MAPRE 2 Human Behavior in Organization PDF

MAPRE 2 HUMAN BEHAVIOR IN ORGANIZATION affect the other, creating a never-ending loop between the two. Therefore, in order to have a healthy...

MAPRE 2 HUMAN BEHAVIOR IN ORGANIZATION affect the other, creating a never-ending loop between the two. Therefore, in order to have a healthy and successful organization, it is extremely important to understand the  How is organizational behavior unique? ins and outs of organizational behavior! 1. Behavior is a simple topic and a common academic study EVOLUTION OF ORGANIZATIONAL BEHAVIOR 2. Organizational behavior is another management theory 3. Organizational behavior is not unique The academic study of organizational behavior can be dated back to Taylor’s scientific 4. It includes a wide range of topics and is always adapting theory as we discussed earlier in this module. However, certain components of 5. What is organizational behavior and human resource management? organizational behavior can date back even further. In this section, we will discuss how Organizational behavior is the study of human behavior in organizational settings, and the organizational behavior developed into a field of its own. organization itself. Human resources management is the process of hiring and developing Looking back thousands of years we can find components of organizational behavior. employees so that they become more valuable to the organization. Famous philosophers like Plato and Aristotle discussed key components of today’s WHAT IS ORGANIZATIONAL BEHAVIOR? organizations including the importance of leadership and clear communication. While these seem like very basic and broad concepts today, at the time they were innovative Learning Outcomes ideas and helped to lay the foundation for organizational behavior.  Describe how organizational behavior evolved into its own unique field If organizational behavior were a simple topic, this course would be short and sweet. We Course Requirements could simply say that organizational behavior is how people and groups act within an  Lecture-Discussion organization. But it’s not so simple!  Major Examinations Five people gathered with their hands together in the center of the table. When  Case Analysis organizational behavior grew into an academic study with the rise of the Industrial  Quizzes Revolution, it began to complicate what could appear to be simple topics. People began  Assignments  Task Performance asking a lot of questions and started critiquing how organizations operated. Like many  academic ventures, people began to deep dive into how behavior plays a role in What is Organizational Behavior? organizations and why changes in behavior alter the way organizations operate. Along the way, organizational behavior has grown to incorporate components of management, A loop indicates that the organization affects behavior and behavior affects the psychology, leadership, personality traits, motivation, etc. organization a nutshell, organizational behavior is the study of how human behavior affects an organization. Organizational behavior aims to learn how an organization Organizational behavior has grown into its own niche within a wide variety of other operates through the behaviors of its members. Instead of taking a strictly numerical genres. This is exciting because it allows us to really investigate each and every aspect of approach to determine an organization’s operations, it takes a more psychological behavior within an organization! Today, organizational behavior is recognized as an approach. By understanding people, you can better understand an organization. essential component of an organization. Scholars and businesses alike recognize its importance and continue to help it adapt to current issues and new findings. Organizational behavior is intended to explain behavior and make behavioral predictions based on observations. If you can understand behaviors, you can better understand how One of the great things about organizational behavior is that it is constantly changing. The an organization works. In addition, organizational behavior studies how an organization rest of this module will discuss contemporary issues in organizational behavior and how can affect behavior. So, if you think about it, behavior affects an organization and an organizations are adapting to and learning from these challenges. organization affects behavior. Let that sink in for a second—it’s all connected! They each The field of organizational behavior (OB) has evolved over time, incorporating various research on topics like organizational culture, job satisfaction, and employee theories, perspectives, and research findings. Here is a brief overview of THE EVOLUTION OF motivation. ORGANIZATIONAL BEHAVIOR: https://medium.com/@martincmasil/evolution-of-  Contemporary Perspectives (2000s onwards): The field of organizational behavior organizational-behavior-ff9b3a64a462 continues to evolve, incorporating emerging trends and perspectives. This includes the study of topics like organizational justice, diversity and inclusion, work-life balance, virtual teams, and ethical behavior. There is also a growing emphasis on  Early Studies (Late 19th to Early 20th Century): The foundations of OB can be traced understanding the impact of globalization, technology, and changing work dynamics back to the late 19th and early 20th centuries with the emergence of scientific on organizational behavior. management and industrial psychology. Scientific management, popularized by Furthermore, the advancements in technology and data analytics have allowed researchers Frederick Taylor, focused on improving efficiency and productivity through the and practitioners to explore new avenues in organizational behavior, such as studying big data, scientific study of work processes. Industrial psychology explored topics such as and artificial intelligence, and their implications for employee behavior and organizational employee selection, training, and motivation. performance.  