Key individual outcomes in the studies of organizational behavior and factors that affect these key outcomes

Document Type:Thesis

Subject Area:Management

Document 1

Organizational commitment can be defined as the attachment that is directed towards the organization with the intention of remaining in it. It getting identified with the goals and values of the organization where one usually has the willingness to put extra effort because of it (Colquitt et al. Individuals use organizational commitment to measure the extent of their values and goals to those of the organization and for this reason, it is considered as the connection between employees and the organization. Job Satisfaction This is the most valued variable in the field of organizational behavior because it involves workplace psychology and has also been associated with a number of psychosocial issues that range from leadership to the employees. It can be defined as the level of contentment that employees fell regarding their job and is usually based on the perception of satisfaction.

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The second outcome is an ability which is categorized into three; cognitive abilities involve verbal, physical abilities which involve strength, and emotional skills which involve emotional regulation. • Group Mechanisms- These factors are used to shape stress, satisfaction, trust, and motivation. There are four outcomes namely; team processes and communication, team characteristics and diversity, leadership styles and behaviors, and leader power and negotiation. • Organizational Mechanisms- Teams are acknowledged by the organization where satisfaction, stress, and motivation among others are affected. There are two outcomes names organizational structure which dictates how communication is done within the firm from unit to unit. • Neglect- This is a passive and destructive response. Here the interest and even the effort to do the job declines and there is nothing that can be done to change that.

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Examples are always looking busy, cyberloafing, and moonlighting among others. • Loyalty- This response is also passive but constructive. The employee here tries to maintain public support for the problem at hand while at the same time hoping for an improvement privately. • Come up with appropriate actions to reduce and prevent stress in the organization is the last step. Ways of Reducing Stress and Strains Reducing stressors becomes one of the alternatives provided when a stress audit is conducted and there are ways in which these stressors are reduced. One of the ways is by eliminating stressful demands. Organizations should keep in mind that the employees are people and should work under normal conditions. Working under demand and pressure causes stress in the workplace and the company can reduce this by for example distributing a huge task among several workers in other words job sharing.

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Organizations need to look into these concepts keenly to ensure that they study the behaviors of their employees to accommodate and handle them appropriately for the benefit of the company. When handled badly, employees face the issue of stress which is a problem to the organization because it causes poor performance. Conducting regular stress audit is important for the company too and should not be taken lightly. Organizations also need to ensure there are no negative events within the company that are stressful to the employees. When faced with such events, they tend to respond depending on the severity of the event and can respond in two ways passive or active. A. , Wesson, M. J. , & Gellatly, I. R.  Journal of Management Studies, 47(3), 367-390.

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