Critical Reflective Blog on ITSM Corp: Organizational Behaviour Assessment 3 Answer
Critical Reflective Blog 2
1. Reflect on a workplace experience that is meaningful and important to you and your growth in the organization
I would like to describe the events within my organisation ITSM Corp., when the management decided to implement the employee attendance software. This change sparked resistance from the employees as their salaries got deducted as per leaves and late attendance without any forewarning. The condition was similar in my department and I had enacted and espoused values help an organization to guide staffs behaviour. The effective communicating was important to manage the behaviour of my team mates in order to make this change permanent. I had learned that to mitigate resistance to changes teamwork plays an important role. Through the reinterpretation of my experience at the time of working in ITSM Corp., I can say that I have learned to apply practical and logical knowledge to lead organizational changes and establish a productive organizational culture. In context to organizational change in ITSM Corp., teamwork and effective communication has been significant for me to managing the employees and promoting organisational behaviour. I realised that working with strong team dynamics improves group member’s motivation and progress performance and productivity (D’Innocenzo et al. 2016). The overall workplace experience has been good and helpful for me to identify that with changing market scenarios one should have skills to quickly adapt and ultimately lead the productivity of the organization.
2. Analyze the chosen situation by applying relevant OB concepts/theories/models from the relevant Topic
In ITSM Corp., the management was aiming to strengthen their cultural values by implementing the employee attendance software. I have found that the dimension of ITSM Corps., organizational culture constitutes an innovative workplace with low cautiousness and fewer rules. I believe this route was beginning to decrease the organizational culture and the effective team orientation and rule-oriented nature of the workplace. In retrospect of the Organizational Behavioural theory, I think that the implementation of Attraction-selection-attrition theory is effective to enforce stronger culture (Meng et al. 2016). The disciple would be helpful for an organization wishing to lead healthy culture by at first understanding individuals that populate it (Link & Jeske, 2017, August). I believe organizational socialisation would be the significant procedure by which person learn values, social knowledge and expected behaviour important to guide their role in the company. On the other hand, ITSM Corps., was establishing the major changes in the employee behaviour management to develop its efficiency in operational areas that can be related with Lewin Force-Field Model. The model helps the organization to diagnose changes against driving and restraining forces (Shrivastava, Shrivastava & Ramasamy, 2017). I think the introduction of the respective model not only be helpful for an organization to identify negative factors becoming a negative force to lead changes but also incorporate significant strategies like strong team-dynamic and well-informed workforces.
3. Develop a strategy for managing own or another employee (s) behaviour with the purpose of addressing the workplace situation
I have encountered at the time of working as Business Development Assosciate that change management is a systematic approach and application of resources and knowledge to deal with changes effectively. In relation to addressing workplace environment aiming to assure productive organizational culture, I believed that the implementation of the operationalizing process would be beneficial to manage staffs. It would be helpful to improve employee’s productivity and efficiency at all levels in an organization. I was committed to handling my team members, informing them about the necessity of the change. I also proposed the executives about introduction of attendance reward systems to motivate the employees into adopting the new culture. On the other hand, the key strategy of managing employee in change management is the high participation of staffs (Nohria, 2017). I believe an organization like ITSM Corps., the implementation of the employee attendance software will lead to stable organizational performance. I will in future inform my team members at first to avoid the disorientation among the employees at the time of organization shifting from old to the new process, they need to be comfortable and supported, where communication is important.
4. Explain what you have learned about the relevant OB topic/yourself/others in the workplace as a result of this reflection exercise
I was initially myself taken aback with the implementation of the employee attendance systems within the ITSM Corps., since a negotiable culture was the norm. Then I had to convince my team members as a manager and make the change implementation easier. I decided to effectively communicate and motivate my employees since I knew lowered motivation would be detrimental to the organisational productivity. In the process of working on topic organizational culture and organizational changes, I have learned that with marketplace frequently changing and becoming a competitive adaptation of new strategies and productive culture is important. I have observed that success is obtained by implementing organizational change, developing staffs, understanding of change, improving their satisfaction and adequate skills through change-related training. I have understood that healthier and effective organizational culture can only be achieved through enforcement of shared-believes, equality at workplace and significant staffs engagement. The only way to motivate the employees towards the acceptance of the change would be introduce a reward system for attendance. I proposed my pan to the executives and they accepted after other managers agreed as well. The culture of an organization is often controlled by the way staffs behave at the workplace (O'Neill, Beauvais & Scholl, 2016). Therefore, the study of learning related to OB topic has made me learn that staffs are driving force of smooth organization change and healthy culture persuades staffs to stay loyal to the management.