Defining Organizational Behaviour

Discuss about the Organizational Values for Journal of Business Ethics.

The corporate environment has been a changed considerably with respect to the different approaches to management and the manner in which these approaches have developed over the given frame of time. Organizational behaviour can be described as one such branch of Management which tends to describe the meaning of the various relationships that exist in an organization and the impact it has on the overall behaviour of the organization (Gehman, Trevino & Garud, 2013). Behaviour has an influence on various aspects of the business environment which ranges from culture and perception.

The primary objective of the given essay is to discuss the manner in which values have an impact and tend to affect the individual and organizational behaviour. According to Lawrence and Lee (2013), the values are believed to have a substantial impact on the behavioural responses that an individual tends to reflect.

Organizational Behaviour can be described as the Field of study whereby the impact of groups, structure and individuals are investigated because they are believed to have an impact on the organizational effectiveness (Mueller, 2014). It exhibits a systematic study of actions and attitudes which people tend to reflect in a firm. It finds the reason why people behave in a certain manner.

There exist various kinds of values like shared values, personal values and cultural values. The personal values tend to have an existence within an individual whereas the organizational values are those values which are shared by the people throughout an organization (McShane & Von Glinow, 2013). 

 Values can be described as the degree of importance that an individual provides to a particular thing or an action with the aim of having a particular conception of what is best for the organization and on what basis can an action be judged. Values are considered to be very important because the way an individual has been raised and their perception of right or wrong may have an impact on the way they perceive and give importance to an organization and its values. For instance, an individual with an honest value component will avoid bribery to get promotion which is then good for the given organization (Carter & Greer, 2013).

Having defined values, one can easily differentiate between individual values and group values. An organization can be described as a storehouse of different values which are further nurtured and developed by individual values (Wilson, 2018).  However the primary difference which is present between the group values and the individual values is that in a group, there might take place a conflict with respect to the different values that are held by its members (Bratton, 2015). Group values are mad of different individual values which might not match with one another and on the other hand, individual values exist in a singular manner.

Impact of Values on Behaviour

For instance, in a group of five members, who are employed together in the given organization and they tend to be given a task which involves the different views on a particular topic. A case arises where three out of five members share a similar view but the other two differ in nature. This shall lead to conflicts because as these members belong to a different background, they will not be able to reach to a conclusion with respect to the values shared by them (Langton, Robbins & Judge, 2013). Their difference will form an obstruction in the track of the organization which would then cause problems. In order to ensure that group values remain the same, it is necessary for the firm to; instil good values on the employees.

As values have an influence on behaviour, behaviour tens to determine the course of action of an organization. If the values of the firm are strong which comes directly from the individuals, there will be fewer changes of unethical activities in a firm (Sousa & Porto, 2015). Another way in which the values impact the behaviour of an organizational and its goals are that the commitment of the individuals is critically connected to the values they hold. As stated earlier, as the values have an impact on the organizational behaviour it becomes extremely important for the firm to seek for it when performing the management functions of planning, organizing and controlling (Gagné, Sharma & De Massis, 2014).

For example, if the senior management of a given organization has a good value base and tends to believe in the concepts of integrity, quality, honesty and persistence then, that value will instil in the form of vision to the overall organization. This will help the firm, to have a better value instilled and this goes a long way in ensuring that the firm will be successful in the long run. Hence, values have an effect on the organizational behaviour as they tend to determine the manner in which a person will behave in an organization and how the person will lead the organization through his attitude.

The managers of the different kind of organizations need to clarify the different kind of differences in the values as this will be helpful for them to manage the individuals in the organization in an effectual manner. It is seen when the manager is successful in nature with analysis of the different kind of generational values, it is essential in nature to understand and align the tasks in a better manner and this is referred to value congruence (Lee et al., 2017).

Types of Values

Furthermore, in order to manage the individuals in the organization, the managers of the different organizations have to manage them more effectively and they need to focus more on the degree wherein the different kind of organizational values are more congruent in nature with the values of the individuals in the different kind of organizations. It is commented by different organizational behaviour scholars, when there is congruence between the employee and organization, there is promotion of communication with development of the trust in the relationships as well (Vveinhardt & Gulbovait?, 2016).

