Summarization of Articles
Discuss about the Critically Analysis Of Organizational Behavior.
The purpose of doing article analysis is the demonstration that analyzer had read, understood and can affectively apply the learning outcomes to the particular business field and for the demonstration of critical thinking capacity. Classically, the analysis of article considers three things; Summarization of the main points of the article, analyze the offered evidence for the support of main points of the writer, pointing out of the arguments’ flaws, reflection on the article significance and its connection with other concepts and importance in the business field. This report will analyze the articles that are based on organizational behavior and human decision making. In this report, will be critically analyzing the current three articles through summarization, comparison, and recommendation (Chen, 2016). This analysis will support the elaboration of knowledge and learning of the current topic. Organizational behavior is the study that involves the impact of team, individual and behavior in the organization. This study supports the information regarding effective working and how the behavior of individual affects the performance of the organization. As an organizational behavior and human decision making have an impact on each other because both affect the organization performance.
For the article analysis, this report will consider the three articles from different journals that are based on the same topic. After that, there will be a summarization of three articles, analysis of the main points and after that recommendation for current topic.
According to the first article, the organizational behavior is the study that examines the impact of groups or team, individuals and structure on the behavior in the organization for application of the knowledge to improve the organizational effectiveness. Organizational behavior includes the topics motivation, interpersonal communication, leadership power and behavior, group process and structure, attitude perception and development, learning, conflict, change process, job design and work stress (Tsai and Wu, 2010). Organizational behavior is undertaken for the management of conflicts, stress, intergroup behavior and group level decision making, According to the article, there are different types of components that should be controlled for development of organizational behavior to the direction of improved performance (Tsai and Wu, 2010). The first component is people that involve the identification of people’s spectrum needs, management of interpersonal relationship, understanding of the individual’s goal and their relation to organizational strategies. The other component is the structure related understandings and their modifications depending upon the requirement of the hour that includes the latest technology, policies, rule, regulations, processes and procedures, authority delegation (Tsai and Wu, 2010). The other component is a job that means jobs should be given to individual depending upon aptitude and compatible processes with used technology. The internal and external environment is another component. Internal component is related to personal policies and action of the manager and external environment relates to the cultural, legal, and social and rules and regulations of the government that are to be taken care.
Analysis of Articles
According to the second article, the competitive pressure on the organization continues to support and the skillful management search for the firm strengthening relation to the competitive advantage and operational effectiveness. The effectiveness of the technological resources, management deployment, and strategic initiatives depends on the motivation and quality of the workforce. The basic theme behind the organizational behavior is the development and strengthening of the competitive advantage of the organization by enhancement of manager’s hold on the workforce. In this article, researchers have analyzed the contribution of the employees work on the productivity and effectiveness of the firm. This field has three analysis unit that is a group, individual and the organization (Chen et al., 2012). An individual-employee level is the micro aspect of the organizational behavior that emphasizes the personality traits, motivation to work, employees attitude, group formation, decision making, and leadership. The macro approach emphasizes the organization that is the primary analysis unit that relates to organization design and structure. Organizational management differs from the organizational behavior as it deals with the achievement of the organizational goal through the work force but the organizational behavior is the behavior of the individuals at the workplace (Chen et al., 2012).
According to the third article, overconfidencedefined as an exaggerated sense of confidence in someone knowledge’s accuracy and cognitive estimates such as people are mostly overconfident about their answer’s precision to different questions asked of them. But effective decision making normally requires accuracy and precision what someone knows and does not know, especially over precision in someone’s knowledge is essential in the organization. Overconfidence is defined as better than the average effect that is a second common bias of self enhancement (Rezaei and Barzoki, 2017). This effect emphasizes the ability of someone related to the other organizational people. The third strand that is illusory control defined as overestimation of someone’s personal control on the outcomes that are either fall or change based on the individual control. The illusory control that has been related to power is different from overconfidence in someone’s knowledge as the previous links to the perception through someone’s ability or action, she is capable of impacting outcomes than she is actually. Overconfidence is different from illusory control both empirically and theoretically but at the theoretical basic level, both constructs express different control style that the people pursue. Illusory control plots onto the primary control concept that is characterized as the efforts for the satisfaction of someone’s need by directing modifying the environment (Rezaei and Barzoki, 2017). In comparison, overconfidence plots the secondary control concept that refers to the achieving the goal through precisely understanding and predicting someone’s environment.
