I. as a somewhat reliable predictor of human behavior

I.                  
INTRODUCTION

Organizational
behavior is a field of study that investigates the impact individuals, groups,
and structure have on behavior within organizations, for the purpose of
applying such knowledge toward improving an organization’s effectiveness
(Robbins & Judge, 2016, pg 3). The study of organizational behavior not
only benefits the employees, but employers as well. A company’s long-term and
short-term financial strengths are determined by their ability to deliver
sought-after products, and this can only be carried out by the people and the
organizational culture and structure.  

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Managers
must make it a priority to understand behavior, and in doing so they must
understand how the culture of an organization influences the behavior of their
employees and vice versa. The creation of organizational culture also helps
hold a company together by setting behavior standards either verbally or orally
to guide behavior in the workplace. In this modern world, organizational
behavior has proven to be very important for managing effective teams, and it
serves as a somewhat reliable predictor of human behavior in an organization.  Due to the rapidly changing business cultures
and competitive business markets, I believe organizational behavior has become
more significant in recent times.

Business
leaders must make it their mission to be knowledgably on how to motivate their
employees, promote job satisfaction, and effective team functionality. In order
to promote development in an organization, I believe it is imperative to push
for heterogeneity of teams in to produce more effective outcomes because the
time that employees spend with one another also allows for them to share more
information, whereby their work attitudes become more important in their
relationships than surface-level traits. Organizations may be influenced by not
only policies but also structure, which is why diversit practies within an
organization has a signigicfant effect on innovation, creativity and
motivateion.

 

II.               
ORGANIZATIONAL
CONCEPTS ANALYSIS

Diversity
is a concept that encompasses respect and acceptance to promote individuality
and uniqueness. Organizations that consist of different people from different
backgrounds tend to be more financially profitable and innovative.  I believe that inclusion i.e. a perfect
representation of all ethnicity, genders, and varying age and religious groups in
the workplace, is very important. Every single person in the workplace must
feel welcome and comfortable enough to be themselves in workplace so that they
can be motivated to perform better thus increasing their contributions to the
organization. I consider that a win-win situation for both parties i.e. the
organization and employee.

Organizations
have become more inclusive and tolerant of diversity including enacting formal
policies against workplace discrimination. However, research suggests that
discrimination in organizations remains pervasive and that policies are often
unenforced (Miner and Cortina, 2016). Ensuring diversity in organizations
starts from the top of the hierarchy i.e. the leadership level. At this level,
business leaders can strive to provide their employees with the tools needed to
shine by reassuring and setting a mandate that it is okay to be yourself.  Organizations ought to encourage a sense of
belonging in the workplace by having a desire and goal to build a diverse
culture and thus hire individuals who are open to working with people of all
different nationalities, skin colors, genders and sexual orientations. If
organizations can set this tone at the workplace, it is inevitable for that
attitude to spread throughout the workplace.

In
the United States of America, women continue to be underrepresented at every
level in businesses. Women are also more likely to be supporters of diversity
management in the workplace because of this gender bias. In a male-dominated
context, male workers, members of the numerical majority group, have higher
positions and more resources than female workers because of their higher status
and power; thus, female workers, members of the numerical minority group, are discriminated
against by the numerical majority group with regard to sharing information and
resources. (Kim et al, 2015). Evidently, men make up majority of the workforce
and they also take up most of the higher ranked positions in organization due
to the fact that we are still living in a patriarchy system, where men have
more authority than women! Additionally, these women who hope to rise in ranks
at the workplace are deemed hysterical and too forceful. There is a great deal
of gender bias regarding how society views strong and opinionated women, and
are thus punished for this.

Religious
discrimination in the workplace is an issue that continues to rise due to
minority faiths like Muslims, Sikhs and Seventh-day Adventists.  I believe this is so because of the blatant
ignorance in this country, and the religious and cultural hostility demonstrated
by the leader of this free world. Even though there are laws and guidelines put
in place for religious discrimination i.e. Title VII of the Civil Rights
Act of 1964 which prohibits, among other things, religious discrimination in
any facet of employment, I am sure discrimination still happens. This right
also prohibits employers from refusing to accommodate employees’ religious
beliefs or practices. Due to the recent turn of events in America, I believe
this religious discrimination has risen significantly because of the very
evident xenophobia in this country.

 

 

III.            
DIVERSITY
MANAGEMENT OUTCOMES

Diversity
management is the key to growth in today’s fiercely competitive global
marketplace.  Organizations that seek dominance on a global scale must
embrace diversity – in how they think, act and innovate.  Diversity can
no longer just be about making the “diverse quota”, but rather
how an organization treats its employees.  A system of diverse groups has the potential
to spawn creative ideas and solutions. Although a creative process can be
produced by groups independently, organizations that apply the
integration-and-learning perspective may motivate group members to
intra-communicate thereby developing a collective of creativity. In other
words, group creativity has the potential to aggregate to firm level creativity
in preparation for innovation to flourish (Lambert, 2016). Companies that are committed
to diverse leadership are generally more successful because millennials, who
make up majority of the workforce, consider diversity to be a priority in a
potential employer. The more diverse a company is, the better they are able to
win top talent and improve their customer orientation, employee satisfaction,
and decision making, and all that leads to a cycle of increasing profits.

 

IV.            
CONCLUSION

Diversity
is much more than just a multicultural issue; it is about embracing many
different types of people, who stand for different things and represent
different cultures, generations, ideas, and thinking. If business owners want
their organizations to grow and develop for the better, they must be proactive
in breaking down these barriers and allow diversity to flourish in
organizations by educating more and more people about the benefits of inclusion.

 

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