Vveinhardt & Gulbovait?, (2016) has commented that transformational leaders communicate a proper vision that helps in highlighting the processes through which the collective kind of goals is in harmony with one another in an appropriate manner. The kind of strategy that is used by transformational leaders is evinced with the different kind of examples as this will show the employees in putting their effort will help the employees to perform in an effectual manner. With implementation of the transformational leadership, the works performed by the different employees will become effective and they will be motivated to perform the tasks more significantly.

While I was working in a firm as an intern, I tried to understand the importance of the value and organizational behaviour. While working, I felt that proper values ascertainment is essential in nature as this has helped me in maintaining peace at work. Furthermore, there was a teamwork wherein I was made the leader in the group and I tried to perform the tasks with the different members in an effectual manner. I tried to provide with my different views in the organization with the help of transformational leadership style. Firstly, I could not manage the team effectively as I lacked proper leadership knowledge of handling the different members in an effectual manner.

However, later on I tried to relate the different kind of leadership approaches and theories in such a manner that has helped me in managing the team appropriately. I tried to provide the workplace values with more effectual manner as I have seen that there are differences in the values of all the individuals. I tried to ascertain the common value and managed the team effectively. There was an instance wherein I assisted the different team members with the usage of common values as this has helped me in managing the different team members with transformational leadership approach.

Difference between Individual and Group Values

With the usage of the different values, I tried to manage and motivate the team members in an appropriate and effectual manner. I tried to motivate the team members with providing them different kind of incentives and applauded them and they worked more effectually in nature. Furthermore, I understood the essentiality of the value congruence that is required in the team and solved the issues that was faced by employees effectually as well.

 I tried to communicate with different team members in an effective manner as the communication is essential in understanding the grievances of the members and solve their issues effectively as well. Value congruence referred to the state of the congruence between the values of the entity along with other entity in an effectual manner. The compatibility among the different kind of officials has to be analysed in an effectual manner and this has provided the individuals with motivation and they tried to perform the tasks effectually.

Lastly, as a leader I tried to perform the different tasks in an effectual manner as this helped me and my team members to perform the tasks in such a manner that created effectiveness in the works that was performed by them. When value congruence is present between the different employees and the organization, the work is performed effectively as this creates more importance in the organization effectually. I tried to be an efficient leader wherein I tried to communicate effectively with all the team members and solved their issues in an appropriate manner as well with the help of the knowledge on the value congruences.

References

Bratton, J. (2015). Introduction to work and organizational behaviour. Palgrave Macmillan.

Carter, S. M., & Greer, C. R. (2013). Strategic leadership: Values, styles, and organizational performance. Journal of Leadership & Organizational Studies, 20(4), 375-393.

Gagné, M., Sharma, P., & De Massis, A. (2014). The study of organizational behaviour in family business. European Journal of Work and Organizational Psychology, 23(5), 643-656.

Gehman, J., Trevino, L. K., & Garud, R. (2013). Values work: A process study of the emergence and performance of organizational values practices. Academy of Management Journal, 56(1), 84-112.

Langton, N., Robbins, S. P., & Judge, T. A. (2013). Fundamentals of organizational behaviour. Pearson Education Canada.

Lawrence, P., & Lee, R. (2013). Organizational Behaviour (RLE: Organizations): Politics at Work. Routledge.

Lee, D., Choi, Y., Youn, S., & Chun, J. U. (2017). moral voice: The mediating role of moral efficacy and the moderating role of leader–follower value congruence. Journal of business ethics, 141(1), 47-57.

Li, M., Wang, Z., You, X., & Gao, J. (2015). Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation. Personality and Individual Differences, 80, 113-118.

McShane, S., & Von Glinow, M. (2013). M Organizational Behaviour. New York, New York: McGraw-Hill/Irwin.

Mueller, R. A. (2014). A general model of organizational values in educational administration. Educational Management Administration & Leadership, 42(5), 640-656.

Sousa, J. M. D., & Porto, J. B. (2015). Happiness at work: Organization Behaviour. Pearson

Vveinhardt, J., &Gulbovait?, E. (2016). Expert evaluation of diagnostic instrument for personal and organizational value congruence. Journal of business ethics, 136(3), 481-501.

Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford University Press.