Understanding Behaviour in the Organisation Essay Example

a business. It is valuable to consider the implications of the identified factors, as it can play a crucial role in assisting a business in setting objectives and developing new strategies. The ultimate goal is to maximize strengths and minimize weaknesses in order to capitalize on external opportunities and overcome threats. Effective decision-making requires a combination of skills, sound judgments, and successful implementation.

Decision-making schemes and theories for use in individual and group situations

According to a 2001 study by Baker et al, effective decision-making involves multiple steps that require input of information at different stages and a feedback process. (Decision-making Process, adapted from Baker et al, 2001)

Decision-making under certainty, uncertainty, and risk

Risk refers to events whose likelihood and frequency can be calculated through statistics and experience. Uncertainty arises when we cannot predict the outcome or assign values to potential outcomes. Risk preference is the term typically used to describe an investor or decision-maker's stance towards risk. The primary approach to dealing with risk is estimating its probability and using statistics to ensure that the long-term rewards align with the risks taken, while minimizing overall incidences to an acceptable level. The most commonly employed technique for evaluating uncertainty and risk is decision trees.

A decision tree is a decision support tool that utilizes a tree-like graph or model to represent decisions and their potential outcomes, including chance event results, resource costs, and utility. Decision trees have several advantages, such as enabling businesses to quantify decision-making, being useful when the outcomes are uncertain, placing a numerical value on likely or possible results, and allowing the comparison of different potential

decisions. Decision tree analysis has various advantages, including being graphic, efficient, revealing, and complementary to other project management tools. However, it also has disadvantages such as relying on estimated probabilities for much of the provided information.

• The determinations are not only concerned with measures and chances, but also frequently involve people and are influenced by legal restraints or people's preferences. These factors cannot always be shown by numerical values.
• The divide and conquer method tends to perform well if a few highly properties exist, but less if many complex interactions are present.
• A minor alteration in one split near to the root will change the entire subtree below.

The following is a sample situation of a decision tree relating to the selling of coop biddy eggs and free-range eggs.

Probabilities can be estimated and added to the tree for each result, along with the determination results. By using the axial rotation back method, the expected value of each option can be calculated. This involves evaluating the tree by working backwards from right to left towards the initial determination.

Personal Strengths and Failings

Strengths

• Proactive, adaptable, dependable, and reliable person who always perseveres to achieve the best results.
• Self-motivated and ambitious with an abundance of energy and drive. An effective team player with a creative and dynamic approach to work.
• Consistently works to the highest professional standards, demonstrating a solid approach to accomplishing tasks and objectives.
• Fluent in two languages: English and French.
• Ability to effectively communicate complex detail and management both in written and verbal form.
• Able to react quickly, logically, and calmly in difficult situations.

Proficient in Windows XP and Microsoft Office packages

• Ability to work under pressure and prioritize workload
• Strong planning, organizing, and monitoring abilities
• Holder of a
  

valid UK driver's license

Weaknesses:I prefer intensive sessions with clients as I believe it is the most effective approach to improving their employability skills.However, to accommodate more clients daily and provide various employability skills and support, such as preparing CVs, cover letters, assisting with job application forms, conducting job searches through websites, newspaper advertisements, job fairs etc., I need to rush through things quickly. This leaves me somewhat unsatisfied at the end of the day! Additionally, as an employment advisor, I assist clients in preparing for the job market by providing additional support such as helping them with form filling and conducting IT sessions. I deliver these sessions to clients and ensure high-quality content by conducting thorough research and preparing PowerPoint presentations.

My co-workers and I prefer to work with a group of no more than 10 clients. We carefully select clients who are in greater need of support, assurance, and information. Depending on the group, I may need to modify the contents and format of the presentation.

Applying Accomplishments and Cognition

During the PPP, I engage them in discussions, address any concerns, and mainly provide a platform for open dialogue on various topics.

Clients are given assurance and clarification to help them prepare for interviews and approach them confidently. Handouts are also provided for clients to refer back to. The sessions usually last around 90 minutes, but occasionally go over 2 hours, indicating the clients' strong interest and eagerness to learn.

