The Importance Of Behaviors In The Workplace

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.

Ann Wood the current director of marketing for the Consumer Products Division in Norwich Enterprises faced many challenging obstacles during this particular day; she is in charge of three different groups. She supervises the market research in which Joe Jackson is the current manager. She also foresees the marketing strategy and administration department where Brooke Carpenter is the manager, and the Advertising and public relations department.

Human Relations is defined as “the skill or ability to work effectively through and with other people” by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. It is vital for all employees in a company (regardless if they work in the Human Relations Department or) to be aware of influencing factors so they can not only be successful with their performance, but be successful as a team and help bolster the company’s successes. Some of the most important influencing factors are organizational climate/culture, work/life balance, Supervisor/Management, conflict/resolution, job performance/responsibility, and personal characteristics.

A student named Jamie refuses to do her work. She is constantly talking and interrupting the other students and makes no effort to participate in class. The teacher has to constantly reprimand the student and it is causing less learning due to the interruptions within the classroom. She seems somewhat clear of the rules and procedures in the classroom, but is not motivated to follow them.

On August 5, 2016 at 6:20 am I held Aaron Mills after the morning check in to discuss a situation that arose at Annandale High School. Present at the meeting was Craig Carney, Liaison and Steve Passino, HVAC Supervisor. The previous day Aaron was responding to a service call for the Athletic Directors office area Rooftop B1. Upon arrival at the jobsite I twice questioned Aaron if he had thoroughly checked out the Rooftop unit. Aaron responded “YES”. I then asked if he had checked the Freon charges in the system and Aaron responded “NO” as this is critical to a units operation. Prior to our arrival Aaron had informed Joe Lanham and Ed Bowler that everything was checked out on the Rooftop unit. While inspecting Rooftop B1 Steve Passino asked

9/14 pm shift - Observed male agent and female agent in the office just before bags arrived off flight 2018. Previous to the bags arriving on the carousel the office was open but there was no visible agent (they were in the back area). Agents should be visible and available to assist customers during office hours. Both agents were observed scrolling and texting on their phone in view of customers. Female was texting while the male was assisting a customer. This does not present a professional appearance. No claims were taken. Agents greeted customers asking a question and listened to their needs, however, few smiles were offered. Male agent was wearing an old LAA uniform and name bar and female was not wearing the required cross functional uniform or name bar. Observed the baggage delivery of flight 2018.

On 11/22/16 I was in store 14232 with APM Mary Cuestas conducting an overnight check. At 1:11am we arrived at the store and the doors were locked. An employee who was working putting merchandise away in front of the store, yell at us saying that the store was closed and turned around. I proceeded to knock on the door and it was not until I got his attention and showed him my ID that the employee opened the door. I asked the employee why the store was close and he responded “because they have to pack warehouse”. I asked SFL David the following questions:

Before I started my internship, I worked as a supervisor in a Bealls Outlet store. As part of my work, I had to help customers resolve their complains. One time there was a problem with the credit card system, and it double charged the card of several customers. The customers came to the store complaining and requesting we gave their money back, but the only think we could do was give them a phone number to call and request a refund. The wait time was long when they call the phone number, and when the customer finally reached the operator, they told them that they have to wait 2 or 3 days. Most of the customers were on with it, but there was a lady who came complaining that she wanted her money back that day and that she could not spend all

John called asking when a part for his cup holder would be in. He was told two days so he went ahead and made a service appointment when the part would be in to ensure everything could get done at the same time. When he arrived for his service appointment he was told by Brian that the part was not in. John states that Brian said 'I don't know who you spoke to and I don't know what to tell you. We don't have it'.

On 04/18/17 I received a call back from Dulde from customer relations who informed me that she spoke with me husband and could not inform us of the outcome due to employee privacy. She never apologized or had any regard to the horrible experience and treatment that we were subjected to. Dulde, expressed that it was unfortunate that I would allow one incident to stop us from flying AA. I was extremely upset and frustrated and attempted to call her back. Fortunately I was able to retrieve her telephone number from my caller ID but unfortunately did not have her extension and could not reach her.

Though the first message detailed how the defects in the shipment happened, how they conveyed it is a problem and is not personable to the customer by referring to him/her as “sir.” By blaming the new employee the company shows that it may have poor training for their staff and have a strict policy on making mistakes. Discussing why they removed the employee from his/her position could also result in a lawsuit due to discussing his/her personal information publicly with other clients. Letting the customer know about his/her loss in profit due to the incident is also insensitive and provides a negative connotation. The landscaping company should be aware of the customer’s order being shipped safely and should not assume that they will not file

Fast forward to this week when I was checking on my upcoming flight from Milwaukee to Dallas on Monday. The tickets and reservations were paid for and made by a group flying me down for an engagement. I called AA to check to see if a lost or delayed bag containing my HR218 carry weapon would be delivered to me from Dallas. I was advised that it is the policy of American Airlines NOT to deliver such a bag to its owner, and the owner would have to make arrangements to collect it once it was located. I just wrote their Customer Service Department an email explaining that this would make AA a very unattractive option for LEO travel, and (at worst) could put a traveling Active or Retired Officer in potential jeopardy due to the loss of his weapon.

Nervousness, as I Mark Blunt was walking into check - in. I was always edgy about flying, but it was just the take-off, I was fine in the air. As I approaches the express check in he greeted by staff "hello sir, how are you?" asked the staff "fine thanks" I replied. As i receive my ticket i makes a curtios nod toward the staff. As I walk toward security i put all my belongings apart from my air marshal badge through the scanner. i shows his badge to baggage security and right away understands. Mark walks through the detector and collects his belongings. And continues to his terminal, that’s how easy it is being a air marshal (you think). As I head to the terminal I start to feel hot so I head to the restroom and splash water on my face. As

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.