An Organisational Behaviour Assignment - Free Essay Example

Sample details Pages: 8 Words: 2489 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Narrative essay Level High school Did you like this example? Olympia College, Ipoh Executive Diploma in Business Management Introduction What is organization behaviour? It is commonly referred to as OB which is an interdisciplinary field dedicated to better understanding and managing people at work. OB is an academic designation. With the exception of teaching or research positions, OB is not daily job category such as accounting, marketing or finance. OB is a horizontal discipline that deducts across virtually every job category, business function and professional specially. A historical perspective of the study of people at work helps in studying organization behaviour. According to a management history expert, this is important because Historical perspective is the study of a subject in light of its earliest phases and subsequent evolution. Historical perspective differs from history in that object of historical perspective is to sharpen oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s vision of the present, not the pass. In other words, we can better understand where the field of OB is today and where it appears t o be headed by appreciating where it has been. With this assignment, let the researcher identify and describe the dominant values of in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s workforce by cohort with relevant theories and examples in question one. Secondly, the researcher needs to give three common decision-making biases that encountered in organization following by the errors involved, the circumstances and the effects of these biases towards the outcomes of the situations in question two. Describe the dominant values of todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s workforce by cohort with relevant theories and examples by using Malaysia as a reference A countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s culture influences the dominant personality characteristics of its population. Contemporary Work Cohorts. The society in which the employee grew up also affects values. The following are descriptions of the major cohorts of employees in the United Stare workforce. The four cohorts are Veterans, Boomers, Xers, and Nexters. Vete rans We call them Veterans (some use the label Traditionalists). Those who are aged 65(+) who entered workforce during the 1950s through 1960s. Veterans believe in the value of hard work, remaining the status quo, and respect authority. Veterans work hard and are practical. There is a heavy emphasis on the RVS terminal values of a comfortable life and family security. Boomers Boomers are the largest cohort. Boomers entered the workforce from 1965 through 1985. Tend to distrust authority and place a great deal of emphasis on their achievement and successful. Boomers are hard working. RVS terminal values emphasized are sense of accomplishment and social recognition Xers These employees started from 1985 through 2000. Xers value flexibility, life options, and job satisfaction. Family and relationships are very important and Xers are very skeptical people, especially toward authority. Xers like money but value increased leisure time. Xers are less willing to sacrifice for employers. RVS emphasis is true friendship, happiness and friendship. Nexters Starting in 2000, the most recent cohort has high expectation and expects meaning from their work. Very motivated by money and material possessions, Nexters like teamwork but they are very self-reliant. Nexters are high scores in RVS on freedom and a comfortable life. The average employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work-life in Malaysia is 50 years old. In question one, the researcher would like to discuss about the employees those working in the organization at the age of 25 to 40 years old, which fall under category Xers. Majority of them have proof to value flexibility and achievement of their jobs. This is because they had gained lot of experience throughout their life and know what it takes to achieve their target. Some of them are two-career parents and computers. Xers are sense of family. Their family and friends are very important to them. Those are marriage and have children; they always spen d their free time for family and friends like travelling, picnic and so on. Xers are skeptical people. They do not easily to trust someone especially toward business or money. In the researcher organization, Xers are very careful to do everything and do not easily to trust people. Although some people try to give them some opinion; they will consider it in a few times before make every decision. Xers are worries about the other people will betrayed them and take over their authority control. In between, Xers dislike complying with the rule in the organization. Normally, Xers do not follow the rule has set by the organization. For example, Xers do not like to wear company T-Shirt on every Friday. In fact, this is compulsory for every employee to wear company T-shirt on every Friday. Xers do not follow the rules because they think that is not as much important instead of more focus on the achievement the goals of organization. Describe three of the decision-making biases based o n the scenario of the current organization by the following the errors involved, the circumstances and the effects. Research shows that decision making biases have occur in the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization was examined as below. To gain an