The impact of competitive strategy on culture and organizational Essay

The impact of competitive strategy on culture and organizational behavior - try out ExampleOrganizations have to be conscious of their effect on their workers behavior both within as well as in their personal lives outside(a) the company. This is especially true where multinational corporations such as Xerox which have foreign subsidiaries ar concerned. Xerox, a $22 billion firm which was founded in 1906, is a multinational corporation which operates in 160 nations, and has 160, 000 employees. Companies of such magnitude naturally have to tackle different issues concerning organizational behavior so as to jolly up members of staff from different cultural backgrounds and remain relevant in the competitive business industry. The success of Xerox is actually dependent on the productivity of its workers. Levels of the outline of Organizational appearance The main objective of seeking to comprehend principles concerning organizational behavior is to acquire a better understanding of concepts that affect group as well as individual dynamics in the workplace. Studying organizational behavior consists of conducting three trains of evaluation on corporate resources. In the first take aim of analysis, which considers the individual, the study of organizational behavior will take into account factors such as the learning patterns of the individual, the individuals creativity, turnover, motivation, conjunctive behavior, cognition, and ethics. The psychology of the individual, and how it affects his or her decisions in the workplace, is considered (Schermerhorn, Hung, and Osborn, 2005). Individual personality plays a big role in determining if organizational behavior will be based on being cooperative or portraying deviant behavior. Workers are suited to different types of organizations because of their personalities (Schermerhorn, Hung, and Osborn, 2005). For example, individualistic workers exd to be openness to new experience, self-monitoring, and possess other proactive qualities. Workers who are more individualistic in nature will readily take risks, generate different forms of communication, and engage in proactive socialization. In the second level of analysis, which takes into account the significance of groups in organizations, the subjects that are evaluated have to do with dynamics such as cohesion, intra- and intergroup conflict, power, leadership, networks, interpersonal communication, and roles (La pierre and Hackett, 2007). What is emphasized in this stage is the use of goods and services of sociological processes within the workforce in an organization. In the third level of analysis, what is emphasized on is the dynamics concerning the organization. These could include organizational structure, corporate culture, inter-organizational cooperation, cultural diversity, and away environmental forces. In organizational analysis, the investigation of corporate behavior is based on office politics and anthropology. The Role of Wo rkers in determining organizational Behavior In order for a company to assess the success of organizational behavior within its workforce, it has to conduct a number of internal examinations. According to Luthans and Youssef (2004) ten percent of workforce behaviors in nearly all organizations are responsible for 80% of organizational performance. It is therefore important for an organization to ensure that it identifies these critical behaviors. citizenry who work