Organizational_Behavior

Final Project By Elizabeth Thrush Kaplan 2013 MT302 Organizational Behavior Organizational Behavior As I reflect on my job this year, it has certainly been a significant change. When I think about all that I have accomplished from bringing of my job at food lion creating excitement among my coworkers which is delivering good results. Experiencing real growth for the first time in a job that I real love doing, amazing what happens when you real listen to customer and your coworkers. The customer told me what they want and tough that their eye we as a team worked hard and commitment what we know here at food lion and was able to meet their needs. As a manger listening and committed to my employees is the best way to show them how things are done right. I have met their needs. It is the combination of listening to our customer and employees and making our business stand above the rest. Using determination which we commit to perform, even if barriers stand in our way, we can deliver. We know we can conduct on each other achieve and our goal. When we are honest with ourselves and with other we are using authentic. We are fair and principled towards our colleagues, our suppliers, our customers and our store. We Show Courage for the road less traveled the courageous rebound from tough times and temporary setbacks we have demonstrated courage throughout time. We as a team have put humor and humility in our everyday work. By put humor in the work place it has helped us to grow as a team. It helps to put things into prospective and to distance oneself from setbacks and success. Humor keeps us from taking our jobs and us too seriously. It helps to make the work place more enjoyable while we work. Motivation My biggest frustration is that my team is motivated. Using discipline to make the more motivated does not work. As I work with my team at food lion I food that I had to create a positive productive work environment by aiming to satisfy four basic human needs for work. Belong the need to feel successful able to show what they can do and the wellness to move up in the company. I had to show that they were security and to ensure them that they will not lose their jobs, just because of not been trained right. Training my team the right way will give them the security that they are doing a great job. Survival is the last key of motivate I will give my guys to understand that not only they are here to do their job but to survival in a work place like food lion it’s hard when the manager expect a lot of you and only in a short time to do it in. I had to teach the team to work as one and to be able to work as one when we are not together. Ethical I had to teach my coworker the standards of integrity and responsible conduct is universal. As a food lion associate we have to embrace high ethical standards whenever we operate. As an associate we are expected to conduct our business the right way, every day by acting ethically and demonstrating integrity in all situations. We are expected to know and follow the policies and principles. Most of the time, good judgment and common sense provide excellent guidepost for decision making. Another way I use the guides for conducting our business the right way, every day is to ask myself three questions before taking any action or making a decision * Is it legal' * Is it ethical * Is it in the best interest of the company Acting with integrity is more about protecting our company and reputation. It is also about sustaining a place where we all support, respect and inspire each other and the values that we share. Miscommunication As work this week comes to an end my manager real showed his true color. We all have been bumping heads just because we have been so busy because of the holiday’s sales. Not have communication made it hard for the just of the management to get things right. We had to do things the way we were told to be them and it was the wrong way. Our manager that give the store manager the list and told him to give it to each of his manager so that we were on the same page never did. He told us what to do and it was all wrong. Some employees begrudge each other when they find out that they were the last to be informed about new decisions, programs, etc. When employees do not understand reasons for decisions, or they are not involved in the decision making process, employees trust the "rumor mill" or organizational grapevine more than management. Insufficient alignment or amount of resources: There is a disagreement about "who does what". There is also stress from working with inadequate resources. Limited resources and reward structures can promote Food Lion by highlighting the differences in group goals. Time, money, space, materials, supplies, and equipment are all valuable resources. Competition for any of these resources will inevitably lead to interpersonal and interdepartmental conflict. Personal chemistry: This includes conflicting values or actions among managers and employees, for example: strong personal natures may not match: or we might not like the traits in others what we do not like in ourselves. Individual members of a group may also play a role initiating anointer-group conflict. Any group represents various qualities, values, or unique traits. When these individual characteristics come into contradiction with each other, conflict may occur. Relationships between group members reflect the opinions they have of each other's characteristics. Their directions and ultimate goals are parallel, each member may view the other positively; however, if the activities and goals diverge, they may view each other in negative manner. Conflict of interest: Individuals may fight for their personal goals and lose sight of organizational goals. Differences in perceptions among groups regarding time and status, when coupled with different group goals, can also create conflict. Leadership problems: This source of conflict includes inconsistent, missing, too-strong or uninformed leadership (at any level of the organization). It is characterized by: a. Conflict avoidance: Many managers employ the ostrich technique in dealing with conflict. They bury their heads in the sand and try to ignore it, with little follow-through on decisions. Also, problems can occur when supervisors do not understand the jobs of their subordinates. Skill deficits: Poor relational skills, especially those associated with effective negotiation, interpersonal communication, and collaborative problem solving reduces employees’ ability to navigate conflict before it becomes destructive. Ineffective conflict management systems: The informal system of organizational culture and formal intervention systems can have a profound influence on whether or not conflict unfolds in a healthy or destructive way. Poor conflict engagement skills in an organization’s leaders often mean poorly managed conflict throughout the system. CONCLUSION: Resolving Food Lions conflicts, or even avoiding them, are quite possible if all the employees of an organization are given an equal footing right from the start. They should all be given equal importance in the business and if there are differences between them, it’s best not to compare and make it public. Motivational sessions should be an important part of the conflict resolution process. All employees concerned should be made clear at the start. In that manner, even if there are conflicts among employees, the lure of the incentives might keep them working in a constructive manner while conflict is generally viewed as a negative term; there are some types of conflict that should be welcome within the workplace. Conflict is a natural reaction, especially in work groups where there are differing personalities, but it is not always undesirable. What is needed is timely and appropriate intervention on the part of the management. Referance Food Lion.com Organizational Behavior, Fifteen Edith, By Stephen P. Robbins and Timothy a Judge Copyright 2013 by Pearson Education, Inc