understanding of how the negative phenomenon happen in the company which is caused the decision making biases, this research is focus on (1) the errors involved , (2) the circumstances, and (3) the effects of these biases toward the outcomes of the situations. There are the several scenarios of decision making biases. Each is based on a different part of assumptions and offer unique insight into the decisions making biases process. Let begin with the orderly explanation of decision making biases. Scenario 1 Overconfidence Bias The overconfidence bias relates to our tendency to be over-confident about estimates or forecasts. This bias is particularly occurs when decision makers tend to think that they know more than they a ctually do and hold unrealistically positive views of themselves and their performance in the company. Don’t waste time! Our writers will create an original "An Organisational Behaviour Assignment" essay for you Create order The error involved Based on the research, a problem exists when the researcher who thinks that is an invaluable to the organization however almost everyone could actually do the same job. The researcher might show overconfidence by coming late to work; early finish work and unexcused absence because of thinks can control everything in the company and not to get fired by the employer. The circumstance The researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization planning to organize a charity to visit to the orphanage and the visit date is just around the corner. Thus, every department need to be group together to have a systematic discussion in order arrange the schedule time table, preparation for performance, preparation for meal, sponsorship, budget listing and so on. As this is a charity event organized by the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization for the first time, the organization attaches great importance and attention to every detail. The researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization also worry about canà ¢Ã¢â€š ¬Ã¢â€ž ¢t make it successfully complete with the selected day. The researcher thinks that is no difficulty to reach the successful and shows arrogant to make a promise that able to complete all of the process deal with the dateline. Certainly, the organization very satisfies and hopes to hear the good news soon. However, the bad dream began to happen. During the peak perio d, every employee is rushing to their responsibilities job in everyday like doing report, achieve sales target and so on. Sometimes the employees are required to stay back after working hour. Wherefore the employee cannot focus on other programs except their own job. The researcher easily agrees by complete the task before deadline without the initial discussion with the related department. The researcher did not get consent and consult of the department. Eventually, the charity visiting program cannot reach to accomplishment of the best way. The researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization cannot schedule to find sponsors for sponsoring this charity event funding, leading to spend more on such planning. The effect toward the outcome In this matter, apparently a person overconfidence performance leads everyone had implicated innocent. Beside this, many of the negative problems may occur in the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization. After this incident, a lot of negative minded appear on the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s brain, the employee will start to feel frustration and dissatisfaction with the overconfidence attitude of researcher. Therefore, the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization may risk the case of conflict among employees. In addition, the overconfidence attitude of the researcher will make the company leads to unnecessary costs spend. Scenario 2 Immediate gratification bias The immediate gratification bias is describes about the decision makers who tend to want immediate rewards and avoid immediate costs. It which mean as neglect the future outcome of the company when simply give importance to those decision choices which have quick achievement. The error involved This is a case based on immediate gratification bias. The researcher only focuses on the big picture earning points by setting the strict rules and force the employees comply with these rule in order to reach the sales target. Although the sales target is reached, the company did not reward the employee who been contributed for the organization. (2) The circumstance In a few months is the advent of the Chinese New Year, the researcher organization decided to increase the turnover and pushing the organizations earnings to highest point. The organization decided to sales staff department overtime in order to achieve the turnover target. Therefore, the researcher set a number of strict rules aim to make sure all the sales people are able to reach the target set in the shortest time. The rules are require employees cannot on leave on this following months, be sure to receive a daily limit quota of orders of customer, work for at least nine hours in everyday. Although the employee s feel that very strict or even feel very harsh with the organization. Employees think that can help the company to earn greater profits during this time, they will not be mistreated, or bonus would certainly be more than pass year. Employees will therefore pick up more business more aggressively, sacrificing the time for company family and even personal health problems in order to achieve sales target. In just two months, after