Values and attitudes in the organizational behavior
The organizational behavior concepts that appeal to me are those of human and social capital, personal attitudes, and job satisfaction. The human and social capital influence job performance and career opportunities (Kinicki & Fugate, 2015). My business organization’s efficiency consists of investing in my experience, education, and skills, together with the relationships and status I have. It will contribute to the success of my company.
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The effectiveness of my current company is partially based on the concept of job satisfaction. I consider it one of the major workplace attitudes. If the employees are satisfied with their work conditions, process, and results, they do their best to complete the tasks. I think the company should pay more attention to the bonuses for excellent work to improve the motivation and job satisfaction.
As for the company’s effectiveness, I would suggest the example of Alston & Bird. The managers wanted to stimulate the employees after the great recession. They let people express their opinions and tried to meet their needs. Thus they showed an excellent personal attitude to the employees and expected the corresponding feedback. Although such an approach may be effective, the company should better plan and predict their activities to avoid further recessions.
I am planning to study the Google corporation as an object of my final paper. It is a company that gives a lot of personal attitudes—this attitude influences behavior. The company celebrates the holidays, provides unusual and comfortable workplaces. It looks more interested in the workers than in the customers, thus contributing to job satisfaction. As a result, satisfied workers are more productive.
To interview the person for this course, I might ask about workplace evaluation.
Individual Differences and Managing Diversity
Speaking of “Individual Differences and Emotions” and “Social Perception and Managing Diversity” chapters, I would choose the following organizational behavior concepts. In these chapters, Kinicki and Fugate (2015) speak about the important differences, the influence of personality on the effectiveness, and the core self-evaluation.
As for my current company, I find the concept of individual differences most applicable. The employees are different, and so are the customers. We should not be scared of the differences. On the contrary, we can learn something new from the people that are not like us.
My company gives attention to the personality of the workers. It is believed that personality influences performance. The combination of appearance, thoughts, actions, and feelings make a personality. Thus, the correct measurement of a personality when hiring someone is the key to success.
Speaking of self-evaluation, we can mention Sara Blakely, the founder of Spanx. She is the youngest woman billionaire who faced both failures and success on her way to the top (Kinicki, & Fugate, 2015). She had various jobs before she found her place. Her self-efficiency and the ability to evaluate herself brought her where she is.
Getting back to Google, the company I am going to study for my final paper, I would like to analyze the concept of important differences. The company realizes that the employees are varied and do not put any strict limitations. I think this is the concept for further development, for the diversity gives birth to bright ideas.
When I interview a person for this course, I would ask about the influence of personality on work performance.
Kinicki, A., & Fugate, M. (2015). Organizational behavior: A practical, problem-solving approach. Burr Ridge, IL: McGraw-Hill