Assume that i am replying to tow other people who have read the same chapters and provide a summary -  . These responses should be a minimum of 200 words and be substantive. A response such as “I agre

DISCUSSION FORUM WEEK 1

SUMMARY OF ASSIGNED READING FROM CHAPTERS 1-3

RACHEL C GILBERT

UNIVERSITY OF THE CUMBERLANDS

AUGUST 28, 2019

Organizational Behavior in many ways answers the questions, “What”, and “How”. According to our weekly readings, Organizational Behavior is the study of what people do in an organization and the way their behavior affects the organization’s performance. (Robbin, 2018, p3).

An organizations behavior is essential in fostering interpersonal skills that will translate through the employees by attracting a joyful environment. When managers and persons in authority communicate on levels that would be easily understood by all will only assist in creating and environment conducive to the well-being of its employees. (Robbins, p2)

Not all working environments are created equal; however, excellent organizational behavior can change a bad environment to a good or even greater workplace. Positive reinforcement, structured hours, and fair working conditions can produce favorable production from employees.

The quality of work can directly be related to the success or decline of a company. When a successful organizational behavioral plan is in position many employees are willing to stay and give their all. By creating an open line of communication between employee and employer is very important in the advancement of a more positive work environment.

It is also the responsibility of an organization to lessen the gap between what goes on inside the workplace with what goes on outside of it. Being aware of the social constructs that is directly related to the line of work and how it situates itself into the community. This is a vital role towards the social responsibilities of the company granting recognition on levels that would and quite possibly would situate the organization in the community as a viable source for longevity.

None of this comes without its challenges but when all points of disciplines, psychologies, anthropologies, sociologies, demographics, ethical and multidisciplinary behaviors are in sync, different methods, techniques, and theories can be used to evaluate the outcome of individual performances.

Diversity in organizations is something as unique as each of us is to the other. Diversity is necessary for various reasons, as it is the culmination of skills, cultures, and concepts, unified for with a common goal to succeed. Society has such a diverse composition and becoming even more so to the point that it is a necessary mandate that companies, particularly management has to take notice. Not only has the workplace become more diverse but the companies in which they have dealings are just as diverse.

Management must understand that embracing individual cultural diversity is a way to empower. In changing their policy and procedures to show that they are willing to accept and adapt to the diversity of which a diverse group of employees will bring to the establishment.

There are demographic characteristics where the worldwide workplace has done a rapid change toward equality in the past fifty to sixty years. (Robbins, p18) The gaps between ethnic groups as well as gender specifics have become, in many ways balanced. These changes appear managerially as well as professionally. However, there is not limited to diversity and it can serve as a way of explore other departments and organizations.

Attitudes and job satisfactions can be as equal as they are separate. Attitudes are emphasized in how an employee views his or her job duties, compensation, or overall working environment. These attitudes, when viewed as positive or negative can lead to a diverse reflection on job satisfaction. When the attitude is more positive in nature, typically the overall job satisfaction is positive. Likewise, when the attitude is negative, so shall the dissatisfaction in the job. (Robbins, p36)

Measuring job satisfaction can be a positive feeling about a job resulting from an evaluation of its characteristics, is broad. A job is more than just a job; it requires interacting with everyone from bosses to coworkers, abiding by policies and procedures, understand structure, as well as living with less than idea working conditions. Therefore, attitudes concerning job satisfaction can be complex and difficult to point out as a specific measurement of elements. (Robbins, p38) These elements could lead to lower job satisfaction.

REFERENCES

Robbins, S.P., & Judge, T.A. (2018). Essentials of organizational behavior (14th ed.). Organizational Behavior Defined.   Boston, MA: Pearson.