utilize it to better direction theories and managerial schemes. An organisation is a figure of people or groups all working together in a structured mechanism to accomplish one ore more ends. Organizational behaviour so. comes in to look into on how organisations affect persons and the other manner around ( Duncan. 1978 ) . Although the first inquiries on how the worker is being affected by his occupation were raised in the ‘30s ( Brief and Weiss. 2002 ) . with researches doing their first stairss on forming that phenomenon ( Fisher and Hanna. “The Dissatisfied Worker” 1931 ; Kornhauser and Sharp. “Employee attitudes ; suggestions from a survey in a factory” 1932 ; Hersey. “Workers’ Emotions in Shop and Home: A Survey of Individual Workers from the Psychological and Physiological Standpoint” 1932 ; Hoppock. “Job Satisfaction” 1935 ; Roethlisberger and Dickson. “Management and the Worker” 1939 ) . the field has presented academic development in the last 40 – 50 old ages ( Luthans. 2005 ) . That’s when the first books mentioning on the topic were published ( Bennis. “Changing Organizations” 1966 ; Filley and House. “Managerial Procedure and Organizational Behavior” 1969 ; Luthans “Organizational Behavior” 1973 ) .

After being a topic of experimental surveies and researches over the old ages. it acquired theoretical background. which was and still is being expanded. The widely accepted and shared behaviour among employees is what is what is by and large referred as organisational civilization. ( Lee and Yu. 2004 ) . Organizational civilization is a intending unfastened to a great assortment of definitions. due to the different research context that assorted authors looked into. It is the sum-up of normally adopted sentiments. imposts. and forms preserved by the employees ( Hai. 1986 ) and instructed to fledglings ( Hampden Turner. 1990 ) and has to make with the alone category of the corporation ( Kilmann. Saxton. Sepra et Al. 1985 ) or as Deal and Kennedy ( 1982 ) said more merely. “the manner we do things around here” .

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Culture is besides a affair of struggle on whether it is a factor of great importance or non. Although it is instrumental for an achieving corporation ( Molenaar et al. 2002 ) . Newman and Chaharbaghi ( 1998 ) argued that organisations are created in order to take advantage of an bing chance. by utilizing or making some agencies of engineering. which redounds to the specific type of working. who’s seeable effects are culture’s cardinal point of survey. Thus. taking companies create civilizations by accommodating to market demands and others resort on following their civilization profile in order to maintain up.

Structure and intent of the essay

A company that has been runing efficaciously for 31 old ages was chosen for the current survey. taking to give a closer expression to its cognitive operation and processs in order to place those positive elements its civilization characteristics and those that are unfastened to betterment. in order to near the ends and strategic programs manifested by the company itself. It was preferred to turn to to each affair separately. blending research consequences with relevant literature for the better apprehension.

Method of aggregation

The information aggregation was based on qualitative research. It involved interviews taken from the proprietor and pull offing manager of the company. section director and full-time employees. The restriction on the pick of forces interviewed was the lower limit of 10 old ages of working for the company. The organisational civilization profile was used as the primary research instrument. More specifically. attending was given on cooperation and relationships between the members of the organisation. communicating and information sharing between employees every bit good as between employees and directors. motive and rating. leading. determination devising and direction of alteration. The 2nd focal point point was the cross – cultural organisational behaviour of the company and what are the benefits or jobs when negociating and working with different civilizations.

The company

The organisation that provided the information for this research is a company that bestirs itself in the consumer goods industry. trading playthings and seasonal merchandises. The company is runing since 1982 in Athens. Greece. in the country of Acharnai. ‘V. Christakopoulos S. A. ’ runs a concern of 17 employees. a figure that goes up to 22. adding seasonal forces. Their mission. harmonizing to the pull offing manager. is “to become the taking plush plaything maker in Europe by developing innovated. safe and value for money products” . Mr. Vassilis Christakopoulos besides stated that the company’s strategic programs are “to become the cardinal provider of large European retail merchants by capitalising on the company’s current client base” . to “extend our merchandise line by increasing our licence agreements” and to “enhance the popularity of the ‘Friendlies Plush’ trade name to the European markets” . In 2010 they received the “Strongest Companies in Greece” certification by ICAP group.


