Organizational Behavior

Organizational Behavior – first Bi term

In this assignment, you are to critically read and evaluate a scholarly article’s strengths, weaknesses, and contributions to the study field. Learning how to critique a journal article has several benefits, including preparing you for publishing in the future and keeping you current on the literature in your field of study. The practical application is developing the ability to look at research within your organization and industry with a knowledgeable, critical eye.

The University of the Cumberlands (UC) Library subscribes to many journals and provides you access to appropriate collections to support this assignment. Using the UC Library, locate and review the following peer-reviewed articles:

· Dysvik, A & Kuvaas, B. (2013). Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals.  British Journal of Social Psychology,  52(3), 412–430. https://doi.org/10.1111/j.2044-8309.2011.02090.x.

· Aydogmus, Metin Camgoz, S., Ergeneli, A., & Tayfur Ekmekci, O. (2018). Perceptions of transformational leadership and job satisfaction: The roles of personality traits and psychological empowerment.  Journal of Management & Organization,  24(1), 81–107.

· Fitzsimmons, Callan, V. J., & Paulsen, N. (2014). Gender disparity in the C-suite: Do male and female CEOs differ in how they reached the top?  The Leadership Quarterly,  25(2), 245–266.

· Flocco, Canterino, F., & Cagliano, R. (2021). Leading innovation through employees’ participation: Plural leadership in employee-driven innovation practices.  Leadership (London, England),  17(5), 499–518.

· Kuenzi, Mayer, D. M., & Greenbaum, R. L. (2020). Creating an ethical organizational environment: The relationship between ethical leadership, ethical organizational climate, and unethical behavior.  Personnel Psychology,  73(1), 43–71.

· de Reuver, Van de Voorde, K., & Kilroy, S. (2021). When do bundles of high performance work systems reduce employee absenteeism? The moderating role of workload.  International Journal of Human Resource Management,  32(13), 2889–2909.

Following your review, choose one article from this list; critically evaluate the article’s strengths, weaknesses, and contribution to the study field using the outline below as a guide:

 Cover page

· The cover page will include:

· Articles Title and Author (s)

· Name of Journal (s)

· Date of publication

· Your name

Executive Summary

· Summarize the significant aspects of the entire article, including:

·

· The overall purpose and general area of study of the article.

· The specific problem being addressed in the study.

· The main findings of the article.

Literature Review

· Briefly summarize the overall themes presented in the Literature Review.

·

· Was the literature review applicable to the study, current and thorough?

· Were there gaps in the literature review?

Data Analysis

·

· Identify the methodology used: qualitative, quantitative, mixed? Was the chosen methodology appropriate for the study? Why or why not?

· Did the data analysis prove or disprove the research questions? Explain.

 Results/Conclusion

· In this section, you will address the following:

· Describe the article’s relevance to the field of knowledge.

· Outline the strengths and weaknesses of the article. Be specific.

· Based on the article, what future research do you think needs to be accomplished in this area?

· What are your key points and takeaways after analyzing the article?

Proper APA in-text citation must be used. The review is to be word-processed double spaced, not less than two pages, and no more than five pages in length. Paper length does not include the cover page, abstract, or references page(s)

Organizational Behavior

Introduction

Organizational behavior is the study of the structure, processes, and dynamics of organizations. It involves examining how individuals within organizations interact with one another and their environment. A focus on this field began in the late 1800s when industrialists had to create efficient work forces for their factories. In order to do so, they needed to understand how people respond to different leadership styles or cultures within their groups; however, they also needed to understand how workers learned new things during their working lives so that they could adapt accordingly if necessary (Hoehn & Jackson).

Introduction

Organizational behavior is the study of how people interact with each other and their environment. Organizations can be defined as groups that have shared goals, exchange information and money, and make decisions collectively to achieve those goals. When you’re at work, your job isn’t complete until you’ve done what’s expected of your team; without any outside forces dictating your actions (like a manager), there’s no reason why anyone should give up on their day-to-day tasks just because they feel like it! That being said…

Theories of organizational behavior

Theories of organizational behavior are a group of theories that address the way people behave in organizations. There are five main theories of organizational behavior:

• Theory of motivation: This theory states that people work to achieve short-term goals, such as money and power.
• Theory of leadership: This theory says that leaders have an impact on their followers’ behavior because they use certain methods or techniques to motivate them toward specific goals. For example, if you want your employees to be loyal and dedicated workers who will perform well for you, then you could try praising them for their hard work instead of criticizing them for mistakes made earlier in the day/week/month/year (this might seem pretty obvious). Leaders also use rewards when it comes time for promotions; however, these types aren’t always expected by everyone—some employees might not get promoted until years later because they don’t meet all requirements yet!

Organizational structure and processes

Organizational structure and processes are the way in which an organization is structured, as well as how its members interact with each other. For example, a company may have an executive office with managers who work directly for the CEO. This is called “pyramid structure.” Alternatively, it may be organized into departments such as sales, marketing and engineering; each department has employees who report to their respective supervisors within that department. This type of organizational structure would be called “hierarchical” because there’s some kind of chain of command involved—you have one person at the top who knows everything about everyone else’s job description on down below him/her until you reach your lowest-level employee (like say someone who makes coffee).

Organizational structure also affects how well your organization can fulfill its mission: if all employees are working under one supervisor instead of having individual tasks broken up into smaller groups like what we saw in our previous examples above then this could cause problems when trying to achieve goals such as increased productivity or improved customer satisfaction because they’d need more resources than necessary just so they could manage everything alone without any help from anyone else! So make sure that whatever kind(s)

Leadership and management

• Leadership and management are two different things.
• Leadership is the process of influencing others to achieve a goal.
• Management is the process of directing, controlling and planning the activities of an organization.

Leadership can be learned; it’s a skill, not something innate or genetic (although some people may be born with leadership qualities). However, leadership is complex because it requires both personal characteristics and organizational context—and there’s no single recipe for success in either area!

Work groups and teams

Work groups and teams are two different entities. Work groups are small groups that work on a specific project or task, while teams have more members than just one person. The purpose of both types of groups is to solve problems within your organization, but they do it in different ways:

Work Groups

The main purpose of a work group is to complete specific tasks efficiently and effectively by using skillsets from multiple individuals who have complementary strengths. Teams consist of people who share common interests or expertise (like marketing experts) rather than individual skillsets (such as engineers). This can be helpful when you need someone with experience working with customers or computers but no knowledge about marketing strategies or sales numbers!

Workplace culture and climate as they relate to organizational socialization, learning, and adaptation

Organizational culture is the collective beliefs, values and assumptions that guide the actions of members of an organization. It’s often described as a shared vision or mission statement that guides decision-making processes.

Organizational climate refers to how employees feel about their work environment—the emotional and psychological conditions they experience at work. These feelings are influenced by factors such as:

• The nature of individual roles (e.g., manager, leader)
• The degree to which people feel connected to other employees in their group (e.g., whether it feels like you belong)
• The overall atmosphere around you (e.g., if it feels open or closed off).

Organizational behavior is the study of the structure, processes, and dynamics of organizations.

Organizational behavior is the study of the structure, processes, and dynamics of organizations. It is a social science that applies psychology to organizations.

Organizational behavior is concerned with how people behave in organizations; it also provides insights into how different types of rewards and sanctions affect employee behavior.

Conclusion

Theories of organizational behavior are a useful way to understand how organizations work. They help us understand how people interact with their environments and the importance of group dynamics. This knowledge can be applied in many situations, such as when leaders want to improve their company’s performance or when an employee needs assistance changing their behavior or improving skills necessary for success at work.