Order ID | 53563633773 |
Type | Essay |
Writer Level | Masters |
Style | APA |
Sources/References | 4 |
Perfect Number of Pages to Order | 5-10 Pages |
DBA 7420 Organizational Behavior and Comparative Management Essay
DBA 7420, Organizational, Behavior, Comparative, Management, Essay
Course Learning Outcomes for Unit VII Upon completion of this unit, students should be able to:
6.1 Summarize motivation in organizations. 6.2 Assess work-related attitudes such as feelings about the job, organization, and people at work. 6.3 Examine emotions and their impact on the job.
Unit Lesson Introduction As humans, we all deal with an influx of emotions and moods daily. How many times have you heard people dreading that Monday was approaching? How many times have you overheard people celebrating that Friday arrived?
Life happens, and we all must deal with how we feel about that. We have all heard people identify some as having a good attitude or a bad attitude, but what does that really mean?
Many people think of outlooks or perspectives about something when thinking about attitudes; however, it is much more complex than that. In this unit, we will learn about emotions and moods and how they can influence our attitudes. We will also explore how they impact the workplace and what this means for managers.
Emotions and Moods As we begin to delve into a discussion on feelings, we need to have a solid understanding of some basic terminology. Key words include affect, emotions, and moods. Everyone experiences each of these from time to time; however, few fully understand the difference. Would you know how to distinguish an emotion from a mood?
Attitudes, Emotions, and Impacts
Whenever we experience something, it tends to affect us in some way. The effect can encompass a broad range of feelings from good to bad. Regardless of where the effect is on the scale, it is how we feel. An emotion, in this instance, is a short-lived feeling based upon a specific event that occurred in our life (Robbins & Judge, 2019).
In contrast, a mood is more of a longer-term emotion that is less intense and not necessarily specific to a life event. When we consider the many events that occur in the workplace, any of these may trigger an emotion or lead to a mood. What sets many of us apart from others is something known as emotional intelligence.
This emotional intelligence is an ability to not only be in tune with our emotions and that of others. We need to be able to understand how we should handle and respond to those emotions while doing so in a way in which we remain respectful to others and still comply with social expectations (Robbins & Judge, 2019).
Applications in the Workplace In daily living, everyone experiences a broad range of emotions. Some are good; others are not. Some are positive, and others are not. The workplace is no exception. Managers and leaders should not endeavor to remove emotion from the workplace.
Instead, the focus should be on modeling positive emotions and moods so that others will choose to exhibit those same types of behaviors. Would you not prefer to work in a place where everyone is working in harmony? Doing so can lead to a more positive attitude among co-workers, and customers notice this.
The customers themselves are going to benefit from that through improved customer service. However, what workers may not initially realize is the impact that they have on the overall mood or culture of the organization based upon one’s attitude. Components of an Attitude To understand what an attitude truly is, we must consider the three components that constitute an attitude.
These include affective, behavioral, and cognitive components (Robbins & Judge, 2019). An affective component pertains to a feeling or emotion. A behavioral component relates to how we behave or react to something. Finally, the cognitive component concerns an opinion or belief. With all three working together, this constitutes an attitude (Robbins & Judge, 2019).
For instance, the cognitive component can lead to a feeling about something. The example included in the reading relates to one’s pay. If one feels as though he or she is not being paid enough, this could lead the individual to not look favorably at the current position, the affective element of an attitude.
If one feels as though he or she is being paid quite well for the work done, then this could also lead to another feeling (affective component) such as really enjoying the work being done and an appreciation for the organization. In both cases, these two elements can then lead to the third component of an attitude, and that is the behavioral aspect.
Consider that if a person does not view one’s current position favorably due to the amount of pay received, this individual might choose to look for other employment or even strive to do less work. These same workers may opt to perform based upon the amount of work they believe warrants the amount of pay.
Conversely, if one does view one’s position favorably, might the person choose to stay with the company and pursue a career path within the organization? Might this same individual strive to do even better because of the view of the position? Indeed, it is all about attitude and the three components working together.
Relationship between Attitudes and Job Behaviors Attitudes can be predictors of behavior (Robbins & Judge, 2019). This can be seen when looking at one’s response to job satisfaction or job dissatisfaction. Those attitudes that are seen as good and positive often can lead one to feelings of satisfaction.
Those attitudes that are less than optimal can often lead to dissatisfaction. In both cases, the determination is based on the individual’s view of one or more elements such as job conditions, personality of individual, pay, organizational culture, or an organization’s practice (or lack thereof) of corporate social responsibility (Robbins & Judge, 2019).
Impacts of Job Satisfaction One person’s attitude positive or negative can spread to other workers’ attitudes throughout a unit, department, or organization. Those positive attitudes can lead to job satisfaction which has a number of benefits.
The first can be seen when observing job performance. Those workers who are happy tend to be more productive. That satisfaction with job performance typically leads to expressing appreciation for an
Organization, coming to the aid of other co-workers or employees, and going above and beyond the minimum set of requirements for the job. This is what is known as organizational citizenship behavior. As these same employees gladly interact with the customers daily, the same job satisfaction can also lead to increased customer satisfaction.
This same satisfaction also leads to an overall satisfaction with life in general. The ripple effect becomes increasingly evident. Impacts of Job Dissatisfaction For all the good that can come from job satisfaction, the impacts from job dissatisfaction can also be seen in four perspectives.
These responses are based on a two-dimensional framework consisting of constructive or destructive and active or passive possibilities (Robbins & Judge, 2019). If an individual is looking at a constructive and active response, this would indicate a voice response.