Human Relations Movement (1920s-1930s): The human relations movement challenged the mechanistic view of organizations and emphasized the importance of Overall, the evolution of organizational behavior reflects a progression from a focus on social interactions and employee satisfaction. Studies like the Hawthorne experiments efficiency and productivity to a greater emphasis on human factors, contingency, systems conducted at the Western Electric Hawthorne Works brought attention to the thinking, and the integration of various disciplines to understand and manage behavior within influence of social factors, motivation, and employee morale on productivity. This era organizations. marked a shift towards understanding the impact of human factors on organizational THREE LEVELS OF INFLUENCE outcomes. Learning Outcomes  Contingency Approach (1960s-1970s): The contingency approach recognized that  Differentiate between the three levels of influence there is no one-size-fits-all solution to organizational issues. It emphasized that organizational behavior should be contingent upon various factors such as the If you have ever held a job, taken a class, or participated in an organized activity, you have environment, technology, and organizational structure. This approach led to the seen levels of influence. The three levels of influence are the individual, the group, and the development of contingency theories, such as the contingency theory of leadership, organization. The three levels are interconnected so it is critical to understand each one. which argued that effective leadership depends on situational factors.  Systems Theory (1970s-1980s): Systems theory focused on understanding 1. The Individual organizations as complex and interconnected systems. It examined the interactions people sitting at tables in a professional work an individual level including each individual and interdependencies between various components of an organization, including person within an organization. Each individual acts differently which affects group dynamics individuals, groups, and the external environment. This approach highlighted the and the organization as a whole. If there are a lot of happy and efficient individuals, the work environment will be an efficient and productive one. However, if there are a lot of negative need for a holistic understanding of organizations and the consideration of multiple and disgruntled individuals, it can create a toxic environment. factors in organizational behavior analysis.  Cognitive and Behavioral Science (1980s-1990s): The cognitive revolution in A company can't study each employee’s behavior, however, a company needs to create psychology influenced the field of organizational behavior by emphasizing the role of guidelines and expectations that will attract employees with desirable behaviors. For example, mental processes, perception, and decision-making. Behavioral science concepts, a company may hire employees based on their personality or how they answer behavioral- such as reinforcement theory and social learning theory, were applied to understand based interview questions. At the same time, companies can help influence individual individual and group behavior in organizations. This period also saw the rise of behavior. They do this by creating a code of conduct, establishing policy and procedure guidelines, and by developing incentives and consequences.  Structure relates to the roles and relationships of those in an organization. An employee’s role 2. The Group in the structure must be clearly defined to them. It will lead to more work efficiency and The group level includes any groups within an organization. Groups can range in size from a employees can avoid confusion. By engaging employees in work that fits their skills, business couple of people working together, to a large group with dozens or hundreds of members. As goals are likely to happen. we just discussed, individuals can affect a group and a group can affect an organization. And at the same time, a group can affect individuals and an organization can affect a group. TECHNOLOGY Imagine organizational behavior as a large spider web over each organization. The spider web With the necessary technology added to your business’ production, tasks can be performed connects each level of influence with the two others, creating a pathway between each one. more effectively. Without it, work would be very difficult to perform. Its presence makes business tasks easy not only for employees but also for you. It doesn’t just supply different 3. The Organization machines, tools, and resources, but also different methods to accomplish work. How much Finally, the organization level incorporates the organization as a whole. In case you haven’t technology you require depends on how much work needs to be done. Technology provides picked up on the trend, it’s important to point out that the organization impacts individual an important role in work quality and reducing production costs. But be cautious of how much and group behavior and that individual and group behavior impacts an organization. technology interferes in the workplace. It can place a restriction on your employees’ freedom. In this course, the students will analyze how human behavior is a key concept in achieving ENVIRONMENT organizational goals and objectives when satisfaction, stress management and counseling; and Finally, there is the business environment. With it, you must keep in mind both internal and organization structures and designs will be given emphasis. external factors. Organizations are not able to thrive on their