Organizational_Behavior_Terminology_and_Concepts

Organizational Behavior Terminology and Concepts MGT/307 May 31, 2011 John Anderson In this paper this writer will discuss the meaning of Organizational Culture, Organizational Behavior, Diversity, and Communication. The writer will also provide a brief analysis of the culture and behavior of an organization with which the writer if familiar. What is organizational behavior' Organizational behavior is the study of individuals and groups in organizations (Schermerhorn, Hunt & Osborn, 2008). What does organizational behavior study' It studies three determinants of behavior in organizations: individuals, groups, and structure (Robbins & Judge, 2009). Organizational behavior uses the information received from individuals and groups to make organizations work for effectively. What is organizational culture' Organizational culture is a system of shared meaning held by members that distinguishes the organization from other organizations (Robbins & Judge, 2009). There are three main types of organizational culture: constructive culture, passive/defensive culture, and aggressive/defensive culture (Schermerhorn, Hunt & Osborn, 2008). Studies show that employees working in a constructive culture tend to work with greater motivation, satisfaction, teamwork, and performance (Schermerhorn, Hunt & Osborn, 2008). In a passive/defensive and aggressive/defensive culture, motivation tends to be lower and work attitudes less positive (Schermerhorn, Hunt & Osborn, 2008). What is diversity' Diversity relates to differences among people. These differences can be racial, age, gender, ethnicity, or racial. Diversity comprises key demographic differences among members of a given workforce, including gender, race and ethnicity, age, and able-bodiedness. Sometimes they also encompass other factors, such as marital status, parental status, and religion (Schermerhorn, Hunt & Osborn, 2008). What is communication' Communication (n) is 1. a transmitting 2. a giving or exchanging of information, etc, by talk, writing, etc. 3. a message, letter, etc. 4. [often pl.] a means of communicating. 5. [often pl., with sing. v.] (a) The art of expressing ideas (b) the science of transmitting information (Webster’s New World Dictionary, 1979). Basically, communication is any means of giving or receiving information to or from a person. Communication is very important in the workplace. Communication is the glue that holds organizations together. It is the way we share information, ideas, goals, directions, expectations, feelings, and emotions in the context of coordinated action (Schermerhorn, Hunt & Osborn, 2008). This writer works for an organization that has different departments that utilize organizational behavior and organizational culture differently. Each department at the organization has a different supervisor which creates for different organizational behavior and culture. This writer is going to address differences in three different branches within the organization. The first branch is the respiratory branch. The second branch consists of the nursing staff. The third and final branch consists of the call center, reception staff and medical records staff otherwise known as the clerical department. As stated earlier, each department has a different supervisor who uses different supervisory techniques. The turn-over rate in the nursing department is almost non-existent. There has been only three members of the nursing staff leave their job in the three years that this writer has worked for the organization. The nursing supervisor uses constructive culture in supervising the department. The nursing staff knows that they can go to the supervisor without wondering if they are going to come back with further concerns than he or she had originally desired. There is constructive criticism used with this supervisor. This supervisor also works out in the clinic doing nursing activities next to his nursing staff. The respiratory supervisor uses an aggressive/defensive technique for supervising. The respiratory therapy staff is always on the look-out for when the supervisor may “snap”. The respiratory supervisor has passed some of the responsibilities within the respiratory therapy department on to a manager for the department. When the supervisor is on the defensive about something within the department she will refer problematic situations to the manager. This supervisor will not communicate with the manager on daily tasks that happen within the department and will send out email communications to the therapists without thinking through what is being sent or without consulting with the manager who has the information on his desk. This is problematic for the therapists as they can no fully respect the manager or the supervisor since the manager and supervisor do not communicate as he or she should. The turn-over rate in the area of respiratory therapy is higher than one would expect within this department. There have been five new hires in just the last year alone. The supervisor for the respiratory therapy department no longer performs clinical tasks. She does, however, refer to “when I worked in the clinic…”. There have been many changes within the respiratory department since the supervisor has worked in the clinic. This creates for an almost hostile work environment. Lastly, the clerical department supervisor has the most staffing under their branch. The supervisor for the clerical department is also the manager for the full operation of the organization. There are times when this writer feels that the clerical supervisor needs an assistant of her own to assist in daily tasks. The clerical staff has had the largest turn-over rate of the three departments. There have been six reception staff leave the organization. Unfortunately there has only been re-staffing of one person. Not having further staff replaced has created extra problems for the staffing that is still on site. This writer feels that the clerical supervisor uses the passive/defensive culture of supervising. This can be problematic for the clerical staff. If he or she has a concern regarding a co-worker the staff member is not always certain what the end result will be. There are different expectations within the different clinics for different clerical staff. There is not a level playing field among the staff. What expectations are of one clerk are not necessarily the expectations of another. This brings animosity between co-workers. This paper addressed the meaning of organizational culture, organizational behavior, diversity, and communication. This paper has also looked at different organizational behaviors and organizational cultures within a specific organization. References Schermerhorn, J.R., Hunt, J.G., & Osborn, R.N. (2008). Organizational Behavior. 10th edition, New York: John Wiley & Sons, Inc. Robbins, Stephen P., Judge, Timothy A. (2009). Organizational Behavior. 13th edition, Pearson Education, Inc. Guralnik, David B. Editor in Chief (1979). Webster’s New World Dictionary, Modern Desk Edition. World Publishing Company.