Answers for the Questions in Chapter 1

Introduction to the Field of Organizational Behavior

1. A friend suggests that organizational behavior courses are useful only to people who
will enter management careers. Discuss the accuracy of your friends statement.
I dont agree to the suggestions that organizational behavior is useful only to people who
enter management careers, because behavior can be found to all people. Organizational
Behavior Courses is useful to everyone, it is a study of what people think, feel and do
around organizations. It is useful in any field of careers we chosed. It is important for the
organizations financial health. If someone want to improve his management skills he
needs to consider his behavior. Management is applied to all of us, not only in the office
even in school or in the house we need management. Organizational Behavior
knowledge benefits us individually. We all need to understand its important and to
master the practices that influence the organizational events.

2.

Corporate social responsibility is one of the hottest issues in corporate boardrooms

these days, partly because it is becoming increasingly important to employees and
other stakeholders. In your opinion, why have stakeholders given CSR more attention
recently? Does abiding by CSR standards potentially cause companies to have
conflicting objectives with some stakeholders in some situations?
The stakeholders given CSR more attention recently because CSR is important for the
protection of stakeholders value and interest. The CSR issues includes healthcare of
employees, environmental damage [if plants are involved], local citizenship as a good
neighbours and as a corporate sponsor to local needs. It is important also to a
Corporation as a whole because it builds reputation and long-term success.
In some situations, abiding the CSR standards affect stakeholders productivity and a
Corporations long and short-term bottom line [say lawsuit about pollution] then
stakeholders are concerned.

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior

Answers for the Questions in Chapter 2

Individual Behavior, Values, and Personality
1. This chapter discussed the concept of values congruence in the context of an
employees personal values with the organizations values. But values congruence
also relates to the juxtaposition of other pairs of value systems. Explain how values
congruence is relevant to organizational versus professional values.
Based on the study conducted by Mark G Dunn, the Publisher of Public Personnel
Management, examines the impact of organizational values and value congruency on
satisfaction, commitment, and cohesion within a not-for-profit setting. Information for
the study was collected from 387 highway and transportation department executives.
The findings indicate that organizational values affect satisfaction, commitment, and
cohesion. Moreover, value congruence (i.e., a fit between professed organizational values
and the values deemed appropriate by employees) also impacts these behavioral
variables. If organizations lack the values studies and/or value congruence is low, the
study results indicate that action should be taken to change the organization's value
orientation.
Pressures from relevant external and internal forces must be recognized and strategy
developed to ensure a fit between an organization and its environment. An
organization's adaptation to external demands is challenging due to the variety of
internal constraints and forces (e.g., resource allocation, conflicting departmental goals,
and manpower shortages). One of the most important internal forces impacting the
adaptation is the organization's culture. Nevertheless, culture is often overlooked,
misunderstood, and de-emphasized in the decision-making process.
The impact of an organization's culture on organizational behavior and processes has
received widespread attention by management scholars. The pervasive nature of culture
makes it necessary for managers to not only understand their culture but to manage it as
well. Managerial actions are often constrained by forces dictated by the informal
character and value system of the organization. Moreover, an organization's performance
should be greatly enhanced if the cultural values are congruent with the desired beliefs
and values of its employees. The present study examines organizational values and
value congruency and their relationship to three important elements of individual
behavior: commitment, satisfaction, and cohesion among highway and transportation
departments.

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior

Organizational Culture and Values

An organization's culture influences all aspects of organizational life and can potentially
give a very strong sense, belief, or understanding to employees about "the way things are
done around here." Corporate or organizational culture has been defined in a variety of
ways. Essentially, corporate culture refers to the "system of shared values (what is
important) and beliefs (how things work) that interact with a company's people,
organizational structures, and control systems to produce behavioral norms".
One of the major influences of an organization's culture is the organization's system of
values. lf widely held throughout the organization, values will eventually affect the way
customers are perceived and treated, the way employees and their contributions are
viewed and rewarded, and the way in which the future is anticipated and managed.
Hence, the system of values plays a critical role in the successes of an organization.

