The Theory, Organizational Behaviors, And The...

A learning organization is one that is able to transform its culture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning but, without it no organizational learning occurs’ (Senge 1990). Senge believed once an organization was in need of changing patterns to create desired results systems theories is†¦show more content†¦Achieving a new culture and environment involves understanding three kinds of stress - discomfort, performance, and disjunctive. Discomfort - complexity and uncertainty of its environment, resource constraints and difficulty securing finances, material, and workers. Performance - expectations for success/failure related to experiences, incentives, changes in preferences of leaders. Disjunctive - violations of norms regarding need for coordination and tolerance for conflict between and among individuals and subgroups (pg85). The foundation for a learning organization requires transformation from both individuals and organizations. One of the biggest challenges that must be overcome in any organization is to identify and breakdown the ways people reason defensively. Until then, change can never be anything but a passing phase (Argyris 1991). Everyone must learn that the steps they use to define and solve problems can be a source of additional problems for the organization (Argyris 1991). The advantage of Peter Senge’s work is the way in which he puts systems theory to work. He used his theories to connect with other theoretical devices in order to make sense of organizational questions and issues. Systemic thinking is the concept of integrating body of theory and practice. Systems theory’s is the comprehension to address the whole, and to examine the interrelationship between functions. ItShow MoreRelatedThe Theory, Organizational Behaviors, And The Interconnectedness Of Employees1224 Words   |  5 Pagesculture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual lear ning does not guarantee organizational learning butRead Moreâ€Å"Whatever Affects One Directly, Affects All Indirectly† Toxic workplaces is a systemic and1300 Words   |  6 Pagesleadership develop an organizational culture that does not tolerate aggression and behaviorally supports employees in dealing with it. It is imperative that leaders are equipped with the skills to appropriately access the environment , have the ethical temperament needed to take responsibility for the problem and the skill-set to effectively correct the problem (Ellen Ascalon, page 189). Emotionally and psychologically toxic workplaces can be framed through the following theories for redress: systemsRead MoreEthical Ethics And Ethical Leadership1275 Words   |  6 Pagesexecutive officers’ ethical leadership, organizational ethical culture, and corporate social responsibility (CSR) and the results indicate a positive influence of ethical leadership on organizational ethical culture and CSR. Neves and Story (2015) sampled 224 workers across 18 organizations to determine the impact of ethical leadership on organi zational commitment and determined ethical leadership positively affected worker commitment and decreased organizational deviance. Demirtas and Akdogan (2015)Read MoreThe Theory Of The Five Frames Model1376 Words   |  6 PagesDr. Michael Cary (1999) introduces us to the theory of the five frames for effective leadership. Organizational life is filled with an abundance of unique challenges and conflict. The Five Frames model serves as a valuable tool to leadership by revealing the alternate perspectives of organization members. According to Carey (1999) â€Å"These five frames – rational, human, systems, political, and cultural – offer different angels for looking at organizational life, and each frame’s proposed outline ofRead MoreHow Motivation Helps Motivate Those Who They Lead Essay1291 Words   |  6 Pagesability to understand and utilize motivation becomes even more consequential. In a broad sense, work motivation is a combination of internal and ex ternal forces that lead to a certain direction, attitude, and longevity, in reference to work related behavior and tasks. There is certainly an aspect of motivation that is self-implemented. Simply, if one not a driven person who’s willing to buckle down and motivate oneself when attacking a certain task, then that person will undergo issues in the workforceRead MoreStarbucks Performance Management5640 Words   |  23 Pages|Spiritual performance from an organizational perspective: the Starbucks way | |Joan F. Marques.   Corporate Governance.   Bradford:2008.   Vol. 8,   Iss. 3,   p.  248-257   | Abstract (Summary) The purpose of this paper is to illustrate spiritual performance from the perspective of a globally operating corporation. The paper uses spirituality at work as its subject-matter and takes the form of a literature review. The paper approaches the topic by:Read MoreMotivating Employess: Most Effective Leadership Style Essay3112 Words   |  13 Pagesshare this complex monitoring with his employees/teams in order to track information on trends and developments (Yukl, 2006). Leadership should be able to also develop strategic plans to address the organization’s requirements by considering long-term objectives, the organization’s strengths and weaknesses, core competencies, current and new strategies, and outcomes of these strategies (Yukl, 2006). Leadership style most effective to motivate employees The most effective leadershipRead MoreLack Of Racial Diversity And Reverse Racism1754 Words   |  8 Pagesagency in an effort to divert them from criminalistics behaviors. In order to accomplish the mission and goals of DJJ, the agency is reliant on the probation officers and other essential employees who have contact with these juveniles, their families, and the community. Rationale On the micro, meso, and macro level, this program will assist in identifying best practices for managing a racially diverse workplace. This program will help employees develop their own racial identity and learn their individualRead MoreCollective Identity And New Social Movements1854 Words   |  8 PagesTomlinson (2003) argues that rather than destroying concepts of personal identity, increased interconnectedness may actually strengthen identity, referencing Manuel Castells’ argument that collective identity acts in opposition of capitalist globalization and asserts individuals’ control over their own lives (Castells, 1997; Tomlinson, 2003). Theorists have taken this concept and applied it to new social movement theory by asserting that modern society has assaulted and muddled the concept of the self,Read MoreThe Impact Of Work Motivation On Organizational Commitment3652 Words   |  15 PagesUsing the article â€Å"Impact of work motivation on organizational commitment† by authors Naveen and Ruby Gupta, as well as other resources, this paper researches the issue of motivation in the workplace. In addition to the topic of motivation, this paper explores some of the ways that motivation impacts other outcomes such as organizational commitment, job performance, attitudes, and employee effort. Lastly, recommendations are given in regards to how the manager in my particular situation could go The Theory, Organizational Behaviors, And The... A learning organization is one that is able to transform its culture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning but, without it no organizational learning occurs’ (Senge 1990). Senge believed once an organization was in need of changing patterns to create desired results systems theories is†¦show more content†¦Organizations must reflect on the structure employees have to operate in and ensure it is conducive to the image of a learning organization. People need the tools and guidance to understand the situation and the newly created conditions. In order to reinvent yourself or the organization it will require stepping out of our comfort zones for a learning organization to survive. This concept refers to adaptive learning, which is necessary for the organization. However, adaptive learning is linked to generative learning, learning that enriches our aptitude to create. Achieving a new culture and environment involves understanding three kinds of stress - discomfort, performance, and disjunctive. Discomfort - complexity and uncertainty of its environment, resource constraints and difficulty securing finances, material, and workers. Performance - expectations for success/failure related to experiences, incentives, changes in preferences of leaders. Disjunctive - violations of norms regarding need for coordination and tolerance for conflict between and among individuals and subgroups (pg85). The foundation for a learning organization requires transformation from both individuals and organizations. One of the biggest challenges that must be overcome in any organization is to identify and breakdown the ways people reason defensively. Until then, change can never be