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Employee Well-being Executive Summary
As an Organizational Behavioral Strategist for A&M Strategies, my duty is to evaluate and develop strategies on organizational design and business processes. I have been assigned a current project that requires a deep dive into organizational behavior and leadership concepts and how implementation of these concepts could improve overall performance within an organization. I have been asked to make a business research report that contains a thorough analysis of organizational behavior and leadership for an upcoming strategic planning meeting with A&M leadership.
Organizational Behavior Defined
Organizational Behavior describes “the behavioral dynamics that occur between groups and individuals in an organizational setting. (Borrego, 2022)” The main goal of organizational behavior is for the company to understand how employees are motivated. This involves measuring job satisfaction by including an unbiased reward system, an enjoyable work environment, good managers and ensuring that the employees are challenged. When an organization can pinpoint how to motivate an employee, supervisors are able to increase productivity by amending and improving work policies to increase employee job satisfaction.
Organizational Behavior’s Impact on Performance
An employee’s performance is based off of a company’s behavior. They have their own skills and beliefs. Organizational behavior analyzes the attitude and performance of an employee to ensure the employee is engaged and working effectively. The company’s culture, procedures and structure can all effect an employee’s behavior, which can in return impact an employee’s productivity and performance. Organizational behavior can assist the hiring manager in locating an employee that best fits the company culture. It also allows employees and supervisors to navigate through a company’s while ensuring employers understand how that culture can either help or hurt the employee’s productivity. When employee’s feel respected at work, they become more responsible, then become a part of the team. Based on a study of 20,000 employees conducted by HBR and Christine Porath, results show that “employees are more engaged with work when they are treated with respect. (User, Impacts of organizational behavior in the Office 2020)” This will ensure that employee’s are committed to their work with their goals aligned with the company. Organizational behavior offers guidelines to assist company’s in evaluating a job candidate by their skills and personality, which will allow human resources to find possibly the best fit for each department in the organization.
Leadership Practices That Impact Organizational Performance
Many things can impact an organizations performance, but when employee’s have the right leader in their corner, positive organizational performance tends to increase. When leadership reflects a positive and innovative environment, it can affect the company’s culture positively. When leaders help employee’s grow within the organization and offer open dialogue about work related issues, employees begin to trust their leaders. This can be achieved by assisting with goal setting, offering feedback, constructive criticism, growth, and offering recognition when necessary, its easier for supervisors to reinforce organizational values.
One leadership practice that impacts organization performance is facilitating positive interactions. When an employee can interact positively with their peers and supervisors, it creates a desirable work environment. An example of positive interactions is taking the time out to see how your employee’s weekend was. Getting to know employees on your team individually by starting casual conversations and ensuring their experience and interactions are positive can go a long way when earning a trust of your employee’s. This will also allow myself as a supervisor to get to the root of any issues an employee may have. This will allow the employees on my team to express their concerns and receive clarification while the supervisor can understand the employee’s goals, interests and even challenging parts of the job.
Another leadership practice that could impact organizational performance is proper training and knowledge of and amending policy. Ensuring the organization has policies that promote good work habits, punctuality, proper attire and effective communication can all impact the performance of the organization. These policies should be implemented to ensure organization and positive momentum. Holding trainings about effective communication, team building and diversity and inclusion can give employee’s the information necessary to ensure they understand the importance of communicating effectively with peers, as well as how team building and ensuring each employee is equally involved regardless of their background, can positively affect the work environment.
In order to learn new communication skills, employees can engage in roll play to help implement new practices. Role play can assist in making new policies and practices feel normal and well as getting staff accustomed to new policies. “As you give your employees an increasing number of skills, which enable them to deal with problems in the workday or the gaps in their
own skill set, you increase the chances for the team to have a greater number of positive interactions. (Leonard, 2019)” The use of team building can turn a negative situation between two employees into a positive situation because this helps each employee understand others’ point of view. Team building is good for improving social relations and defining each team members role and should be practiced by every employee including leaders and supervisors. These trainings and policies are key to positive interactions in the workplace.
Importance Of “Cultural Intelligence” On Organizational Performance
Cultural intelligence is the ability to “interpret someone’s unfamiliar and ambiguous gestures the way that someone from the same culture would. (P. Christopher Earley and Elaine Mosakowski, 2004)” This includes being sensitive so someone else’s cultural norms and relating to diverse situations. This goes hand in and with diversity and inclusion. When you have employee’s that possess cultural intelligence, they assist in bridging the knowledge gaps by educating their fellow coworkers about different cultures and the importance of them. This will assist in building personal relationships while promoting a multicultural workforce. Aside from a personal and peer level, cultural intelligence encourages innovation and creativity in the workplace. This is because those employees are able to provide the company with various resources that would assist in the company receiving insight from different perspectives, which having a diverse workforce allows. It is clear that cultural intelligence is important in the work place. It gives the company a competitive advantage and improves communication between peers, cooperation of employee’s and promotes teamwork and performance. Its thought to be one of the most important traits an organization can carry.
As an Organizational Behavioral Strategist for A&M Strategies, my duty is to evaluate and develop strategies on organizational design and business processes. My assignment was to evaluate organizational behavior and leadership concepts in the company as well as implement concepts that may improve overall organizational performance. When associating the organization with organizational behavior, its important to understand what motivates employees and how to keep them motivated by determining if employees are satisfied with their job and if now, how to improve job satisfaction. In return, productivity and innovation will improve. An organization’s performance is based solely on how employees are treated.
When employees are treated with respect, and supervisors genuinely care about their employee’s, they perform better. Also, managers can change policies and offer new trainings to ensure that employees are performing to their highest potential. New policies should be implemented that reflect employee respect and innovations as well as setting standards and expectations for staff. Training is necessary to not only refresh employees of the operations of the organization but to also introduce new strategies for employees to utilize to their advantage. Lastly, having employees from different cultural backgrounds is key to innovation, having a creative environment, better decision making and offering a cultural reputation of the business, which invites more diverse customers.
Uhl-Bien, M., Piccolo, R., & Schermerhorn, J. (2020). Organizational Behavior (2nd ed.). Wiley. Understanding and Developing Organizational Culture. (2022). SHRM.Org. Retrieved April 19, 2022,from
What is organizational behavior? – USI online (2020) University of Southern Indiana. Available at: https://online.usi.edu/degrees/business/mba/human-resources/what-is-organizational-behavior/#:~:text=Organizational%20Behavior%20(OB)%20is%20the,more%20efficient%20and%20cohesive%20organizations. (Accessed: October 8, 2022).
Fuller, J. B. (2006). Organizational Behavior. In M. M. Helms (Ed.), Encyclopedia of Management (5th ed., pp. 620-621). Gale. https://link.gale.com/apps/doc/CX3446300213/GVRL?u=mnarasmuss&sid=bookmark-GVRL&xid=6fb2295a
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