Essay on Organization Behaviors

“Political Activity is alive and well in organisations. Critically discuss this statement. What factors result in Organisational Politics and what is the role of such behaviour on other people at work?”

Transformational leadership is defined as having four conceptually distinct elements: charismatic leadership/idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1996). Servant leadership has

The A-Team was forced to disband because from the very first tasking, there was conflict between the group members. The group never actually came together to complete their first tasking of defining roles. The arguments between the group members got so bad that one of their team members walked out for the group and threatened to quit the program.

Transformational leadership is a style of organization where a pioneer works with subordinates to recognize required change, making a fantasy to coordinate the change through inspiration, and executing the alteration couple with presented people from a get-together. According to me transformational leadership and charismatic relate to the four followership types. The four followership types clearly discuses about trust, stability, compassion and hope which are clearly emphasized in the “Focus on the Followers” section of the leadership text

Charismatic leadership is a passionate, self-confident leader whose character and actions affect people to behave in certain ways. High self-monitors might be more effective leaders because they can easily adjust their behavior to a different situation versus a charismatic or self-confident leader that behave in an assured way.

The charismatic leadership model is similar to the transformational style of leadership; they focus on treating the followers as a whole person that is a vital part of the organization. The leader will be proactive with problems and find solutions before the problems arise. They will assess the situation, identify the possible problems, analyze the environment for solutions, and verbalize the plan to the team members to produce an effect of on boarding. The leadership model is said to be effective based on the fact that the leader is building on self esteem and self worth issues from the

Yukl, G. (1999). Evaluation of the conceptual weaknesses in transformational and charismatic leadership. Leadership Quarterly, 10, 285 – 305.

Organizational behavior entails the study of individual and also group performance and their interactions and ability to work in groups. It aims at identifying major problems that affects performance within the teams to work together, in a bid to develop a more efficient business operation (Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how organizations behave

Charismatic leaders also are sometimes looked at as transformational leaders also only because they share multiple similarities. Their main difference is focus and audience. Charismatic leaders frequently try to make the position quo better, while transformational

Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal processes and organisational dynamics. OB is important to all management functions, roles and skills. Since organisations are built up levels - individual, group and an organizational system as a whole, it is important for managers to understand human behaviour in order to meet the organizations overall goals. I found several key learning areas that are meaningful, interesting and relevant to my work over the course of studying this unit. These key learning areas have not only expanded and improved my view of organisational behaviour but they also have

Transformational leadership are classified into four components which are pointed out by Bass (1990, p. 28), ‘charisma, idealized influence, inspirational motivation, intellectual stimulation and individualized consideration’. Apart from these basic roles, charisma leadership, a collection of personal characteristics, has its own role of literature since it has similarity with transformational leadership and they are contribution to each other (Bertocci, 2009, p. 43; Judge & Piccolo, 2004, p. 755). Leaders’ behaviour reflects them being role models for their followers. Followers respect, admire and trust their leaders who have charismatic effect on their followers to an extremely high grade are willing to take risks

After starting this organizational behavior (OB) class, I’ve been able to more deeply evaluate the importance of the way people interact in the workplace. More so, I have been learning to take the time to reflect on myself as a person, a student, and a soon to be working professional. The fact of the matter is – there is always room for improvement. I’m looking to improve on every possible aspect of my life I can. Not to sound like a cliché or anything, but it seems as though life sometimes gets in the way of being able to take a step back and assess yourself.

The success of a corporation has been traditionally tied to how well the managers execute the roles of leading, planning and controlling. One of the key components of the controlling aspect of management is the evaluation of the people that they are managing. The function of this process involves monitoring performance goals and has management taking corrective actions when necessary. Performance evaluations can be described as the measurement of the performance of an employee related to defined measures, using an applicable performance goals and appropriate criteria that relates to the employees work in question. This paper will review the engineer’s evaluation in the given case study.

Organizational behavior is the behavior of individuals, either one or a group. It is not the behavior of an organization, but rather the behavior of the people in an organization. This can be anywhere from a family at home to a church to a work group within a company. Some of the challenges that make behaviors challenging in today’s workplace are high performance, ethical behavior, productivity improvement, technology utilization, quality, diversity, work-life balance, and the global economy, (Schermerhorn, 2003, P. 1).

Researchers have proposed several characteristics of leaders described as ‘charismatic’. The widely accepted characteristics of charismatic leaders are (Bryman et al., 2011, p. 90-91):