own and they and the environmental factors surrounding it include government, society, family, and even other WHAT ARE THE FOUR ELEMENTS OF ORGANIZATIONAL BEHAVIOR? organizations. Organizational culture refers to the internal environment within your business Organizational behaviors describe the interaction between employees and management. The structure. The external environment will pertain to political, social, cultural, and economic four primary elements of organizational behavior are people, structure, technology, and factors. Make sure to study all these factors properly for the benefit of your business and make environment. necessary changes where you see fit. THE KEY ELEMENTS od FORCES OF ORGANIZATIONAL BEHAVIOR WHY IS IT IMPORTANT FOR MANAGERS TO UNDERSTAND ORGANIZATIONAL BEHAVIOR? To learn about organizational behavior would take up probably a whole college semester. But Understanding organizational behavior is important for managers because it will help them regardless of how much material there is, there are four key elements to keep in mind when create a positive environment, promote healthy relationships and ensure highly motivated applying organizational behavior theory to the workplace. They are people, structure, employees. technology, and environment. After successful completion of this course, the students should be able to:  Analyze the effects of individual human behavior on an organization; PEOPLE  Determine ways to motivate individuals in an organizational setting; People refer to the employees working in your organization. They work either in groups or  Recommend improvements to organizational behavior practices of individually and make up the whole working structure. Because the “people” element of organizations to sustain job performance and satisfaction. organizational behavior is regarded as the most important factor in a business, you should take notice of how you treat them. There is no alternative in the quality of an employee. They help to achieve the organization’s objectives. Learn to manage and treat them properly and Understanding Organizational Behavior in return, your business will thrive. You must pay as much individual attention to employees The objectives of organizational behavior are as follows: as you can. Learning how each one behaves will allow you to know how to treat them in the  To define the behavior of people under various circumstances. workplace.  To analyze the rationale behind human behavior in the organizational setting.  To anticipate the conduct and actions of people in organizations. STRUCTURE   To manage human activity and interaction to achieve organizational goals. Communication between management and employees is recognized as essential to BRIEF HISTORY OF ORGANIZATIONAL BEHAVIOR understanding employee issues. The human relations theory, also known as the human relations management or human culture sets productivity standards, despite standards that managers set. relations approach, is a generalized approach to management that focuses on achieving organizational goals through recognizing the importance of employee attitudes, interpersonal WHY IS THE HUMAN RELATIONS THEORY IMPORTANT? relationships, group dynamics and leadership styles.  The human relations approach focuses on the positive treatment of employees, which is beneficial for both companies and these employees. https://uk.indeed.com/career-advice/career-development/human-relations-  It recognizes that company culture is a social system that each individual member theory#:~:text=The%20human%20relations%20theory%2C%20also,group%20dynamics%20a contributes to. nd%20leadership%20styles.  By recognizing that each employee has unique beliefs, the theory accepts occurrences of informal leadership, which helps professionals function as a social HUMAN RELATIONS APPROACH – group.  What's unique about this theory, in comparison to earlier management styles, is that  1900s Frederick W. Taylor - Scientific Management it truly nurtures a two-way communication that allows companies to better  1920s Elton Mayo- Hawthorne Effect understand employee motivation, opinions and preferences.  1930s Human Relations Movement Personality Theories The theory originated in the 1920s when an Australian psychologist, Elton Mayo, decided to  1910s Sigmund Freud Theory of Unconscious Motivation conduct a series of experiments named the Hawthorne Study. As a result of these  1910s John B. Watson Theory of Behaviorism experiments, he found that social factors, such as inclusion in decision-making, have a more  1930s Burrhus Frederic Skinner Theory of Behavior Modification significant impact on employee satisfaction and productivity than environmental factors, such as lighting. https://psychcentral.com/health/personality-theories-in-psychology The experiment results are fundamental to better understanding the roles of group behavior Psychodynamic, humanistic, and evolutionary are just a few of the many personality theories and individual psychology in workplace management. It determined that the human relations that have attempted to explore and explain human personality traits. approach focuses on six principles: Personality theories in psychology aim to provide a framework to understand human Social factors, known as group dynamics, significantly determine the job performance of personality, including the causes and motivations for thoughts, behaviors, and social employees. interactions. Each group of employees has its own beliefs and norms, which are independent of the Like many psychology concepts, personality theories have evolved over time, often building individual members' beliefs. and incorporating pieces of prior work. The meaning and importance of an employee's work are the primary determinants of What makes you who you are? Is it your facial features? Your