Human Behavior in Organization 3rd Tri | 2018 2019

ACTIVITY 1

I. Discussion questions:
1. Define organizational behaviour in your own words. Ask a friend outside of class
or a work associate to do the same. Identify and explore the nature of any
differences between the two definitions (yours and your friend/work associate).

Organizational behavior for me is how an individual acts inside a group/organization and

make it as a whole demeanor. I asked friends both are psychology graduates. One is working
for 5 years in a private company as part of Human Resources she defined Organizational
behaviour as “knowing the culture within the organization that makes the business unique
among others” compare to my own definition it was not just how an individual behaves as
employee she also consider the influence of each culture since they are also working with
different nationalities. The other one is working also in a private company but not related to
Human Resources her definition was “the individual performance and activity within the
organization, it is important to examine human behavior in a working environment and
determine its impact to their performance, job structure motivation and communication”
on this it was like the main factor of one's act is based on environment which is common and
obvious.

2. Consider the statement “Organizations need people, and people need

organizations.” Is this assertion true for all types of organizations? Give examples
of where it is and where it probably isn’t true.

Personally, I can’t think of any organization that doesn’t need people, then it’s not an
organization if it doesn’t need people. For example in our company people working inside
the production are very important because they are one who (as my colleague said) brings
money inside the company. The same also in another way around the company looks for the
client so that people inside the production has a job to work on. So technically the
organization needs workforce so people needed.

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 Human Behavior in Organization 3rd Tri | 2018 2019

3. Select one of your work associates or friends. Identify the qualities that make the
person substantially different from you. In what ways are you basically similar?
Which dominates, the differences or the similarities?

On this part I chose Claire, we both interviewed on the same day, got hired, trained and
deployed in the same team, in short, we entered the company at the same time. In terms of
qualities, Claire has this spirit and clear goal compare when I was at her age, though I have
qualities also that she doesn’t have like longer patience. We are also both graduate of
Psychology, actually, she was their class Cum Laude but our goals run in a different direction.
Claire has a background in being CSR, I on the other hand none, she aims to be a Team
Leader for a specific client and in a span of 4 months, she was transferred to a different
department because of her good performance. I met our metrics and performed well
somehow but not as good as her, I don’t aim for the same position as what I’ve said our goals
run in a different direction. What I aim is to know more about our company, how it works in
a different aspect and be part of the Human Resources Talent Management. Personally, I feel
that I am the dominant one because of the experienced/learnings I gained from the different
people I work with and also because of the age gap. One thing that we are both similar, we
both aiming and working toward our goals.

Harold Burns checked his quarterly sales bulletin and found that sales for the Gunning district
were running 10 percent below those in his present district.

Questions:
1. Comment on the positive and negative events in this case as they relate to
organizational behavior.

Positive:

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 Human Behavior in Organization 3rd Tri | 2018 2019

 Burns will have a new district to work on and new challenges that may open a lot of
opportunities and also new pace of daily routine because honestly working for a
company 20 years sounds like a tiresome for not unless you really love the job like
Burns.
 The organization really appreciate his service, recognized his contribution and treat
him as one of the solid foundations of the company which is essential for all the
companies so that employees will the importance of them.

Negative:
 The company should at least notify Burn one month ahead regarding the transferring.
Securing the accounts, properties and inventories are not easy, given just 4 days for
the transition.
 The regional manager should be the one who awards the pin to Burn personally not
just sending it and he should also explain clearly the situation why Burn needs to be
transferred in short notice though they appreciated his work still it might make an
impact to his confidence.

2. If you are the Regional Sales Manager, what will be your approach to Harold Burns
and how do you plan to execute your approach? Discuss.

Approach:
• I’d like to execute my approach in a more supportive way by going to him personally and
explain the situation. Award him the pin for his excellent service because I would like to show
him not just gratitude but also a genuine friendship and trust. Hearing the news of him from
the other being replace was unavoidable but what I can do is at least introduced Dowd to

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 Human Behavior in Organization 3rd Tri | 2018 2019

him so that they can build harmony between them and help each other. As the Regional Sales
Manager, I will make them feel that management can be approached anytime even if they
are assigned in a different location by using every recognition channel, public and private to
reinforce and support success. Recognizing not just the dedicated years they had given but
also pointing out the specific contributions they made. I want to hear of course what Burns
feel about the situation so that I can make some adjustment if needed, since Gunning district
needed his skills I will make sure Burns will improve more, letting him adjust to place and
assess it and if he needs anything that may help him then I will address the concern
immediately.

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