Recommendations
After the summarization, the next step is an analysis of the three articles.
Through the critical analysis of the three articles, it is stated that all the three articles demonstrated that the organizational behavior is the behavior of the team, group and structure in the workplace for the knowledge for the improvement of the effectiveness of the organization. The organizational behavior has great impact on the performance of the organization (Barzoki and Rezaei, 2017). As in the second article, it is stated that competitive advantage can be achieved through management of the organization behavior. The organization behavior include motivation, interpersonal communication, leadership power and behavior, group process and structure, attitude perception and development, learning, conflict, change process, job design and work stress. The entire three articles agree that the organizational behavior has impact on the organization performance, effectiveness and competitive advantage.
According to the articles there are different components that impact the organizational behavior are people, technology, job, and environment. As the people’s goal orientation towards the goal of the organization, use of improved technology, jobs should be allotted to the right person according to their attitude, qualification and skills, environment both internal and external; internal means process, procedures and manager’s action, external environment means legal, cultural, social and rules and regulation of the government that should be taken care off (Barzoki and Rezaei, 2017). The competitive advantage can be achieved through the effective behavior management that means manager have good interpersonal relationship with teams, motivation of the employees through incentives, appreciation, training and workshop, good leadership quality of manager, job profile of the employees according to their skills, knowledge and education, orientation of personal goal towards the organizational goal (Fuchs and Edwards, 2011).
The organizational behavior has impact on the decision making process as effective organizational behavior directs better decision making. The manager has responsibility to maintain good organizational behavior (Fuchs and Edwards, 2011). If the manger have feeling of overconfidence than he or she will do wrong decision making because his overconfidence behavior will direct the improper decision making that leads to the ineffective performance of the organization and competitive disadvantage. The overconfident person has wrong perception about their own knowledge and this wrong perception leads to wrong decision. Thus from the analysis of all three articles it is revealed that the organizational behavior and decision making are interrelated terms (Akinbode, 2011). There are different types of the organizational behavior from them manager leadership behavior is discussed in the third article (Fuchs and Edwards, 2011).
According to which if a manager has overconfidence on his ability and knowledge then its leadership will provide wrong direction to team that leads to the inefficient performance and competitive loss of the organization. On the whole sum, organizational behavior has great impact on decision making, effective performance, and competitive advantage in the workplace (Strongman, 2013). All three articles revealed that if there is any negative interpersonal relationship, leadership, motivation, structure, process or environment that will surely affect the organization performance such as in the third article, overconfident leader will do wrong decision making and hence impact the organization performance, so there is need of positive organization behavior for competitive success and performance of organization (Isfahani and Rezaei, 2017).
