Individual Organizational Problem Analysis †MyAssignmenthelp.com

Question: Discuss about the Individual Organizational Problem Analysis. Answer: Introduction An organization consists of many factors, such as, the human resource, functionality, capability, process dynamics, and many more. The organizational behaviour, culture, hierarchy and leadership of the management influence the performance of the organization. These can influence the performance of the organization in a positive as well as in a negative way. The following essay focuses on various aspects of an organization, from where problems can arise, and reflects upon the different dimensions through annotated bibliography. 5 scholarly articles are reviewed here to reflect upon different organizational problems through the viewpoints of the authors. The fundamental concept of this article is to analyze the ways of sharing of the governing knowledge in organizations. This also includes the different levels for analyzing, mechanisms of governance and directions of research. In the context of different ways for analyzing organization, the authors have explained that, organizational analysis represents the method of reviewing the organizational development, workplace environment, personnel and the operations of an organization. The analyses of an organization should be conducted on a regular basis as it helps in identifying the inefficiencies or shortfall of the business that have emerged in the system and find out ways to resolve them. The structure and design of the organizational system and how it affects the production capacity and functionality of the organization are the focus of the analyses of the organization. The authors in this book have also noted down different ways for analyzing organizations and those are, Strategic T riangle Model, SWOT analysis, McKinsey 7s Model, Rational Model, Natural System Model, Sociotechnical Model, Cognitive Model and Meta Model. These are different models that analyses the functionality of an organization. The book also addresses another important factor in organizational analyses, namely, Organizational Network Analysis (ONA). This represents the process of studying the formal organizational communication for developing a pattern of information flow and collaboration among vital groups. Organizational behaviour represents the study of the behaviour of individuals or groups within an organization. This includes their attitude, understanding, communications and actions. The authors in their paper have analyzed the individual and group behaviour within an organization. The organizational behaviour is an important factor in deterring the organization culture and it affects the performance of the organization. The authors cited from Leigh Thompson that organizational behaviour is the study of the patterns of thoughts, behaviour and feelings of the individuals and the groups within the organization, and how these are influenced by the actual, imagined and implied presence of other people. They have depicted that individuals are the foundation of any organization; hence, their characteristics form the organizational characteristics. Contradiction arises when the needs of the individuals differ from that of the organization. Groups are formed by individuals. They have their own structure, functionality, leaders and hierarchy. The group pressure influences the capabilities and performance of the individuals in the group. The organizational structure is formed to create a relationship between the individuals and the groups to achieve the goals and objectives of the organization. The authors have taken 87 samples for meta analysis process and examined the relationships within the five factor model on organizational citizenship behaviour and personality traits. Organizational effectiveness refers to the concept of the efficiency of achieving the desired outcome of an organization. The key areas of organizational effectiveness are talent management, organizational structure and design, leadership development, measurement design, change implementation and transformation, applying smart technology for managing a firms human resources and achieving the goals of the organization. The authors have focused on the importance of individual and group behavior in achieving the efficiency of an organization in their journal publication. The behavior determines the organizational culture. If there is a positive vibe among the management and employees, a healthy relationship develops and the employees are motivated to perform well. In the situation of increasing competition, a healthy work environment is necessary for growth and the individual and group behavior influence this culture. The individual influence of the leaders of an organization on the eff iciency and effectiveness of business strategies is determined by the values. The behavior of people also affects the stability, credibility, and variability of the internal and external environmental factors of an organization. This was tested by the authors through a sampling of 40 top level managers or organizational founders. The authors also examined different types of organizational culture that may exist in an organization and its effects on organizational efficiency and effectiveness. An organization runs on various dynamic processes. There are power, politics, conflict, decision making and change that affect the operations of an organization. In this context, Thomas, Sargent and Hardy (2011) have published a paper on managing the organizational change and the dynamic processes that exist within an organization. The above mentioned dynamics are very important in an organization, as those influence the hierarchies and organizational culture. Every organization has a political pyramid, which is the foundation of hierarchy. In this pyramidal structure, the organizations provide scope for career development and also provide a platform for expressing individual motives and interests. The opportunities of career development, specifically at the high managerial positions, majorly depend on the accumulation of political power within the organization and the ability of transforming the individual interests into influential activities. With this structure, the competition f or power arrives in the organization. Since, scarcity exists in the economy, a person cannot gain power just by asking for it, rather he has to compete and sometimes participate in the organizational politics to be able to gain a position. Similarly, the conflicts in the organizations can happen between the teams or between the management and the employees, and this hampers the operations of a business. People, who get involved in the internal conflicts, cannot perform efficiently and that affects individual as well as organizational performance. The decision making policies are also important factor in an organizational process. The direction of the activities and production process is controlled by the decision making abilities of the organization. The authors have focused on identifying two different patterns in organizational negotiations, which are constituted by specific communicative practices adopted in the organization. They have also focused on how changes can be implement ed and how it can affect the business operations. The managerial roles and leadership play a very major role in organizational performance. Yafang Tsai has illustrated in his paper (2011) the relationship between organizational culture, leadership behavior and job satisfaction that, the management of an organization has the major power in motivating the employees and improving the performance of the individuals as well as of the organization. The author have focused on various aspects of