Organizational Behavior And Organization Behavior

4. Briefly describe the elements of the formal and the informal organization. Give examples of each.

Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory.

The company can’t give everyone a high salary and it has operating costs that have to be considered. A company will always try for the highest profit, and this might mean stressing the current employees because they will have more tasks but not more help. No employee wants to feel abused. All of these factors play a part in job satisfaction.

The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity hence the study of human behavior is important. Great importance therefore must be attached to the study.

Organizational behavior is the study on how organizational structures affect behavior of its employees within the organization. Organizational systems is the structure that an organizations uses to organize its functions and assign responsibility to its employees. Organizational behavior in any criminal justice organization is how the superiors and the employees relate

I have had jobs where I have very little job satisfaction and can personally relate to the effects that it had on my daily work. By being in a job where I feel committed and satisfied I can tell that my work is more thorough, my attitude is more positive, and I enjoy what I am doing more. Having a more positive attitude about the job I am doing makes me more apt to go above and beyond the expectations that are set for me. On the other side, I have also had jobs where I dreaded getting up and leaving in the morning. I made excuses for being late, rationalized why my work wasn’t 100%, and was often in a bad mood. I have also had co-workers who act like they don’t care about their jobs, turn in lazy work, and can be unpleasant in the office. It not only affects their personal work but the work of others around them. A negative attitude in the workplace creates an atmosphere of distrust among employees and causes employees to attempt to achieve success at the expense of each other.

Job Satisfaction: whether or not being satisfied with one’s current position, status, wage, companies, etc.

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

Reviewing types of commitment, I can tell that I experienced all three of them through different stages of my career at Dow. During my first two years, I definitely felt an emotion-based affective commitment, which defined as the desire to stay with the company due to an emotional attachment to the organization and its employees. With this commitment, employees stay because they want to (65). I was hired with two of my friends from high school, so be able to work with them and building closer relationships was a big emotion-based factor. Other factors that made me want to stay there was the professional atmosphere, flexible work hours, friendly coworkers, goal-driven job duties, and supportive supervisor. Having co-workers that thank me for everything I do, motivates me to do my best at all tasks and built a desire in me to exceed others’ expectations through my performance.

Low job satisfaction can result in costly turnover, absenteeism, tardiness, and even poor mental health (Boye Kuranchie-Mensah & Amponsah-Tawiah, 2016, p. 2). This is further argued by kresiman (2002) that the most valuable assets of any industry is stable workforce and motivating work environment which lead to high performance and productive.

According to Laurie J. Mullins (2013. pp.4-5), “Organizational Behavior is concerned with the study of the behavior of people within an organizational setting, generally along the lines of understanding of individual and group behavior, and patterns of structure in order to help improve organizational performance and effectiveness.”

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Personal characteristics of workers also has an impact on job satisfaction. Job satisfaction increases age. Whites have greater job satisfaction than non-whites. The level of education is slightly negatively related to job satisfaction. If personal skills and abilities are not required by a job, job satisfaction decreases. When a person is more adjusted personally, they will be more satisfied with work. Most of all having a job with decent and fair wage may be the most important variable to job satisfaction. High job satisfaction is associated with low turnover and low absenteeism and with high commitment. Although the evidence is not conclusive, high job satisfaction is associated with high performance and prosocial behaviors.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Dissatisfied and satisfied employees in the workplace can affect their productive and job performance. The work place, promotions, advancements, and supervisors are things that can cause an employee to be satisfied or dissatisfied at work. In my workplace some of my supervisors have driven my attitude. Robbins (2007) states, “attitudes are evaluative statements-either favorable or unfavorable-about objects, people or events.” (Robbins and Judge, 2007, p. 75) When I was first promoted to Sergeant and transferred to supervisor the Criminal Investigations Unit, I was excited about the new opportunity and the knowledge I would learn and give. My attitude towards the workplace and towards my employees was high and willing to help or produce a positive work environment. As a Christian in a non-Christian workplace, a great attitude towards job satisfaction can be found in the Bible. In Ecclesiastes 5:18 (New Living Translation), it says, “I have noticed one thing, at least, that is good. It is good for people to eat, drink, and enjoy their work under the sun and during the short life God has given them.” The workplace can be stressful but when you have good leadership they can effectively change the attitude of the people they serve.