From the reading, understanding, and analysis of above three articles, there are few recommendations about the organizational behavior and its impact on decision making, performance and competitive advantage of the organization. As this essay has critically analyzed the three articles related to organizational behavior topic, from all these it is clearly recommended that the good organizational behavior leads to perfect decision making, effective performance and provide a good competitive advantage. Thus for the management of the organizational behavior, the organization should concentrate on the components that impact the organizational behavior. The first component that is people or employees those work for the organization. There should be proper consideration of the needs of the employees such as handsome salary, provision of fresh water, accidental and health insurance, working hours and so on. If all these needs should be properly considered, it helps in maintenance of the good interpersonal relationship between employees and employers. The second component is the job that means right job should be given to right person. The job should be allotted to the person that deserves it that means the person that has knowledge, qualification, and skills of allotted work. The third component is the technology, which means in the organization, there should be advanced technology that supports the efficient working of the employees. The third component is a motivation; every person requires motivation for the work. The motivated increase the performance of the individual or a team. The motivation can be done by giving appreciation to the individual for his best performance; this can be done by provision of incentives, prizes, salary increment, workshop, and training(Dunphy, 2017). The last component is an environment that includes the internal and external environment. Internal environment means the process and procedure used by the organization, for the maintenance of a good internal environment; there should be a culture of communication between employees, managers, and employers. There should be a regular meeting of employees, managers, and employers in which there is a discussion on goals and objectives of the company, strength, weakness, opportunity, and threats to the goal and also on the improvement of the weakness and minimization of the threats and utilization of the opportunities. There should be a formal suggestion from the employees regarding this and every employee has right to speak and discuss their problem with the managers and employers. All these support helps in maintenance of the good internal environment (Dunphy, 2017). The external environment is difficult to improve as it has the impact of external factors such as social, cultural and governmental but good internal environment reduce the impact of the external environment. Thus, the maintenance of good organizational behavior supports the growth of the organization through the better performance of the employees and competitive advantage.
Conclusion
In the last, it is cleared that organizational behavior has an impact on the performance, competitive advantage and decision making process. From the summary and analysis of all three articles, this statement is well established. As the first article has a discussion of the components that impact the organizational behavior that is employees, technology, job, motivation, and environment. Through the organizational behavior, all these components can be maintained properly and hence the manger and employers can make the right decision that favors the growth of the organization. In the second article competitive advantage of the organizational behavior is discussed. In this article, there is a discussion that how the good organization behavior provides competitive advantage through the orientation of the personal goal towards the organizational goal. In the third article, there is a discussion on the impact of the overconfident behavior on the decision making and hence on the performance of the organization. The overconfident manger has the wrong estimation of their knowledge and abilities and accordingly he or she will make the wrong decision that will affect the performance and competitive environment of the organization.
References
Akinbode, G. (2011). Demographic and dispositional characteristics as predictors of organisational citizenship behaviour. IFE PsychologIA, 19(1).
Barzoki, A. and Rezaei, A. (2017). Relationship between perceived organisational support, organisational citizenship behaviour, organisational trust and turnover intentions: an empirical case study. International Journal of Productivity and Quality Management, 21(3), p.273.
Chen, S., Yu, H., Hsu, H., Lin, F. and Lou, J. (2012). Organisational support, organisational identification and organisational citizenship behaviour among male nurses. Journal of Nursing Management, 21(8), pp.1072-1082.
Chen, X. (2016). Celebrating fifty years of organizational behavior and decision making research (1966–2016). Organizational Behavior and Human Decision Processes, 136, pp.1-2.
Dunphy, S. (2017). Using Hollywood’s greatest film scenes to illustrate concepts of organisational behaviour and management. Behaviour & Information Technology, 26(2), pp.179-185.
Fuchs, S. and Edwards, M. (2011). Predicting pro-change behaviour: the role of perceived organisational justice and organisational identification. Human Resource Management Journal, 22(1), pp.39-59.
Isfahani, A. and Rezaei, A. (2017). The impact of perceived organisational support on organisational citizenship behaviour: the mediating role of organisational trust. International Journal of Business Excellence, 13(4), p.441.
Rezaei, A. and Barzoki, A. (2017). Relationship between perceived organisational support, organisational citizenship behaviour, organisational trust and turnover intentions: an empirical case study. International Journal of Productivity and Quality Management, 21(3), p.273.
Strongman, L. (2013). The Psychology of Social Undermining in Organisational Behaviour. The Australian and New Zealand Journal of Organisational Psychology, 6.
Tsai, Y. and Wu, S. (2010). The relationships between organisational citizenship behaviour, job satisfaction and turnover intention. Journal of Clinical Nursing, 19(23-24), pp.3564-3574.
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