My other tasks involve initiating clients, conducting basic literacy and numeracy assessments, and tagging assessments. I also assist clients in one-on-one job searches, creating Individual Development Plans, tracking their progress during periodic reviews, engaging with employers, informing

them about additional training opportunities, and handling related paperwork and administrative tasks. All of my responsibilities revolve around clients. Therefore, I fulfill the duties of a trainer, teacher, advisor, and mentor. I must continuously strive to build and maintain their confidence, update their skills and abilities for the job market, and more.

Using Academic Research from Other Countries

Learning fosters development; development cannot occur without learning. Lifelong learning is an ongoing process that enhances the performance of individuals and groups.

The acquisition and development process in an organization should be consistent and systematic, targeting everyone, not just managers, and it will contribute to maintaining competitive advantage. Employees are a key resource in life span development (the overall development of individuals throughout their lives). Eriksson's psychological model encompasses stages of ego development, socialization, and experience. Levinson's model identifies new possibilities for individuals after reaching stability at the end of a stage. Career development involves the continuous movement of individuals through time and social positions. Learning and development within the organization can be facilitated and designed through various methods:

• Formal programs
• E-learning
• Informal learning
• Action learning (working in small groups)
• Reflective practices

Models Of Action Learning: Working In A Group

While working in a group, we learned the importance of listening to everyone's perspective and taking them into consideration. We discovered that making certain sacrifices and adopting a democratic decision-making process were necessary. However, if an individual strongly argued for a specific point with

valid reasoning, it should be included. It is preferable to work in smaller groups rather than larger ones to prevent dilution of individual ideas.

Measuring The Constructs Of Values And Techniques Which Aid Apprehension And Perceptual Experience
Each of us possesses our own distinct manner of apprehending things, which can be a convoluted procedure. Our comprehension of data may differ, as we may attach significance to specific particulars while regarding others as inconsequential. The act of perceiving entails choosing, arranging, and interpreting stimuli to form a cohesive perception of the world. Despite our individuality, we are all exceptional in our own way with no duplicates.

We all have our own unique way of perceiving and understanding the people and environment around us. Despite physical similarities, our interpretations, opinions, and evaluations differ. The first technique that aids in perception is choice and attention. In analyzing a case study involving a disagreement, it is important to consider two key factors:

• The individual's internal factors (defensive and constructive behavior)
• The external influences on the individual (character, values, principles)

To comprehend the values and techniques that aid in perceptual choice, we must consider both internal and external forces.

Attribution Theory:

Attribution refers to how people interpret the causes of behavior they perceive. According to Heider F (1958), "Behavior is influenced by a combination of internal and external forces." Internal forces relate to personal attributes like ability, skill level, effort or fatigue.

External forces refer to environmental factors such as organizational regulations and policies. These factors determine whether the outcomes are influenced by individuals themselves or by external factors. Additionally, opinions of others are strongly influenced by whether the cause is perceived as internal

or external.

Models of Human Behavior

There are four theoretical models that can create specific challenges and lead to perception problems and understanding of human behavior. These models include:

• Stereotyping
• The Halo Effect
• Perceptual Defense mechanism
• Projection

Stereotyping involves simplifying the perception process.

Pigeonholing is the act of judging an individual based on the group they are perceived to belong to. Examples of pigeonholing include:

• Education - assuming all graduates are smart
• Social - believing that all unemployed people are lazy

Pigeonholing operates under the assumption that all individuals within a certain category share the same traits or characteristics. Stereotyping, which is closely related to pigeonholing, can have significant social consequences and often involves forming perceptions about specific groups based on factors such as:

• Gender
• Race
• Disability
• Religion

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Age

Assigning incorrect characteristics through pigeonholing or stereotyping can have highly negative effects. As stated by McKenna in "A major danger of stereotyping is that it can block out accurate perception of the individual or specific situation" (McKenna, Lawrence Erlbaum,1994).