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior

Answers in Discussion Questions

Case Study 2.2 Pushing Paper can be Fun
1. What performance problems is the captain trying to correct?
The performance problem that the captain trying to correct is the officers that shows
good performance when assigned outside the street but if they given paperwork in the
station they show poor performance, they are not giving their best in doing their reports
resulting to lose more cases.
2. Use the MARS model of individual behavior and performance to diagnose the
possible causes of the unacceptable behavior.
The following may be involved in possible causes of unacceptable behavior.

Hiring of inexperienced recruits- The individual behavior and performances have a

direct impact to the level of experience a person has. When you are newly hired in
force and you do not exposed yet in doing paperworks, you are not expected to
perform it so delicately.

Insufficient training programs- The officer assigned to do the job has not trained in
doing paperworks. When there is a training session that an officer required to attend
and pen down what he had done the whole day, in accurate reporting way, maybe
the problem of disliking paperworks would not been possible.

No person job-matching criteria is followed- The captain did not choose a right
person who has the ability to do the paperworks. You need to compare each officers
competencies that best fit in the required tasks by matching them with job
requirements and giving tasks only for those capable.

No Role Perceptions in mind of officers- After the officer assigned to the field doing
practical performance, they dont like to do written jobs, because it is not part of his
job. If this specific duties is written in his job description and he knows the
consequences for not performing his job well, like loosing his job and the suffering of
his department. He will understand the relative importance of those tasks, in other
words, they know his responsibilities, such as the relative importance of quality
versus quantity. The most basic way to improve role perceptions is for staff to receive
clear job descriptions and ongoing coaching.

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior

3. Has the captain considered all possible solutions to the problem? If not, what else
might be done?
In the given scenario the major problem under discussion is the lack of determination and
interest of the officers towards the written description and documentation of the crimes. Officers
are termed as Rookies here as they are quite young, immature, inexperienced and seemed a
bit irresponsible for their work of reporting the crimes, antisocial behaviors, corruption,
misconducts etc. Rather they are sent to streets, on police cars or on beat with a trust to work
and they rather seemed satisfy and happy with their duties to contact public in different
matters, to face difficult situations i.e. crime preventions, apprehensions of criminals, save
people from fires, accidents and other emergencies.
But still the real problem arises with their attitudes when they come to contact with the written
recording of their crimes. They appeared rather discriminate against the paperwork of reports
against criminals despite of the fact that if any one part of the report is incomplete or
misinterpreted due to any ignorance, the whole case can become spoiled or distorted.
The ultimate solution reorganized in the scenario to this problem is to motivate the officers to
bring clear detailed, factual and unambiguous reports with them. But at the same time there is a
problem that how to motivate them i.e. it requires finances to reward them on their
performances, conducts performance appraisals etc. He could not recognize how to make job
interesting for them. So the ultimate solution to this problem might be to conduct surveys,
seminars, discussion and finance i.e. they can trained officers through the high authorities by
giving lectures through them. Highly skilled officers can motivate them to do their job
effectively and efficiently through motivation, their abilities, competencies, person job matching
and role perception i.e. he have to built courage and determination to employees to use their
skills, knowledge, abilities and aptitude and other characteristics in the execution of paperwork.
They have to just urge them or polish their characteristics.
Similarly they have to match individuals competencies with job requirements. There are three
approaches to matching individual competencies with job requirements. One strategy to select
applicants whose existing competencies best fit the required task. Or the 2 nd strategy is to
provide training so the employees develop required skills and knowledge and the third strategy
might use is to redesign jobs so employees are given only tasks within their capabilities. Every
matter needs detailed analysis and should be based on facts and figures conducted from nature
and all the possible consequences. The commissioner could follow the strategy to redesign the
job so that the employees are given tasks within their capabilities. The commissioner has to
identify the officers that have strong written communication for the job of the paper work. The
officers right on the streets performing face to face interactions with public, keep providing
continuous reporting information to the officers sitting in the office by walky-talky or any other

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior

communication device possible. These officers after obtaining information write accurate
reports in order to avoid losing more cases than another factor.

Prepared by: Jennifer I. Malabrigo- MBA 203 Organizational Behavior