Organizational communicating began to originate in industrial concerns in the twentieth century. analysing the communicating channels and the ways that information flows inside an organisation ( Cheney. 2007 ) . Nowadays. every sort of concern activity bears upon communicating and functionality depends on competence of directors and employees to pass on effectively ( Clausen. 2007 ) . In this instance. due to the size of the company. there is no demand of any sort of complex form of communicating. Most of the information is being exchanged in general or section meetings. There are scheduled hebdomadal or monthly meetings for topics mentioning to budget. merchandise development or gross revenues and unplanned 1s when something of import comes up. Other information like cargo inside informations. order lists and bringings are distributed electronically either via electronic mail or intranet web system. Those methods are by and large accepted by the staff as the employees province that they receive clear and concise directives and the directors are glad to have direct feedback.

Cooperation and relationships
Cooperation and cognition sharing between employees or work groups frequently take portion in raising the productiveness. In add-on to that. research consequences show that common cooperation is bring forthing satisfaction among employees and workers. ( Kosfeld and von Siemens. 2011 ) . Relationships in V. Christakopoulos S. A. are warm and tight. It is a household environment. It is a male parent and boy concern and the board of way. consisted by five people. has non changed the last 20 old ages. With the director director’s enterprise. they have cultivated a spirit of teamwork and cooperation. Following the merchandise manager’s words. this did non hold a noticeable impact on the public presentation or productiveness in mensurable agencies. but it narrowed the possibilities of errors being done.

Motivation and rating
Motivating an employee to work is the procedure of demoing the importance of the undertaking that he is ask to set attempt on and to increase the sum of that attempt that will be dedicated to that undertaking ( Mitchell. 1979 ) . Locke ( 1968 ) argued that the form of end pursuing is the most effectual motivation scheme. which besides applies better on specific instead than general ends and that the harder the end. the greater sum of attempt will be given to be achieved. Every section. in the company referred in this survey. has a meeting every six months in order to put its semi one-year ends. As the employees in the accounting section mentioned. there are fiscal fillips. which are being set among with the ends. to actuate the employees to prosecute and accomplish the marks.

As for the directors of each section. they are besides being rewarded with company’s portions. so apart from the fillips. they enjoy the net income. which is handed out by dividends. In long term periods. diligence and difficult work are besides taken under consideration and particular wagess are provided to employees that are considered to hold offered a great trade in the organization’s attempt to develop. The rating procedure is divided in short term and long term studies. Short term rating is carried out based on productiveness and public presentation. Long term rating takes under consideration creativeness and the coevals of new thoughts. In both instances. judgement and evaluation are an duty and duty of the directors.

Decision Making and Leadership
The separation of the kernel on direction and leading is another job of the direction theories that is hard to work out ( Linstead et al. 2004 ) . Although both functions are collaborating towards the same mark. the success of the organisation ( Nienaber. 2010 ) . direction is the processs that maintain the operation of a complex combination of operations and leading is what stipulate the hereafter program of the concern. sets the ends and line up everyone involved to follow that same path ( Kotter. 1990 ) . Both directors and leaders can be determination shapers. which means that they need to be equipped with a set of accomplishments in order to better the manner they solve jobs ( Holian. 2006 ) and they are the 1s to maintain the company competitory ( Nohria and Berkley. 1994 ) . V. Christakopoulos S. A. is following a theoretical account of leading. For every major determination. the pull offing manager makes the concluding call or takes the affair wholly on his custodies. For any capable associating with the merchandise. the declaration besides involves the merchandise director. In general footings. every section handles its ain instances. but there is ever the feeling – and safety synchronically – that the state of affairs is under the control of the senior direction. as reported by an employee of the imports section.