accomplishments? Your job output, not compensation. position? Your ancestors? Or is it something less tangible, like how your brain responds to life’s everyday situations? Superiors with a cooperative attitude are more effective than those prioritizing command and control. What’s a personality theory? phallic: genitals and gender identification Personality theories are the result of hypotheses, experiments, case studies, and clinical latency: sexuality is paused and latent, and gives room to social skills research led by scientists in the psychology and human behavior field. genital: mature sexuality and defined sexual interest and orientation Freud suggested that each stage presented you with a developmental conflict. If you Personality is your unique set of behaviors, experiences, feelings, and thought patterns that successfully overcome it, you will move into the next phase of development. make you you.  According to Freud’s personality theory, being unable to move past a phase resulted While it may change subtly over time, your personality remains fairly consistent throughout in certain psychological challenges, like the Oedipus complex, later in life. your life after a certain age.  Carl Jung and Erik Erikson are other names commonly associated with important work Personality theories look to answer why specific features and traits develop in one person in the field of psychodynamic theory, although Erikson particularly marked a over another — or develop at all. The goal is to identify what makes everyone so similar and significant switch from Freud’s theories. so different at the same time. 6 theories of personality 2. Trait theories The field of personality theories continues to grow and change as more research opportunities Trait theory is one of the most popular types of personality theories. It proposes that people’s arise and studies are completed. personalities vary according to which basic personality traits are more dominant. As research has evolved, so have the theories themselves. Certain theories may have lost In this sense, each trait is seen as a continuum. some validity, due to inconclusive research or new findings by experts. Take kindness, for example. Rather than viewing this as an optional personality trait — some 1. Psychodynamic theories people are kind while others are not — you can think of it as a sliding scale. Everyone falls Sigmund Freud Trusted Source laid the foundation for psychodynamic personality theories somewhere on the kindness continuum. And you’re either more kind or less kind, compared with his proposal of the id, the ego, and the superego. Freud saw these three parts of the with someone else. mind as the basis of human personality. One of the best-known trait theories is the five-factor theory, also known as the Big 5, According to Freud, these concepts could explain individual behavior. proposed by Donald W. Fiske. This theory states that personality is made up of five distinct traits: The id was about your irrational and emotional impulses, while the ego weighed all the  agreeableness rational pros and cons. The superego then sought to apply social norms, rules, and other  conscientiousness personal values that ultimately encouraged you to act based on your core beliefs.  extraversion  neuroticism Later, in the psychosexual personality development part of Freud’s theory, he explained how  openness to experience a person came to those beliefs and ideals. Each trait has a range that goes from one extreme to another, and each person falls  Freud thought early childhood experiences played the most important role in how somewhere along that range. personality developed. Early life, he said, was defined by five psychosexual stages based on the pleasure sensations in erogenous zones: Other known trait theories include those developed by Gordon Allport, Raymond Cattell, and Hans Eysenck. Eysenck’s theory, for example, focused on just three trait continuums for oral: mouth and sucking reflexes everyone: extraversion, neuroticism, and psychoticism. anal: bladder and bowel control 3. Humanistic theories According to the social learning theory, how you perceive behavioral reinforcement is more The humanistic approach to theories of personality involves understanding not only behavior important than the reinforcement itself. and thought patterns, but also what someone believes gives their life meaning. Example Humanistic theories propose that someone’s personality depends heavily on what they think A child who loves candy might see it as a reward, whereas a child who doesn’t like candy would of themselves — who they believe they are. see it as a punishment. Abraham Maslow’s humanistic hierarchy of needs, for example, suggested that personality is Bandura also believed that environment influences a person’s personality and vice versa. the result of someone being able to meet — or not meet — basic needs like safety, self- esteem, and belongingness. Being cooperative, for example, might gain you job opportunities. It might also increase the cooperativeness of those around you — creating an environment of cooperation. Carl Rogers explored the concept of self-actualization. This theory asserts that people are driven by their need for personal growth. The quest for learning and growing is what Bandura changed the name of the model from social learning to social cognitive theory in structures someone’s personality. 1986. 