DBA 7420, Organizational Behavior and Comparative Mana.docx

DBA 7420, Organizational Behavior and Comparative
Management 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Critique organizational behavior in the workplace.
1.1 Discuss organizational behavior.
1.2 Analyze the impact of factors contributing to organizational
behavior.
2. Discuss the major behavior science disciplines that contribute
to organizational behavior.
2.1 Relate a behavior science discipline to organizational
behavior.
2.2 Explore the contributions of behavior science disciplines to
organizational effectiveness.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit II Article Critique

1.2 Unit II Article Critique
2.1
Unit Lesson
Chapter 1, pp. 15–16
Article: “Cross-Cultural Industrial Organizational Psychology
and
Organizational Behavior: A Hundred-Year Journey.”
Article: “Ethical Climates and Their Effects on Organizational
Outcomes:
Implications From the Past and Prophecies for the Future.”
Unit II Article Critique
2.2
Unit Lesson
Chapter 1, pp. 15–16
Article: “Cross-Cultural Industrial Organizational Psychology
and
Organizational Behavior: A Hundred-Year Journey.”
Article: “Ethical Climates and Their Effects on Organizational
Outcomes:
Implications From the Past and Prophecies for the Future.”
Unit II Article Critique
Reading Assignment
Chapter 1: What Is Organizational Behavior?, pp. 15–16

In order to access the following resources, click the links
below.
Gelfand, M. J., Aycan, Z., Erez, M., & Leung, K. (2017). Cross-
cultural industrial organizational psychology
and organizational behavior: A hundred-year journey. Journal of
Applied Psychology, 102(3), 514–
529. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=124805533&site=eds-live&scope=site
Simha, A., & Cullen, J. B. (2012). Ethical climates and their
effects on organizational outcomes: Implications
from the past and prophecies for the future. Academy of
Management Perspectives, 26(4), 20–34.
Retrieved from
earch.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=84930146&site=ehost-live&scope=site
UNIT II STUDY GUIDE
Major Behavioral
Science Disciplines
earch.ebscohost.com/login.aspx?direct=true&db=bsu&AN=1248
05533&site=eds-live&scope=site
05533&site=eds-live&scope=site

0146&site=ehost-live&scope=site
0146&site=ehost-live&scope=site
Management 2
UNIT x STUDY GUIDE
Title
Unit Lesson
Introduction
In order to gain a greater appreciation of organizational
behavior and all that it entails, we must delve deeper
into the subject matter. Do you remember us talking about
individual and group dynamics during our last unit?
Well, to break that down even further, we must examine what
triggers people to do what they do. In some
cases, people make decisions based on their sole discretion to
be able to do so. In other cases, the decisions
and actions may be prompted by observances of others or as a
result of what others have done. How might
we predict the types of behaviors that could be seen in the
workplace? Might there be instances when we
could use this knowledge to craft the environment we feel is

going to produce the most optimum outcomes?
One could suspect the answer to those questions and more is
“yes.” To do so, we need to learn more about
how people respond both individually, in groups, and as a result
of groups (Robbins & Judge, 2019). What we
are talking about here involves psychology, social psychology,
sociology, and anthropology (Robbins &
Judge, 2019).
Psychology
Have you ever watched a crime investigation series on
television? If so, perhaps you can think about the
many questions they ask of themselves and others when
investigating a crime. What was the motive? What
was his or her childhood like? Were there any recent changes in
behavior? Were there any events recently
that triggered a change in mood, attitude, or behavior? The list
goes on. With all of the questions, one is
bound to come up with answers. However, do you know what
they are trying to do? These crime scene
investigators are trying to use psychology to determine the
suspect’s frame of mind, why the actions occurred,
and the suspect’s next move. What is he or she likely to do
next? It is all a part of trying to determine how an
individual is going to react or behave based on a number of
different criteria such as personality, motivation,
training, stress, satisfaction, and more (Robbins & Judge, 2019).
As leaders in the workplace, understanding our workers and
their behaviors can help us in devising the
strategies necessary to drive the intended behaviors we need to
accomplish our goals and objectives along
with those of our organization (Robbins & Judge, 2019). While
we may focus on motivation, there are other
avenues that may also prove fruitful. For instance, if we knew

of an employee who thrived under a certain set
of conditions, might we be able to create and/or sustain those in
order to improve his or her performance? We
would be feeding the individual psyche to generate the desired
performance. One example would be to
manage a person who thrives, and even likes, a fast-paced
environment. Placing this person in the
organization where the work comes fast would benefit both
individuals.
The challenges arise when we not only must evaluate the
behaviors of an individual, but we must also
consider how those same individuals respond when in groups or
how they respond as a result of what they
witness in group interactions. This leads us to some of the other
behavioral disciplines such as sociology and
social psychology.
Sociology
Have you ever heard of a pack mentality? While a pack of
wolves or coyotes is certainly outside of the typical
business example, the same types of behaviors can be seen.
When observing a pack of wolves, there is
typically one leader who will set the stage for how the others
behave. If this leader chooses to attack
something, the others in the pack will typically follow suit and
do the same.
Similar behaviors can be seen when looking at a group of
individuals in the workplace. Have you ever heard
of the term group think? This occurs when one person makes a
suggestion or decision, and others in the
group go along with the original idea that was presented.
In both cases of pack mentality and group think, these examples