Although the first feeling presents a state of affairs of a monitored and bossy working environment and the employees as inactive member of the organisation. the merchandise director comes in to alter our prospective on the affair. In depicting the character of leading that is being exercised. he highlighted that the company encourages individualism and enterprise every bit good as innovativeness is being rewarded. He introduced Mr. Vassilis Christakopoulos as adult male of inspiration. who is able to act upon his subsidiaries and ease tenseness whenever it is needed. utilizing a batch of wit. There are legion surveies on the impacts of the being of wit in the workplace and they have shown that it serves as many intents as the occasions that it is found to being used ; from covering with emphasis and get bying with high-anxiety state of affairss ( Smith. Harrington and Neck. 2000 ; Yovitch. Dale and Hudak. 1990 ; Hatch. 1997 ) . to gently show feelings and retain balanced relationships ( Trice and Beyer. 1993 ; Holmes 2000 ; Terrion and Ashorth 2002 ) or as Csikszentmihalyi ( 1996 ) noticed. a manner to indirectly fillip of import and sensitive topic. The importance in this instance lies on two factors.

First. it is shown that individuals working in environment that encourage wit. are showing greater degrees of cooperation as they are in a province of positive temper ( Isen and Baron. 1991 ) . Second. harmonizing to researches. it propels freedom of idea ( Bergson. 1911 ; Bateson. 1972 ) and creates an unfastened and accepting environment for new thoughts. impacting positively on organisational creativeness ( Lang and Lee. 2010 ) . Organizational creativeness has to make with productiveness of new thoughts ( Mumfor and Gustafson. 1988 ; Amabile. 1988 ) . It was defined by Woodman. Sawyer and Griffin ( 1993 ) as ‘the creative activity of a valuable. utile new merchandise. service. thought. process. or procedure by persons working together in a complex societal system’ .

Adaptability and direction of alteration

Recently. the fact that some companies perform better than others and the elements that give them such an advantage have drawn a batch of attending ( Garg and Singh. 2006 ) . Surveies have shown that the most competitory companies are the 1s that are more flexible ( Dixon. 1992 ) . Although direction of alteration has been under a batch of research. there has non yet been given the indispensable attending by the concern universe ( Linstead et Al. 2004 ) . It consists all the necessary processs and methods to guarantee that the organisation does non depart from its ends ( Prosci. 2002 ) and that is achieved by placing what needs to be altered. explicating the new line to be followed and seting it into pattern ( Tichy et al. 1990 ) . Because organisations are groups of people working together. in order to continue to a alteration. you have to guarantee that it involves every ring of the concatenation. from directors to employees ( Beatty and Ulrich. 1996 ) . carry them for the grounds that the alteration is taking betterment ( Duck. 1993 ) and do certain that everyone is heading at the same way ( Pattanayak. 2000 ) .

Involving employees and actuating them for a alteration has besides been taken under consideration by writers in the last few old ages ( Morrison and Phelps. 1999 ) . Due to its field and specialisation. the company of our concern. had the ability to be peculiarly flexible. Their program on maintaining in touch with the market is making close relationships with large retail merchants and be in changeless contact with them in order to be able to accommodate to their demands. which of class on their side. conform to the demands of the consumers. As the proprietor accurately points: “You have to be adaptative in order to prolong success for 31 years” . His attempt. as he declares. is to continuously go through this disposition to the executives of the company. In the same context. the changeless alteration. the organisation frequently finances seminars and educational plans to maintain staff up to dated on new engineerings.

Cross – cultural concern and effects
Although people and organisations from different civilizations have been trading for more that two thousand old ages ( Elisseeff. 2000 ) . cross – cultural organisational behaviour does non keep a long back as a topic of research ( Gelfand et al. 2007 ) . Nowadays. it is considered a truly of import factor and cultural accomplishments are regarded to be important on negociating public presentation ( Earley and Ang. 2003 ) . because it becomes more backbreaking to pass on when arising from different civilizations and talk different linguistic communications ( Adler. 2002 ) . Because of the nature of the merchandise. the Grecian company consists one of the first visitants in China and have been in partnership with Chinese companies for many old ages. Therefore they have a batch of experience on the topic on cross – cultural concern and dialogues. The first and bigger job they encountered was the linguistic communication barrier. but it shrunk down over the old ages. with more Chinese professional perusal and geting grades in foreign states ; therefore. going more familiar with the widely used English linguistic communication.

