A Plan for Positive Influence on Team Behavior

2 of Understanding and Managing Organizational Behavior: Exhibit 2.5, 2.6, and 2.7 MGT 312 WEEK 2 Personality Impact Paper

In healthcare settings a multidisciplinary team (MDT) approach is required to provide a safe and quality holistic care for patients. To achieve this, the different healthcare professionals must work together in order to achieve their goals and promote patient safety. This assignment aims to explore the importance of team work in healthcare. In addition it will consider the qualities and behaviours of a team leader as well as the team behaviours necessary for effective team performance.

The first chapter introduces us to the basics of organizational behavior and the challenges that individuals face in today’s competitive world. An organization is an integration of people, structure and technology to meet an objective. Every organization consists of formal and informal elements. Formal elements include aims, objectives, products and services, whereas informal elements include the range of emotions related to the business. For this integration to work smoothly, organizational behavior is a key. So, what exactly is organizational behavior? It is the way in which an individual or a group behaves within an organization. Personality, decision-making, personal networks, and ethics form the core of organizational behavior. For any person in the work field today, overcoming change is a big challenge. These changes do impact individual behavior. They can be turned into opportunities by being optimistic, having positive framework, listening actively and asking questions. CEOs of several national and multinational companies like Google, Microsoft and Tesla face challenges that are driven by global competition and demand. It is this competition, which encourages companies to sustain, compete and

Our team has been brought in to assist you in accurately assessing the members of your team to maximize their performance and potential. Our goal is not to tell you which team members should be assigned to various positions, but to provide an in-depth assessment of personality traits, responsibility, motivation, ethics, and typology. In this assessment, we will provide you with the following information: assessments of the individual members of your team, including possible strengths and weaknesses, how the group interacts and communicates with its individual members, and how the group interacts and communicates with individuals and groups outside of itself. With this information, we can advise you on the best way to lead and

Overall, I feel that our team is working well together. At first, I was very skeptical going into a group of five people and not knowing anyone. Yes, within the group there were familiar faces, but I had never talked to any of them. It turns out that the one thing about our group that makes us click so well, is that none of us were friends before. This allowed all of us to get to know one another and understand how each of us work in a group. I love the fact that we don’t have those two people who are very close and agreeing only with each other. It allows us to truly pick the best ideas without thinking that we’re hurting our friend’s feelings by not picking theirs. This has made the project beneficial

I have witnessed in the past two teams where one of them was an effective and successful team and the second one was an ineffective and dysfunctional team. Both teams worked at a nonprofit organization. The members of the effective team were a good model that launched initiatives and new ideas to solve problems that faced the team. They also collaborated in a highly successful manner. While the second team experienced severe problems, which caused the whole team to become dysfunctional and had to be split at the end. Each team member of the effective team viewed the other member in a positive manner and there was no request of anyone to transfer out of the group to another team. They always gathered in a friendly atmosphere and there were no issues between members of this team.

A reading of the P-O fit literature indicates that, in the course of its history, this literature initially focused more on organizational-level outcomes, such as organizational structure, culture, and effectiveness (Schneider et al., 2001), and later focused on the

Members must be held accountable as a whole and individually for their work and decisions,

This paper is to present my own personal organizational fit. There will be some positives and some negatives. There are many self-assessments one can locate on the web to help understand one’s preferences and skills for an organizational fit. This is my analysis of some of the attributes I currently possess. These attributes are not permanently set in stone, as people change over time so will the attributes. To be honest, some will always stay the same. Most will change with learning, on hands learning, watching others, and self-improvement. At the present moment, these are my attributes and what attributes I bring to an organization.

The Big Five has a huge effect on relevant and errand performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates contrarily to job performance as employees are inclined to antagonism which prompts low job performance and fulfillment. Extraversion interfaces decidedly to job performance as employees are sure and blend around with individuals rapidly which prompts high errand performance and job fulfillment. Pleasantness likewise ended up being a substantial indicator for preparing (Judge, Higgins, Thoresen, Barrick, (1999). what's more will prompt superior as employees with these traits get alongside individuals rapidly. The openness and the amenability traits likewise have a few disservices, for example, open individuals may skip jobs frequently and pleasant individuals may surrender their accomplishment in satisfying other individuals. There are three motivational variables that influence the Big Five which thusly influences job performance. They are striving for common union (getting alongside individuals in the organization), achievement (being errand situated) and status (being in front of individuals in the organization). In spite of the fact that, exploration demonstrates that status striving is unequivocally interfaced to performance. These three variables spur an employee to work harder which builds employee performance (Barrick, Stewart, (2002). pp.

Such model is critical in tracking the performance of employees and noticing the management issues that require attention. The theory bases its argument on the behavior and style that fits the given employees in a particular working environment. The aim of the strategy is achieving the set goals and objectives of the association (Northouse, 2016).

Most people easily see mistakes and bad behaviors of others. It 's very rare for them to realize that they also have much to do in order to connect with others. If you want to build strong teams that can support you to achieve your goals, then it 's important to begin by understanding yourself. Develop an understanding of self and how you may be seen by others including your colleagues. Know your strengths and

Not only can the application of organizational behavior principles improve an organization's effectiveness, organizational behavior provides a manager the information and knowledge needed to manage an effective workforce (Argenti, 2002). With the advent of organizational perspectives, the analysis of why people instill their presence in an organization is not only because of self-aimed goals of growth and enhancements, but also to locate themselves in a social place in accordance to the area of their perceived belonging (Stroh, Northcraft and Neale, 2002).

People with the steadiness style are "slower-paced and relationship-focused. They are also open and indirect, relatively unassertive, warm, and reliable,(assessment survey). They like to know how others feel about decisions they had made and tend to avoid confrontation. Personal relationships are high priorities for the steadiness style. People with this behavior style have a strong tendency to

Organizational behavior can be called the study of, the way people interact within groups. This study is used in an attempt to create more efficient business organizations. Scientific approach can be administered to the management of workers. The internal perspective and believes that employees ' behavior is to a large part based on their own personal feelings, interactions, thoughts and experiences. Micro organizational behavior applies to individual and group forces in organizations. The findings from organizational behavior’s research can be used by executives and Human Relation professionals to better understand a business culture, as to how that culture may facilitate or hamper productivity and employee retention, to best evaluate candidates skill set and personality during the hiring process. The application regarding the theory and knowledge from the field of organizational behavior can be broken down into sections like Personality, Job Satisfaction, Reward Management, Leadership, Authority, Power, and Politics. There is never one correct way to asses the right way to manage any of these thing. Organizational- Behavior research can provide a set of guidelines and topics to follow. Personality- a series of patterned behavior that plays a large role in the way a person interacts with different groups and produces work. Knowing a person’s personality, either through a series of tests, or through conversation can give a better idea of whether they will be a fit for