organizational culture, leadership in an organizational and performance of the employees and also addressed how these aspects are connected. Organizational culture refers to a set of rules that directs the behavior of the employees through attitude, words, interpersonal relationships, and it also includes leadership, because, it helps in shaping the future of the organization. A good relation between these factors ensures increased productivity of the employees. Depending on the organizational structure, a suitable leadership style is followed. The author has also cited that, when an organization has good managers and good leaders, then the employees are influenced positively and motivated to perform well. The leaders through their charismatic capability influence the people to push themselves to perform better. At the same time, when an employee performs well, he gets recognition and thereby his job satisfaction increases. To prove his point, Tsai has conducted a cross sectional study and performed a quantitative analysis. It has been found from the study that the leadership has a very important influence on the job satisfaction of the employees in the organization. When the leaders take the effort to make a communication with the employees, they feel motivated to perform better and their job satisfaction increases. Overall Summary And Conclusions From the first source, it can be found that, there are various ways for analyzing the organizational behavior and operations, and several models have been made for that purpose. The key factor of the above mentioned book is that, the authors have focused on the research of knowledge process and role of the organization in the process of governing knowledge. However, the review provides little support for proposing the mechanisms of formal governance in the organizations. Among different ways of analyzing organizations, the authors focused on only one type for governance knowledge sharing mechanism. From the second source, it can be stated that, according to the authors, the individual behavior depends on the persons ability and motivation to perform. This behavior influences the group behavior, which in turn influences the organizational culture. For detailed analysis, the authors used meta analysis tests by taking 87 samples and investigated the relationships among the five factor model on personality traits and organizational citizenship behavior. According to the third source, the effectiveness of organization has been focused on by the authors. There are many key areas in the organizational operations, which help in achieving the efficiency. The authors have addressed the importance of individual and group behavior in achieving the efficiency of an organization in the journal publication. It has been found that, individual behavior directs the group behavior, which in turn determines and directs the organizational behavior. On the other hand, the group behavior influences the individual behavior, especially for the new employees. The authors have examined this by using a sampling of 40 managers, supervisors and organizational founders. This publication is helpful in evaluating the effect of peoples behavior on the effectiveness of an organization. They have found through data analysis that organizational behavior and culture are related to some of the dimensions of organizational effectiveness. The fourth source addressed that there are various dynamic processes that control the organizational behavior as well as the problems in the organization. Those processes include power, politics, conflict, decision making and change in the system. Through power, politics, conflict and decision making, there can be huge change in the organization. At the same time, when required, many changes need to be implemented in the organization strategies, to grow in the industry. This is also a dynamic process in the organizational structure. The authors have depicted the effects of changes on the organizational behavior. Thus, this paper is useful to gain an insight about various dynamic processes within an organization that influence the operations. Finally, the last source has addressed the very important relationship between the cultures of the organizational, leadership and job satisfaction of the employees. The authors have shown that these elements are inter-related. A good relation between these factors ensures increased productivity of the employees. Depending on the situation and organizational culture, the managements chooses a suitable leadership style, such as, transformational or charismatic. Through efficient leadership, employees can be motivated to perform well. The author has used scientific data analysis to support his notion. It has been found from the study that the leadership has a very important influence on the job satisfaction of the employees in the organization. Thus, it can be concluded that through annotated bibliography it is easier to explain a concept of the subject. Through the publication of various authors, a particular topic can be referred to explain. In this paper, various concepts of organizational aspects are explained by using annotated bibliography. Various scholarly articles were reviewed to throw a light on the authors perspective to understand the topic in a better way. It has been found that, there are multiple ways of analyzing organizations, individual and group behavior and its effects on organizational culture, various process dynamics and leadership and job satisfaction factors are all important aspects, which can influence the organizational performance. References Akta?, E., iek, I. and K?yak, M., 2011. The effect of organizational culture on organizational efficiency: The moderating role of organizational environment and CEO values.Procedia-Social and Behavioural Sciences,24, pp.1560-1573. Chiaburu, D.S., Oh, I.S., Berry, C.M., Li, N. and Gardner, R.G., 2011. The five-factor model of personality traits and organizational citizenship behaviours: a meta-analysis. Foss, N.J., Husted, K. and Michailova, S., 2010. Governing knowledge sharing in organizations: Levels of analysis, governance mechanisms, and research directions.Journal of Management studies,47(3), pp.455-482. Thomas, R., Sargent, L.D. and Hardy, C., 2011. Managing organizational change: Negotiating meaning and power-resistance relations.Organization Science,22(1), pp.22-41. Tsai, Y., 2011. Relationship between organizational culture, leadership behaviour and job satisfaction.BMC health services research,11(1), p.9 Foss, N.J., Husted, K. and Michailova, S., 2010. Governing knowledge sharing in organizations: Levels of analysis, governance mechanisms, and research directions.Journal of Management studies,47(3), pp.455-482. https://onlinelibrary.wiley.com/doi/10.1111/j.1467-6486.2009.00870.x/full Chiaburu, D.S., Oh, I.S., Berry, C.M., Li, N. and Gardner, R.G., 2011. The five-factor model of personality traits and organizational citizenship behaviours: a meta-analysis. https://psycnet.apa.org/record/2011-12684-001 Akta?, E., iek, I. and K?yak, M., 2011. The effect of organizational culture on organizational efficiency: The moderating role of organizational environment and CEO values.Procedia-Social and Behavioural Sciences,24, pp.1560-1573. https://www.sciencedirect.com/science/article/pii/S187704281101620X Thomas, R., Sargent, L.D. and Hardy, C., 2011. Managing organizational change: Negotiating meaning and power-resistance relations.Organization Science,22(1), pp.22-41. https://pubsonline.informs.org/doi/abs/10.1287/orsc.1090.0520 Tsai, Y., 2011. Relationship between organizational culture, leadership behaviour and job satisfaction.BMC health services research,11(1), p.98. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3123547/