Question

Your post should respond to the question(s) listed below and reflect an understanding of how the weekly readings and videos apply to the topic.

(1) Initial discussion post must be at least 300 words per question.

(2) APA requirement - your initial post should include (1) textbook reference and (1) external reference

PLEASE PROVIDE RESPONSES TO THE (2) FOLLOWING QUESTIONS:

1. OB helps managers explain, predict, and influence behavior in the workplace. Identify behaviors that you are most interested in explaining, predicting, and influencing in the workplace. Discuss why these behaviors are important to you as a manager.

2. We all bring both conscious and unconscious biases into the workplace. While many companies have diversity programs, some managers still lack the necessary skills and training to properly manage diverse teams. As a manager, what steps would you take to ensure that everyone on your team is treated fairly, regardless of race, gender, disability, sexual orientation, etc.?

Answer 1

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OB helps managers explain, predict, and influence behavior in the workplace. Identify behaviors that are most interested in explaining, predicting, and influencing in the workplace. Discuss why these behaviors are important to you as a manager.

According to Luthans, the term organizational behavior is the study of human behavior in the workplace, and the understanding, prediction, and management of human behavior within that organization.

The study of organizational behavior has its roots in the late 1920s, when the Western Electric Company launched a now-famous series of studies of the behavior of workers at its Hawthorne Works plant in Cicero, Illinois. The most significant of these studies is known as the Hawthorne Effect, which described the way test subjects' behavior changed when they knew they were being observed. Researchers were taught to consider whether and to what degree the Hawthorne Effect skewed their findings on human behavior.These early studies determined the importance of group dynamics in business productivity and laid the foundation for organizational behavior.

In today’s competitive workplace, organizational behavior is essential to an organization’s continued success, viability, and sustainability. Managers must understand how people behave within an organization by first appreciating the complex nature of individuals, and second, by being able to identify the causes and effects of individual behaviors. The collective behaviors of individuals within an organization create an atmosphere that strongly influences business performance. According to Smirti Bam, an organization benefits in five significant ways when their managers adept and have a strong foundation in organizational behavior:

• Managers understand the organizational impacts of individual and group behaviors.
• Managers are more effective in motivating their subordinates.
• Relationships are better between management and employees.
• Managers can predict and control employee behavior.
• The organization can make optimally efficient use of human resources.

All of these behaviors are critical for a manager to possess and utilize, as they allow a manager to identify and promote positive behaviors and growth, create a positive culture and environment, empower staff to display learned behaviors. Utilizing these skills properly also allows managers the ability to identify the causes of toxic behavior within their departments and the organizations, as well as assessing employee response when organizational change is implemented.

We all bring both conscious and unconscious biases into the workplace. While many companies have diversity programs, some managers still lack the necessary skills and training to manage diverse teams properly. As a manager, what steps would you take to ensure that everyone on your team is treated fairly, regardless of race, gender, disability, sexual orientation, etc.?

Luthans, F., Luthans, K. W., & Luthans, B. C. (2015) posits that diversity in the workplace must be recognized and fostered as an organization’s greatest strength, and the ability to attract and work with diverse talent must be seen as a critical competitive advantage. Luthans et al. (2015), further noted;

SHRM has identified outcomes such as the following for effective diversity management:

• Creating a work environment or culture that allows everyone to contribute all that they can to the organization.
• Leveraging differences and similarities in the workforce for the strategic advantage of the organization; and
• Enhancing the ability of people from different backgrounds to work effectively together.

Diversity and inclusion within and amongst individuals with an organization are paramount. As a manager, when you treat all employees equitably, you create stronger, healthier relationships with them based on trust and respect, which helps to increase employee morale, growth within the organization, and overall employee retention. In the article, “How to Treat Employees Fairly in the Workplace,” Faizah Imani (n.d.), explains that managers should perform the following seven steps to ensure impartiality and fair treatment amongst the employees on their teams;

• Avoid showing employee favoritism.
• Promote employees solely based on their qualifications to perform the job.
• Post all job openings for all employees to be fair & impartial.
• Actively listen to your employees.
• Provide employees with an employee handbook to ensure they know the rules.
• Recognize & reward employee accomplishments.
• Avoid micro-managing your employees & treat them as equals.

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