For the merchandise director. it was ne’er a great issue. footnoting that when making concern. you ever come to common apprehension. “We want to purchase. they want to sell” . he says. So practically. what was needed to be done. was to happen the agencies to simplify the procedure. As Lee et Al ( 2001 ) argued. when you eliminate the job of interlingual rendition. you find that different civilizations are structurally matching. Technology so came in to give the solution to that. As written communicating is more convenient than verbal address. e – mails every bit good as the use of exposure and picture. facilitated the exchange of information. There is another issue when two different civilizations. every bit different as an Asiatic and a European. sit on the same tabular array to join forces.

There are divergences in behaviour and manner of life that both sides need to understand and esteem. The import director explains that when one side visits the other partner’s fatherland. he needs to accept his cordial reception and the manner it is offered. Other inside informations must besides be clear. whether it refers to the quality of the merchandise or other demands related to the merchandise that might differ in proportion to each civilization. The whole procedure requires unfastened – mindedness. Last. after exceling the initial obstructions. cross – cultural enterprising can be truly a good as the pull offing manager of the company comments. When he was asked to give an illustration. he said that as his friend and spouse. the Chinese maker. admitted. that they have been influenced by the European civilization and have partly adopted the western know – how. This last statement came to hold with Liu et Al ( 2005 ) that Chinese negotiants are more conformable and adjustive than others.

In this survey. I examined the organisational civilization of V. Christakopoulos S. A. trading company. I canvassed and divided the constituents that define it into subcategories and associated the consequences with relevant literature. It is a company that is designated by a warm. household work environment and has developed a clime of cooperation. The signifier of communicating is direct. with most of the information sing the organisation is exchanged verbally. Authority is centralized and determination devising is concentrated at the senior degrees on direction.

The proprietor and direction manager besides meets the function of the leader. and all important issues go through his custodies. It is an adaptative company that follows the market’s demands and can get by through the troubles that come up when collaborating with spouses that function based on a different civilization. Their ability to set is evident when looking at the company’s age. At first sight. the consequences of the survey imply that there is no demand of any important alteration in the company’s civilization. as it has been running swimmingly for a long period of clip. When giving a 2nd expression at the ends that have been set. it is apparent that all three of them suggest the expansion of the company and the broadening of its entrepreneurial activity. What will go on if the undertaking volume doubles or triples the present? Will that mechanistic construction theoretical account and the non – formalisation on the manner information is distributed coax to cover with these magnitudes?

Taking under consideration the strategic programs of the discussed company. this survey suggests some internal alterations for the company. harmonizing to the constructs and theories of the organisation behaviour subjects. To get down with. there might be a demand of mechanization in order to ease procedures. Furthermore. a constellation of the places inside the company and the specialisation of each position’s activities will take to a networking direction theoretical account with standardised processs. with each section covering with its ain personal businesss. Last. the increased size of the concern will likely necessitate the formalisation of certification. This will function the intent of avoiding errors made by impairment of messages. since they will be officially written down and non carried on verbally.

It is non easy to understand organisational behaviour because there is no specific attack that is able to include all sorts of people and all sorts of state of affairss ( Mitchell. 1979 ) . It is a topic that has many dimensions and in order to unclutter its bleary constructs. we need to continue to many beds of analysis. That is the ground writers have been analyzing each constituent individually. Even this manner. though. no 1 has achieved so far to happen the nucleus of each subject. Another possible account is that the field is altering aboard with the regulations of the market and theory fails to germinate with the same gait. go forthing us behind and giving research workers the function of an perceiver. who devotes his clip on entering the seeable consequences. while at the same clip things maintain on developing. The substance of the current survey. on whatever has to make with the illustrations given by the company supplying the grounds. is that organisational civilization as an result. is a mystifier. which’s pieces come from every individual and component involved in the organisation. Ultimately. adaptability and ability to alter does non merely rely on exogenic factors. but besides has to make with internal personal businesss. Therefore. changeless rating is needed in order to develop. go high and maintain in a prima place.


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