The Work Behavioral Skills Provide Individuals With Specific Organizational Behavior Skills

4 Course  Materials   Textbook:   Johns,  G.  &  Saks,  A.  M.  (2011).   Organizational  Behaviour:   Understanding  and   Managing  Life  at  Work:  CUSTOM

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

Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem-Solving Approach. New York, NY: McGraw-Hill Education.

Organizational behavior studies have become more significant in today’s present years than hey were before in past years, this is due to companies realizing that in order to acclimatize to the constantly changing business cultures that have stemmed from a competitive and rapidly moving market, they must put more emphasis on the correlation between human behavior and the organization. Understanding this concept has led many several companies to put investment into behavior assessments and seminars and use them as a training tool to educate their employees and learn the reasons for each person’s behavior and

Kinicki, A., & Fugate, M. (2016). Organizational behavior: a practical, problem-solving approach. New York, NY: McGraw-Hill Education.

The modern workplace is quite different than before and it requires multiple skills set to make a effective decision and become a successful. Technology has shaped the world in different ways, and our society has been changing rapidly through the innovation, economic development, education, and information. I believe to be a successful person in this world, one should have strong knowledge in interpersonal skill, critical thinking, leadership quality, communication-presentation, research and analysis. These qualities and skills are essential in terms of making a difference within a personality, and producing a positive outcome, and we can develop these skills through daily practices in our work environment.

Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River,

Employee Behaviour Works Cited Missing Introduction To organizations, humans are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines. However, there is a problem - how to get employees work effectively and productively? Is their behaviour just a reflection of individual differences?

Colquitt, J., Lepine, J., & Wesson, M. (2013). Organizational behavior: Improving performance and commitment in the workpla

Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (14th Edition). Boston, MA: Prentice Hall.

The other important factor that can influence the behaviour at work is an individual’s personality. An individual with proactive personality is said to change his work environment, identify opportunities in his organisation, take action and utilize them to bring a meaningful change whereas the other individuals simply adapt, react and change according to their work environment. Most of the studies suggest a person with proactive personality

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

Colquitt, J. et al (2011). Organizational Behavior: Improving Performance and Commitment in the Workplace (2 ed.). New York, NY: McGraw-Hill.

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.

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).