4. Social cognitive theories  Expectancy-value theory Social cognitive theories of personality include several schools of thought like behaviorism, Another behaviorism-based model of human personality is Julian Rotter’s framework. social learning theory, and expectancy-value theory. Rotter proposed human behavior is motivated by the expected rewards or punishment it can  Behaviorism gain. This expectation comes from past experiences and whether or not you thought the Behaviorism theory proposes that human behavior is the direct result of facing rewards and consequences of your actions were under your control. punishments. When someone believes they have control over an outcome, they’re more motivated to In other words, you’re conditioned to respond a certain way because of a reward-punishment action. This is particularly so when they anticipate a positive outcome because similar actions pattern in your life. have been rewarded in the past. Example Example If being generous in school gained you social admiration, later in life, you might continue to You’ve learned that studying at least 4 hours before a test leads to you passing said test. be generous because of that early positive reinforcement. The next time a test is scheduled, you’re more motivated to study for 4 hours to achieve a John B. Watson is often credited with pioneering the work in behavior theory, though William pass. Carpenter, Alexander Bain, and Sigmund Freud also have ties to its early conceptualization, according to 2014 research Trusted Source. 5. Biological theories Biological personality theories assert that brain structures and neurophysiology are what  Social learning theory determine your personality traits, according to 2016 research. Closely related to behaviorism is Albert Bandura’s social learning theory, which takes behavioral models and adds the component of thought. In other words, the theory proposes In other words, something as simple as higher neurotransmitter levels might provide you that your thought process plays an essential part in deciding if you should imitate or not a with a more positive outlook, for example, than someone else. certain behavior (learning). Hans J. Eysenck and Jeffrey A. Gray both included neuropsychology in their personality Each personality theory offers a structure to analyze human personality, and most of them theories. have extensive research backing up some of their premises. This is one of the reasons why the study of personality in psychology is still a developing field with no conclusive findings. 6. Evolutionary theories Charles Darwin first introduced the concepts of evolution and natural selection in the mid- Key Points 1800s. His work sparked an entire field of evolutionary biology. The Principles of Taylor's Scientific Management Theory became widely practiced, and the resulting cooperation between workers and managers eventually developed into the Later, other scientists explored Darwin’s premises to explain human behavior. According to teamwork we enjoy today. While Taylorism in a pure sense isn't practiced much today, this framework of evolutionary theories, human personality is primarily the result of genes scientific management did provide many significant contributions to the advancement of and most useful traits. management practice. It introduced systematic selection and training procedures, it provided a way to study workplace efficiency, and it encouraged the idea of systematic organizational Ultimately, evolutionary theory states that personality characteristics that increase your design. ancestors’ chances for survival are the traits you may have at the core of your personality today. BENEFITS OF STUDYING ORGANIZATIONAL BEHAVIOR Example 1. Development of individuals Your fear of snakes may feel instinctual, but evolutionary theory states it may result from 2. Efficiency and effectiveness of organization your ancestors learning that snakes could be dangerous. 3. Improvement of human relations Personality theories and controversy Why Is Organizational Behavior Important? Organizational behavior describes how people interact with one another inside of an Personality is immeasurable. It’s different for everyone. This makes personality challenging to organization, such as a business. These interactions subsequently influence how the study. How do you control an environment and prove that personality develops in a specific organization itself behaves and how well it performs. For businesses, organizational way? behavior is used to streamline efficiency, improve productivity, and spark innovation to give firms a competitive edge. You can’t — at least not yet. FUNDAMENTAL CONCEPTS of ORGANIZATIONAL BEHAVIOR For this reason, personality development exists in theory only and is subject to controversy, A. The Nature of People though some research does support (or debunk) current theory models.  Individual Difference: Every person in the world is individually different. The idea of One of the biggest controversies in personality theory revolves around Sigmund Freud’s individual differences is supported by science. A person is different in millions of ways. theories on personality and development. Even as far back as 1987, researchers wrote about Each person’s DNA profile is different. Originally, the idea of individual differences how they are male-dominant, with references to females that may be interpreted as came from psychology. From the day of birth, each person is unique. So management demeaning. can motivate employees in different ways. Management should consider carefully the law of individual differences. Let’s recap Theories of personality aim to provide a framework to explain the differences and similarities  Perception: People look at the world and see things differently. Two people may view in human behavior and personality. They often overlap or complement each other, and the same object in two different ways. Employees see their work worlds differently sometimes they may be contradictory when compared. for a variety of reasons. They may differ in their personality needs, demographic  factors (Age, gender, Income, Marital status), experience and so on. Management organizational objectives. Mutual interest provides a supportive goal that can be attained on learns to guide their employees who have perceptual differences. attained only through the integrated efforts.  