help to illustrate the discipline of sociology.
As noted in our reading, sociology is described as “the study of
people in relation to their social environment
or culture” (Robbins & Judge, 2019, p. 16). In the examples
shared in the previous two paragraphs, the
behavior was demonstrated in a certain manner due to the social
environment surrounding them.
Management 3
UNIT x STUDY GUIDE
Title
As managers, understanding the group dynamics at work can aid
us in determining why we as an
organization are going down a certain path. Perhaps it is not so
much that the organization is thinking the
path chosen is the best one; instead, those within the
organization are simply following what others within the
industry have done (Robbins & Judge, 2019). This is not to
suggest that those actions are necessarily the
right actions or that they will necessarily lead to the desired
outcome. The organization is simply being
influenced by the actions of others. Perhaps we are falling
victim to sociological misfortune.
Another thing to keep in mind is that social conditions are

constantly changing, and we must be aware that
there are both positive and negative social influences. An
example of this is when one member of a team
changes and the whole team stops being effective. As leaders,
we must find out what is causing the change
and fix it. This does not always mean that this sudden issue is
caused by new person.
The challenge then becomes whether or not we are willing to go
against the grain and introduce additional
alternatives. In some cases, the willingness to present new ideas
and ways of doing things is not so much
influenced by the group in which we find ourselves, but it may
be intertwined with social psychology
perspectives.
Social Psychology
Consider what happens to many people when sitting in a
meeting. The leader asks people for their
suggestions for improvement of something. You have all likely
been in this situation at one time or another.
What happens? Do you speak up? Do you remain quiet? Many
choose to remain quiet simply because they
are fearful of what others may think of the suggestion. Is it
silly? Will others suspect that you do not know
what you are talking about or do not have a clear understanding
of the problem? The trepidation manifests
itself to the point that there is no action on your part. You
simply cannot overcome the uneasiness that comes
from wondering what others will think. You are now faced with
the realization that you were just influenced by
others’ thoughts or actions, perceived or real. Indeed, we are
now dealing with social psychology. Robbins
and Judge (2019) define social psychology as “an area of
psychology that blends concepts from psychology

and sociology to focus on the influence of people on one
another” (p. 15).
Knowing that this is an issue for others, managers have an
opportunity to emphasize the importance of the
contribution of each employee makes in bringing the
organization to greatness and accomplishing its goals
and objectives. Whether managers choose to occasionally
approach employees for one-on-one
conversations or provide avenues to make anonymous
suggestions without ridicule is paramount.
Without valuing the inputs from all, are we not doing a
disservice to our employees, ourselves, and our
organization? The challenge is to find a way to bring out the
best in each and every individual involved.
Anthropology
As noted in this week’s assigned reading, Robbins and Judge
(2019) define anthropology as “the study of
societies to learn about human beings and their activities” (p.
16). In doing so, we are actually studying
various cultures and how those cultures influence behaviors.
For example, let’s consider an organization run by women in the
United States. This same organization is
looking to expand globally. What happens if these women want
to go to Saudi Arabia? Even with the rise in
women entrepreneurs, women are still expected to wear a black
over-garment (abaya) and cover their hair
with a type of scarf (Kwintessential, n.d.). What if you opted to
wear a casual pair of tan pants and a bright
orange shirt to a meeting in Great Britain? Did you realize the
dress there is typically conservative with the
preferred color choices including black, dark blue, or charcoal

gray (Passport to Trade, n.d.). Even an
innocent mistake in clothing choice could create problems.
Doing research into the culture of a locale prior to
a visit (whether for business or pleasure) is sure to help avoid
many problems.
Conclusion
As we are learning about the different organizational behavior
disciplines, it becomes evident that for as much
as we do know, there is still much to be learned. It is a complex
area of study with many moving parts.
Nonetheless, the more we know, the better prepared we will be
when it comes time to make educated
Management 4
UNIT x STUDY GUIDE
Title
decisions in our workplace. With any luck, we may have a
better understanding of the group dynamics at work
that really are influencing the people who support us.
References

Kwintessential. (n.d.). Saudi Arabia facts and statistics.
Retrieved from
https://www.kwintessential.co.uk/resources/guides/guide-saudi-
arabia-etiquette-customs-culture-
business/
Passport to Trade. (n.d.). Business etiquette. Retrieved from
https://businessculture.org/northern-europe/uk-
business-culture/business-etiquette/
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior
(18th ed.). New York, NY: Pearson.

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