Organizational Culture and Behavior in the Age of Globalization

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In the age of globalization, an in-depth study and understanding of the organization’s culture and behaviour have become vital as its people comprise of different race, colour and culture. Organizational behaviour basically defines the interaction of human beings in a given organization and analysis of individuals and groups characteristics facilitates better understanding, prediction and improvisation in work place, leading to improved performance. Workers are the pillars of the organization and his responses to other people and circumstances differ widely as per the values and the principles that he follows in his life. Each person develops certain characteristics or attitude based on certain criteria or values which is unique to him and…show more content…
The somewhat high score of (11) of emotional stability and above average score (98) in being proactive implies that though people are vulnerable to organizational politics, changes and developments but they are ready to resolve the conflicts in a composed, eager, and secure way. Proactive people see breakthroughs, show new ideas, take action, and keep at it until significant transformation occurs. This shows a clear emotional stability which enables goals to be achieved in a better and efficient manner. It justifies the observation of Solomon who has stated, ‘knowledge is surely an understanding of our emotions’ (Solomon, 1994). Moods Mood of the persons defines their socio-psychological well being that reflects positively or negatively in their work performance. Social scientists have recognized the importance of psychological well-being of the employees (Cropanzano & Wright, 2001). It is a comparatively long-term, emotional situation. Mood is less powerful and less likely to be set off by a particular stimulus or happening. Hence, moods are important aspect of personality traits that has considerable impact on the overall organizational behavior and needs to be addressed with appropriate psychological needs and paradigms. Quick et al. have stressed ‘it is possible that psychological well-being and employee performance are related’ (Quick et al, 1997). The survey shows that people in general do not view others with positive attributes. The mediocre
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