In other words, the individual would engage in suggesting ways to improve, talking with others in upper echelons about the problem, and perhaps initiating change for the better. On the other hand, if the individual is looking at a destructive and active response, this would lead to an exit response where the individual simply leaves the organization seeking employment elsewhere and even becomes very active in recruiting others to leave, while repeatedly talking down the organization and its management.
If the focus is on passive responses, a constructive option might be to focus on loyalty to the organization while remaining positive and awaiting change. Conversely, the passive and destructive response would be a neglect response; whereas, the individual ignores the problem, but this results in the condition worsening to the point the employee becomes late more frequently if he or she even comes in, and there is the potential for an increase in the number of errors made.
Implications for Managers The outcomes from both job satisfaction and dissatisfaction can impact not only the organization itself, but it can also influence the customers of the organization. The challenge for managers is to remain cognizant of the environmental circumstances and monitor those who work there to create a satisfied workforce.
The challenges are great, but the outcomes from such actions are even greater. Those organizations that do maintain a satisfied workforce can typically expect to see an increase in profits, more organizational effectiveness, and improved customer satisfaction. Conclusion In this unit, we have learned the difference between emotions and moods and how those influence our attitudes.
While all are inter-related, there are differences to be understood. It is through this understanding that managers are able to ascertain the wants and needs of the workforce in order to provide aid and guidance so as to achieve that optimum outcome in serving the customer base. While no one ever said it would be easy, it is certainly going to be worth it. Customers will appreciate the positivity exuded by the workers, and this will ultimately bring forth even greater profits.
Reference
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). New York, NY: Pearson.
The Unnecessary Brutality Research Paper
Unnecessary, Brutality, Research, Paper
Across the country cops have shot and killed colored individuals without just reasoning behind the death of a person that could be alive today. The law states that cops have the right to shoot if their life is threatened but in some cases these people have been unarmed and or in a position where no harm could have come to these cops.
Cops are supposed to be the protectors of the cities people call home but how can someone feel safe if the protectors are killing recklessly. The discrimination that some cops have toward African Americans isn’t acceptable and shouldn’t be swept under the rug like it’s no big deal.
African Americans have been put through slavery, segregation, and discrimination throughout history and it should be getting better over time but every hump they get over, another appears that helds their growth. In a case that happened a little over 5 years ago a young 15 year old boy was shot and killed inside of a parked vehicle because the cop felt like the kid was threatening the lives of the people in the car.
In the article of Jordan Edwards by German Lopez it was stated that “to protect their life or the life of another innocent party” this was one of the circumstances where a cop has the ability to shoot an individual. Although in this story the teenager was stated to be unarmed and seemingly just leaving the party to head home with his friends.
Jordan, a child that isn’t even above the age of 16 yet and was not confronted or approached by the cop at any time could have threatened him in a way for him to shoot him. Law enforcement is meant to save lives but in this situation this kid was violently murder by a cop that hadn’t even confronted the victim in any way prior.
How can the killing of a child be justified by a man that supposedly felt like lives were endangered because of Jordan? Across the country blood has been spilt because of race and the stereotype put onto African Americans. Killers, gangsters, and criminals do not stop at blacks or hispanics but for some it’s looked as if criminals are the colored and non-white Americans.
Even though cases such as the Gabriel Ross Parker shooting in Kentucky where a 15 year old kid shot and killed two students. The same age but the difference is one’s an innocent victim and the other is a murderer but one got to walk away with his life spared instead of 6 feet underground.
Gabriel was a cacasian male with a loaded weapon that had already killed two students but after catching Gabriel cops didn’t shoot to kill even though he threatened the lives of innocents. Jordan on the other hand was leaving a party and trying to go home but never made it back to his own bed because one cop felt like an unarmed child threatened the safety of others.
It’s not that cops need to use their guns but it’s the fact that some type of training needs to be done to stop the police brutality and shootings that have transpired. Having the gun and using it when needed isn’t the issue it’s the problem that guns are being fired when the situation doesn’t call for it to even be brought out. Cops who can not or will not cooperate with a plan that decreases the amount of innocents shouldn’t wear the bag in the first place.
Blacks have carried this stereotype of thugs, gangsters, hood, criminals, etc for years because of the reputation built by sadly their own race. Many African Americans that live in a bad or “hood” area have been normal citizens that had nothing to do with any type of violence.
Even though they take no part in gang activity people still judge them all the same negative way as if the personality behind the race or environment does not matter. Blacks put the stereotype upon themselves because of the actions of the past and the actions of some in the present that live their lives in that so called “thug lifestyle”.
Does not give the excuse for cops or any other person to judge someone based on the color of their skin or the rumored persona that person may have. The saying “don’t judge a book by it’s cover” completely can be toward people and the ability people have to get to know a person before assuming.
Cops could not let the stereotypes and what they may have seen other colored people do against them but handle each individual as their own person. Everyone was born as their own human being with their own personalities to go with it but the world revolves around appearance.
It’s understandable that cops don’t get that chance to always talk to an individual but they do have the ability to grasp the concept that they should analyze the person’s behavior before taking fire. There is no chance for change if the first instinct when some cops see a colored individual is that they’re a threat or going to cause a problem.
When the fact is no one is the same and there is no way to predict how someone will act but all people can do is see the situation and based on that make a judgement call. Each time a person is killed or even physically abused by a cop it breeds more room for mistrust in the law enforcement that people are supposed to be able to come to.
|
||||||||||||||||||||||||||||||||
GET THIS PROJECT NOW BY CLICKING ON THIS LINK TO PLACE THE ORDERCLICK ON THE LINK HERE: https://www.perfectacademic.com/orders/ordernowAlso, you can place the order at www.collegepaper.us/orders/ordernow / www.phdwriters.us/orders/ordernow |
||||||||||||||||||||||||||||||||
|