A Whole Person: Some organizations may wish that they could employ only a person’s Ethics: In order to attract and retain valuable or experienced employees ethical treatment is skill or brain. They forget that they actually employ a whole person rather than certain necessary. This is very important that organization must ensure a higher standard of ethical characteristics. Skill doesn’t exist apart from background or knowledge. Home life is performance by managers and employees. Companies have established codes of ethics, not separate from their work life. Similarly emotional conditions aren’t separate from statements of ethical values, provided ethics training, rewarded employees for notable ethical physical conditions. People work, as total human beings. Management needs to care behaviour and so on. about the whole person. Authority should recognize them inside and outside of the firm. If the whole person can be improved, the organization will be benefited. ETHICS AND ORGANIZATIONAL BEHAVIOR The common ethical issues are as follows:  Motivated behavior: Motivation is essential to the operation of an organization. An organization with sophisticated technology and equipment can’t work if the human  Transparency and communication resources aren’t motivated and guided properly. So the authority should inspire or  Conflict of interest motivate human resources by providing different facilities.  Relationships in the organization  Honesty and justice  Desire for Involvement: Today many employees are actively seeking opportunities at work to become involved in relevant decisions. They want to make a contribution by What Are Some Common Problems that Organizational Behavior Tries to Solve? their talents and ideas for the organization. So organization needs to provide Organizational behavior can be used by managers and consultants opportunities for meaningful improvement. to improve the performance of an organization and to address certain key issues that commonly arise. These may include a  Value of the person: People deserve to be treated differently from other factors of lack of direction or strategic vision for a company, production (Land, Capital, and Technology). They want to be treated with caring, difficulty getting employees on board with that vision, respect and dignity. They refuse to accept the old idea that they are simply economic pacifying workplace conflict or tools. They want to be valued for their skills and abilities. Organizations should provide creating a more amenable work environment, opportunities for the workers to develop themselves. issues with training employees, poor communication or feedback, and so on. B. The Nature of Organizations Social System: Organizations are social systems. People have psychological needs; they also https://www.investopedia.com/terms/o/organizational-behavior.asp have social roles and status. Their behavior is influenced by their groups as well as by their individual drives. Two types of social systems exist in organizations. One is formal or official Organizations have core values that help employees and employers accomplish company goals and the other is informal social system. All parts of the social system are interdependent and while basing their operations on a value-based framework. A company's values may vary each part is subject to influence by others. Everything is related to everything else. according to its products or services, but there are all-encompassing ethics that remain at the The idea of a social system provides a framework for analyzing organizational behavior issues. core of businesses, regardless of the industry or work environment. Here are four core ethics It helps make organizational behavior problems understand able and manageable. that companies typically require: Mutual System: Organizations need people and people need organizations. Organizations 1. Integrity have a human purpose. They are formed and maintained on the basic of some mutuality of This principle is essential to acting right, knowing what's good and bad, and operating fairly. interest among their participant’s managers need employees to help them reach Basing a career on a foundation of truth and integrity can help build a healthy and long-lasting relationship with an employer, management, colleagues, clients, and other workplace stakeholders. An organization that acts honestly in all its dealings can build a solid and reliable EXAMPLES OF GOOD ETHICAL BEHAVIORS reputation for itself in the industry and amongst customers. Good ethical behaviors can help ensure optimal productivity and better interpersonal 2. Respect relationships at work. Below are examples of good ethical behaviors that are integral to An organization can perform effectively if they have a dedicated team facilitating company company growth: growth. Showing respect for employees is vital to reducing turnover because it assures them of a safe and respectful work atmosphere. Respect involves honoring basic human rights and  Obedience to company rules and regulations eradicating any element of discrimination based on gender, nationality, religion, beliefs, and Staying attentive to company rules and complying with set procedures and policies is a sign of race. A company can maintain respect between colleagues, management, and employees by a well-behaved employee. Usually, when a candidate receives a job offer from an organization, establishing a friendly work atmosphere to enhance employees' self-confidence and they sign several documents that include the organization's rule book and agreement form. motivation. Rule books are principles that guide employees on how to act within the company's