The Halo Effect

The Halo Effect is when someone's perception of a person is influenced by a positive or negative trait or feeling,

while disregarding other important characteristics. For example, if an individual arrives on time for an interview, looks presentable, and is friendly, these qualities may impact the interviewers' perception and diminish the focus on the person's technical abilities, qualifications, or work experience. Conversely, the Halo Effect can also function in reverse as the rusty halo effect.

This occurs when someone is evaluated based on a negative attribute, such as when a student arrives late to a college lecture. Despite possibly having a valid reason for being late, this one incident may lead others to perceive the student as unorganized and unreliable.

Values and Techniques of Conflict

Conflicts arise frequently in everyday life, both in public and private settings.

Struggles can occur on various scales, within and among different groups or communities. Conflict is unavoidable and arises from dealing with people's lives, jobs, children, pride, self-concept, ego, and purpose. Conflicts can stem from various sources such as disparities in information, beliefs, values, interests, or desires. They can also emerge from resource scarcity or competitions between individuals or groups.Below are some possibleand unified versions of the text, keeping the and their contents:

1.

Beginnings of struggle:
• Poor communicating
• Seeking power
• Dissatisfaction with direction manner
• Weak leading
• Lack of openness
• Change in leading

2.

Conflict indexs:
• Body linguistic communication
• Disagreements
• Withholding bad intelligence
• Surprises
• Desire for power
• Increasing deficiency of regard
• Lack of clear ends

3.

Conflict is destructive when it:

• Returns attending off from other of import activities
• Undermines morale or self-concept
• Polarizes people and groups, cut downing cooperation

4. Conflict is constructive when it:

• Consequences in elucidation of of import jobs and issues

5. Conflict is constructive when

it:

- Resolves important problems and issues
- Leads to problem-solving
- Engages people in resolving matters important to them
- Promotes communication
- Builds cooperation through greater understanding among individuals

6.

Six steps for managing conflict:

i. Set the tone
ii. Understand the emotions involved
iii. Gather the relevant facts
iv. Seek assistance, if needed
v. Seek commitment to resolution
vi. Follow up on progress

7. Conflict can range from simple disagreements to full-scale warfare.The occurrence of conflicting opinions among individuals within small groups often leads to conflict. For example, when one person in a group proposes a certain approach and another disagrees, conflict arises. There are five strategies to effectively manage conflict: avoidance, competition, adjustment, compromise, and collaboration. However, groupthink represents a flaw in the group's critical thinking process since it involves a failure to express doubts, disagreements, and conflict within the group.

Symptoms of Groupthink:
- The group overestimates its power
- The group becomes narrow-minded
- Group members experience pressure to execute.

Prevent groupthink:
- Establish a norm of critical evaluation.
- Leaderships should not state their preferences at the beginning of the group's decision making process.
- Prevent the insularity of the group.

Decision and Recommendation:
Work is a group-based activity, and good working relationships and teamwork are essential for high staff morale and business performance. The director should ensure that all members cooperate with one another.Understanding decision making theories, conflict situations, individual strengths and weaknesses, and concepts that aid in understanding human behavior are necessary for effective management.

In the theoretical model, it is complex to determine whether defensive behavior is verbal

or nonverbal. The nature of the behavior is influenced by context and the type of conflict. Laughing, in an intense moment of disagreement, can also be considered a defense mechanism. In this situation, people are reacting defensively or constructively.

Defensive reactions, whether verbal or physical, may indicate a reluctance to accept new information or learn from a different perspective. This can hinder effectiveness and is often an indirect way for individuals to express their concerns when they do not feel secure. Therefore, it is necessary to intervene in the situation and assess each person's personality and conflict management strategies in order to resolve the issue.

References and Bibliography

1. Heider, F. The Phychology of Interpretation Relations, 1958
2. McKennA, e.f. Business Phychology and Organisational Behaviour, Lawrence Erlbaum, 1994
3. Guirdham, M Interactive Behaviour at work, Third Edition, Financial Times Practice Hall, 2003
4. Miner, J.B. Management Theory, Macmillan, 1971
5. Luthans, F. Organisational Behaviour, Seventh Edition, McGraw-Hill, 1995