Organizational behavior theories and individual behavior
Question:
Discuss about the Theories Of Organizational Behavior.
The study is focusing on how the theories of organizational behavior could be applied in organizational setting. It should be describing the importance of different organizational behavior theories which needs to be applied in order to understand that how individuals could behave and act properly within the organizational setting. Stereotype is basically an individual or individuals present in a team or group which has a totally different perception and behavior in comparison with the other individuals working in any organizational setting (Barak 2016). The stereotypes could be positive, negative or neutral as well.
The study should also be portraying the organizational behavior problems and the outcomes of the situations taken place within any settings. It should be reflecting on the different managerial interventions with the context of social, ethical and cultural issues highlighted in this study. It should also be focusing on the merits and demerits of the area under study. It is also depicting that how the current developments in the organizational behavior has been influencing the actions taken by the individuals working within the organizational settings as well. It is also based on the discovery of the relevant themes as well the different issues found from the topic area.
Organizational behavior is basically the study of the perceptions and the behavior of the individuals or the groups by which the organizational effectiveness could be measured. This is generally a wide concept which is related with how the individuals at workplace could be able to interact with each other in order to promote the effectiveness and sustainability of the organizations (Streets and Major 2014). Organizational behavior is also defined as the study indicates that how the structure, communication, culture and other aspects of the individuals is influencing the effectiveness of any settings (Brescoll et al. 2012). This is basically the study of how and what the individuals do at their workplaces and how their perception and behavior is actually affecting the organizational performance as well. It should be including the study of how people communicate with each other which is linked with the culture of the individuals. It also tells that how the top management is dealing with the different organizational behavior related issues which are useful in depicting the solutions for the top management to deal with the individuals working in the different settings.
The positive as well the negative stereotypes could be both harmful for the organizational settings as they are hampering the organizational effectiveness, culture as well the overall performances. The positive stereotypes are the individuals who are positive towards the culture, ethnicity and the other aspects of the human life. The problem is that the positive stereotypes are not considered as good in the society as well in the organizational settings (Brescoll et al. 2012). The clarification and the evidence will be highlighted in the study. On the other hand the negative stereotypes are the individuals who cause harm to the different aspects of the organizational settings. They have only the negative thoughts which have been influencing their behavior and attitudes in a different way for the other individuals or the individuals present in a team or group in the setting (Malos 2015).
Organizational behavior problems and managerial interventions
According to Barak (2016) it is better to rely on stereotypes rather than entering in relationship with any other individuals of different culture before knowing that what their perceptions are. This has some of the advantages which are related with the individuals personally as well as professionally. According to this essay statement, personally when you are down and out and could not be able to make decisions of your own, then at that time someone is needed to make that individuals to be able to make the decision in an effective manner (Voyles Finkelstein and King 2014). The discussion with the stereotype sometimes helps the individuals to tackle new situation in personal and in professional life as they can be able to make quick and effective decisions (Dhanani and Wolcott 2014). The relationship with the stereotype rather than individual belong from neither culture helps in categorizing the people, and make it easier for me to understand the behavior of the stereotype much easier as compared with the individual having a different culture altogether. The relationship with the stereotypes of the individuals or the groups of individuals will help in enhancing the self esteem of the normal individuals and this will be influencing motivation for that specific individual within the setting (Inzlicht and Schmader 2012). In the context of gender stereotype, it is seen that the males and females at workplace have the different advantages which is useful for the promotion of organizational effectiveness (Voyles Finkelstein and King 2014). The males could be able to become great leaders as compared to the females as the males are sensible speakers and they knew how to argue or provide logical reasoning behind their logic (Flanagan 2015). So this is useful in promoting the performance of the organizations. On the other hand females are much more empathetic than the males so this helps in building stronger relationships for the individuals with the females rather than the males. So this is useful in developing relationship with stereotypes rather than entering relationship with the people belonging from a different culture (Casad and Merritt 2014). It is also seen that the females have good interpersonal and communications skills which might help them to become a public speaker and have the ideal approach and interact quite effectively with the individuals as well with the clients of any organizational setting. The effective communication and the interpersonal skills have been useful in bringing in new and effective ideas for the organizational performance to be improved. The females are also much more caring on their works or the activities they perform (Casad and Merritt 2014). They can be able to work much more as a team rather than the males whenever they face any issue and this will help in bringing support and collaboration. This makes the organizational effectiveness to be improved.