moral standards. Some candidates may ignore or disregard crucial information from the agreement 3. Innovation form because of excitement about the new job. This act may lead them to disobey company The concept of innovation is vital for organizations that aim to outperform their competition guidelines and face repercussions. Ensure you read and understand administrative regulations or release a product or service to the market. Innovation involves creating new ideas and extensively. inspirations without imitating another's work. In this case, companies encourage employees to be more spontaneous and creative when introducing new concepts that can aid business  Effective communication improvement. Establishing the principle of innovation in the organization helps the company Effective communication is another crucial workplace ethical behavior that can help you better remain unique in its operations. interact with colleagues and management without misunderstandings. Optimal communication may differ depending on the situation. For example, an English-speaking 4. Drive receptionist may struggle to attend to a Spanish client. In this case, they can find a Spanish- The desire for constant improvement is achievable once there's a constant willingness to speaking colleague to help translate information. learn. Drive is another core value that companies integrate into their operational structure to create a system for employees to accomplish more tasks and achieve bigger goals. Such  Responsibility businesses provide the necessary platforms for employees to build their creative abilities, take It's vital for employees to be responsible for their personal choices and teamwork decisions. on challenging goals, and expand their skill set. Having this value in your organization can This attribute is a leadership quality required of anyone who aims for a supervisory role in ensure a constant improvement in productivity and higher employee value. their career. While you may be anxious or scared to undertake new responsibilities in line with your work, remember that new challenges prepare you for bigger opportunities and IMPORTANCE OF ETHICS TO AN ORGANIZATION experiences. It's great if you accomplish a new challenge on your first trial, but if not, you can  Any business that bases its operations on good moral values tends to grow and be improve. Acknowledge mistakes and take responsibility for whatever action you take. more profitable while following due process. Other rewards for implementing good ethical behaviors in an organization include: For example, suppose a company's marketing team developed a new strategy to introduce the  Helping the management to understand situations and address them in the right company's new product to the market. The strategy failed, and the company lost resources in manner the process. In this case, the marketing team can take joint responsibility for the incident and  Helping employers and employees abstain from corrupt practices by establishing earn another opportunity to redeem themselves. In this scenario, the marketing team consequences for unethical acts displayed a high level of responsibility.  Making it easier for companies to understand moral expectations to operate within their framework  Professional standards  Helping organizations handle challenges from competitors Professional standards are ethical principles that pertain to acting courteously and professionally with colleagues, management, customers, or clients. Several professional standards guide all aspects of professional activity in the workplace. It includes the manner of communication, quality of work, and relationship with others. Depending on the industry or the company's culture, standards that some companies accept might be unprofessional to others. For example, many organizations find it unprofessional to use informal language at work. Some organizations require employees to submit their mobile devices when working. Whatever standard the company prescribes, ensure you can abide by it before accepting the role.  Accountability Accountability is another excellent ethical behavior in the workplace that determines talent and responsibility. Being accountable allows you to build reliance and trust with the company's management. For example, according to the annual budgeting plan, a company disburses specific amounts to different departments. The department head ideally oversees the funds throughout the financial year under the finance department's supervision. If the department heads can't account for the funds at the end of the year, the company may grow suspicious of embezzlement and theft. You can remain accountable by keeping records of all activities, projects, funds, and other relevant data.  Upholding trust In all you do, ensure you don't act in a manner that may make your employer or colleagues lose trust in you. Endeavor to accomplish tasks accurately and within the expected timeline. Upholding trust with your employers can help you keep their goodwill and advance your career. If deciding to become a freelancer, upholding your client's trust can determine whether they request your services after the first trial.  Showing initiative It can be very important to use your discretion at work where necessary. Spending extra hours at work may be helpful if your company has a deadline to meet. While companies hire candidates based on their skill level, they also expect you to show initiative towards untold rules of work. If you complete your set tasks and it's within your power to show initiative in another to fast-track a project, do it. For example, if you're a visual artist and your client wants a design that requires some written content, help write the content if you can. Employers and clients may refer you and support your career growth. MIDTERM ENDS