staff efforts and hard work, the organizations turnover increased significantly as expected by 30% of all of the shareholders are satisfied. At this moment, all the staffs are very excited to wait for the researcher to request with the organization in order to increase bonus payment of good news, but the researcher refuse to help the employee to send their request to the company. By the opposite, the researcher aspect the employee should earn the maximum profit for the company. (3) The effect toward the outcome This had created a circumstance of dis satisfaction among the rest of the employee. The employees feel frustration with the organization. Many good and capable staffs cannot stand to the unfair treatment have resign and left, such action had negatively resulted to the organization. Scenario 3 Self-serving Bias The self-serving bias found as exhibited by decision makers who are quick to take credit for their successful and blame failure on outside factors. Some research has shifted focus to physiological manipulations, such as emotional inducement and neural activation, in an attempt to better understand the biological mechanisms that contribute to the self-serving bias. The error involved Based on the research, the researcher had made this bias in the organization. The researcher only focuses on the strength or successful but overlook the error making. Beside this, the researcher refused to appreciate the advice given by the organization but blame failure on others reason. The circumstance For one of the example based on the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s organization, the top management decide to select certain employees to attend training course. The training courses aim to advocating working knowledge of the employee. In addition, through training of employees who will allow to have the opportunity for promotion and increase salary. Employees are actively to participate in training courses. The employees are required to pass with the official test. Therefore, only qualified employees are eligible to be admitted because of the limited quantity of employee needed. The researcher compares over favorable to others. The researcher thinks is much better than other employees because have more working experience and well understanding with the organization. The researcher didnà ¢Ã¢â€š ¬Ã¢â€ž ¢t get a well prepare before the test. At the end, the researcher has failed with the test. The researcher dissatisfies with the result and blames to the top management. The effect toward the outcome The impact of the self-serving bias will brings the researcher make the decision but not earning the best interest to the organization. This phenomenon is unhealthy may caused easier to make error decision while planning certain programme. Conclusion Recommendations In conclude, the research show to understand that an individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s values differ from, but tend to reflect, the societal values of the period in which they grew up can be a valuable aid in predicting behavior. The perceived decline in business ethics has been linked by some authors to cohorts. The veterans, who had high organizational loyalty, began leaving management at about the time that ethics were seen to decline in the late 1970s. Since managerial behaviors are one of the strongest influencers of organizational ethics, changing from a loyal cohort to one more driven by their own needs, (boomers), may explain the drop in ethical standards. It is possible that standards will rise when Xers managers take over as they value loyalty in relationship. In addition, the report shows that decision making is one of the primary responsibilities when perform duties in workplace. Decision making is means as to the end. It signifies identifying and choosing alternative methods lead to a desired state of affairs. The process begins with a problem and ends when a solution has been selected. On the contrary, personal biases can be divisive forces within a decision processes when they often lead to less than ideal outcomes for decision makers. People make a variety of mistakes when making decisions. These mistakes are generally associated with a host of biases that occur when we use judgmental heuristics. Primarily it is very important to understand biases in order to overcome it. There contain few methods to try out to overcome unconscious and hidden biases. Understanding bias Consider various ways you can gain some insight into your bias. Explore the dynamic of biases. Working on the bias Recognize that the specific bias exists. Consider why it is usually so difficult to remove biases. Ask yourself questions. Meet the object of your bias head on with an open mind. Ultimately take things a step at a time. References The McGraw-Hill Companies (2001), Organization Behaviour, Inc.1221 Avenue of the America, New York, NY, 10020. [Accessed 10th March 2014] Barrow, Colin (2009), The 30 day MBA, Great Britain and the United States, Kogan Page Limited. [Accessed 10th March 2014] Personality and Values [Online] Available at: https://www.prenhall.com/behindthebook/0132431521/pdf/Robbins_CH03.pdf [Accessed: 10th Mar 2014]. Michael Chibnik, American Anthropologist, volume 57, Issue 6, Article first published online: 28 OCT 2009 [online] Available at: https://onlinelibrary.wiley.com/doi/10.1525/aa.1955.57.6.02a00130/pdf [Accessed: 10th Mar 2014]. Internations.org. 2014. Working in Malaysia. [Online] Available at: https://www.internations.org/malaysia-expats/guide/working-in-malaysia-15373 [Accessed: 10th Mar 2014]. Organization Behavior Page 1