The demerits of entering in relationship with a stereotype rather than entering in relationship with an individual coming from different culture is that the quick judgment of decisions might prove to be harmful for the individual as well for the organizational performance. It is also seen that the individual entering in relationship with the stereotype might not get the priority which they think will get it (Brescoll et al. 2012). The society should be making the individual get derived of their rights they have it and this will develop frustration and anxiety for the normal individual. This will also have a negative effect on the performance as if the individual is frustrated, then the individual could not be able to perform at their best. It is also seen that the individual coming in relationship with the stereotype might harm the individuals present in the team as the ideas of the stereotype might get mixed with the ideas of the co members which have the chances of decline in the organizational effectiveness (Inzlicht and Schmader 2012). It is also seen that there is harm in the team work to be taken place when the individual come in relationship with a stereotype as the ideas and the perceptions of the stereotype gets matched with that individual (Malos 2015). This develops conflict among the team members with that individual and the individual could not be able tom work for a long time in a team.
Social, ethical, and cultural issues in organizational behavior
The relationship with the stereotype for an individual also creates social issues. It is important that in any social situations or workplace like in communities, or in schools, the stereotyping creates negative thoughts and perceptions not only for the individual but also for the stereotype with whom the individual have a relationship (Flanagan 2015). For example, if female boss is given the opportunity to manage a team consisting of all the male members, then any of the male present in the team might become a stereotype (Heilman 2012). The males feel that the female as their boss should not deserve the position. On the other side the female also feels that women are less capable of managing a team and feels that the female is incompetent. This will be creating negativity for the female as well for the male stereotype. This will affect the performance of the employees which in turn declines the quality and the performance level of the individuals in any organizational setting.
It is seen sometimes that the individuals entering in relationship with the stereotypes rather than an individual coming from different culture, behave as the stereotype. The individuals in relation with the stereotype does not have the trust and loyalty with the team members and this might reduce the progress of the team members along with that individual who performs very well for the organizational setting (Lewis Jr and Sekaquaptewa 2016). When an individual enters in relationship with the stereotype then it causes harm to the community where the individual lives in. There has been an influence on the behavior of both the individuals and the stereotype takes place. They are getting abused and as well as mistreated inside the communities they live in and the negative influence is on the other people living in the society takes place (Heilman 2012).
Conclusion
From the study it is evident that the individuals entering in relationship with a stereotype rather than with the individual having a different culture has both positive and negative effects on the personal and professional life of that individual. The stereotyping effect has positive and negative impact on the organizational effectiveness and performance of any organizational setting as well. It is concluded that stereotypes are commonly associated with each and every organizational settings. Hence, there is the need of developing strategies in reducing the stereotyping effect on the organizational performance.
References
Barak, M.E.M., 2016. Managing diversity: Toward a glorganizational behaviourally inclusive workplace. Sage Publications.
Brescoll, V.L., Uhlmann, E.L., Moss-Racusin, C. and Sarnell, L., 2012. Masculinity, status, and subordination: Why working for a gender stereotype violator causes men to lose status. Journal of Experimental Social Psychology, 48(1), pp.354-357.
Casad, B.J. and Merritt, S.M., 2014. The importance of stereotype threat mechanisms in workplace outcomes. Industrial and Organizational Psychology, 7(3), pp.413-419.
Dhanani, L.Y. and Wolcott, A.M., 2014. The missing piece: noncognitive stereotypes and stereotype threat. Industrial and Organizational Psychology, 7(3), pp.422-424.
Flanagan, J., 2015. Gender and the Workplace: The Impact of Stereotype Threat on Self-Assessment of Management Skills of Female Business Students. Advancing Women in Leadership, 35, p.166.
Heilman, M.E., 2012. Gender stereotypes and workplace bias. Research in organizational Behavior, 32, pp.113-135.
Inzlicht, M. and Schmader, T., 2012. Stereotype threat: Theory, process, and application. Oxford University Press.
Lewis Jr, N.A. and Sekaquaptewa, D., 2016. Beyond test performance: A broader view of stereotype threat. Current Opinion in Psychology, 11, pp.40-43.
Malos, S., 2015. Overt Stereotype Biases and Discrimination in the Workplace: Why Haven’t We Fixed This by Now?. Employee Responsibilities and Rights Journal, 27(4), pp.271-280.
Streets, V.N. and Major, D.A., 2014. The limited utility of stereotype threat research in organizational settings. Industrial and Organizational Psychology, 7(3), pp.447-449.
von Hippel, C., Sekaquaptewa, D. and McFarlane, M., 2015. Stereotype threat among women in finance: Negative effects on identity, workplace well-being, and recruiting. Psychology of Women Quarterly, 39(3), pp.405-414.
Voyles, E., Finkelstein, L. and King, E., 2014. A tale of two theories: Stereotype threat and metastereotypes. Industrial and Organizational Psychology, 7(3), pp.419-422.
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