This document outlines the requirements for an individual final paper for an Organizational Behavior course. The paper must be 5-7 pages long, following APA format, and include an introduction, analysis of organizational behavior from a group presentation, compelling and difficult components learned, and how the knowledge can be used in a career. It will be graded on synthesizing course concepts, grammar, spelling, and format. A well-written 7-page paper that cites sources would receive an A. The paper must be completed in Microsoft Word and submitted through Blackboard.

1. Due Finals week
Content 3-4 + cover and refrence page = 5-6
· In text citation
INDIVIDUAL FINAL PAPER (100 points)
· 5-7 pages; including cover page and references page (abstract
not necessary for this paper)
· APA Format - Double-spaced - appropriate headers - use in-
text citations/references where necessary
· Sections to include:
· Introduction (this should introduce your paper - what the
paper is going to tell the reader)
· Analysis of Organizational Behavior (this should include
an analysis of the final presentation created with your group.
· Compelling Components - Things I Found Most
Interesting
· Difficult Components - Things I Didn't Fully Understand
· How I May Utilize What I've Learned in my Career
Graded on the ability to describe and synthesize what you've
learned throughout the course and how you might utilize this
new knowledge in the business world. Grammar, spelling, and
format (neatness) are taken into consideration.
Example: A 5 page paper with some grammatical and spelling
errors with no more than answers to the questions and little
synthesizing would result in a C letter grade. A 7-page paper,
well formatted, well thought out, grammatically correct and a
couple of solid in-text citations and references to support what
you're saying would result in an A letter grade.
PLEASE COMPLETE THIS IN MS WORD - There will be a
spot for you to hand it in within Blackboard.

2. 1
Running head: THE Marriage of Finance and Organization
7
THE MARRIAGE OF FINANCE AND ORGANIZATION
The Marriage of Finance and Organization: A Reflection Paper
The Marriage of Finance and Organization: A Reflection Paper
When someone encounters the word organization, first comes to
mind would probably be chart-boxes, arrows, and functions. A
chart represents what organization is, and how it functions. My
entire course in Organizational Behavior, however, has thought
me how to understand and look beyond what is seen in a chart.
This paper describes what I’ve learned in the entire term
including the things that I find most interesting and the things I

3. wish to be improved on. More importantly, I am going to share
how the knowledge in organization behavior will help me in the
practice of my major.
Analysis of Organizational Behavior
A shared goal is the purpose why organization exists. In
achieving this goal, an organization uses different techniques or
methods in achieving them. Not able to do so follows the
failure of the goal. It also important to note that organizational
behavior does not only explain what organization is, but also
gives careful elaborations on how organization works and why
some fail. In this course, the importance of every member of
organization is realized; that an organization’s success is not
just because of a single person but how harmonious a group is.
Different leadership styles, ethical performance of
responsibilities, and effective motivations are just some of the
few concepts that were highlighted in this course that I find so
much relevant in my major.
Decisions are what lead organizations to their goals. As
Kreitner and Kinicki (2013) define decision making as
“identifying and choosing alternative solutions that lead to a
desired state of affairs.” The emphases on this definition are
identify, choose, alternative solutions. These elements are
further understood as I share some of the important theories and
concepts discussed in this course.
Kreitner and Kinicki (2013) discuss that decision making is
both art and science. It is an art because different creative
strategies, such as the ethical decision tree, can be applied. It is
also a science because a wise decision is usually a result of
rational process. Enumerated in this paper are some of my
personal preferences.
The Rational Model
Kreitner and Kinicki (2013) explain the rational model as a
process where managers use a rational four-step approach in
decision making. This includes the following: 1) identify the
problem/opportunity, 2) generate alternative solutions, 3)
evaluate alternatives and select a solution, and 4) implement

4. and evaluate solution chosen. This process is one of the
fundamentals, yet many people fail to consider. I believe giving
value to each step mentioned assures the organization that it
will come to the best and most efficient decision. Furthermore,
just like doing a science experiment, following the model step
by step affords the organization easily identify which part of the
process is wrong and thus can be changed and/or adjusted to
come up with desired results.
Evidence-based Management
A type of decision making process that entails a careful
processing of available data and evidence in making managerial
decision (Kreitner and Kinicki 2013). What appeals to me, as a
Finance Major, is the value for rigorous gathering of data and
evidence prior to making a decision. Furthermore, this process
gives importance to the views of stakeholders as it welcomes
everyone’s ideas. While this is a tedious management style, the
chances of having mistakes are lessened.
Personal Contribution
Individual’s efforts in a group are vital in an organization.
One’s failure could affect the whole organization. It is then
important to give significance on how each functions, and how
each sees him/herself in the organization. With these, manager
must always consider the welfare and motivation of each
member.
In the entire semester, I have encountered different
leadership styles and how important for a leader to know what
is apt for the organization. Moreover, a positive leader
considers and ensures that his/her members are well motivated
and taken care of.
Ultimately, an efficient leader must empower his/her
members. He/she must welcome dissents and let every ideas be
presented on the floor especially when it comes to decision
making. Doing so makes the members feel that their opinion
matter and that they belong to the organization. A sense of
belongingness of the members warrants dedication and
commitment from them.

5. Compelling Components
Aside from the mentioned models mentioned above, some
of the significant lessons for me are the seven implementation
principles and group problem-solving techniques. I find them
compelling because they are the most practice ones.
Seven Implementation Principles
Kreitner and Kinicki (2013) enumerate seven principles that are
for me practical guides in implementing decisions. Coming up
with decision is one thing and being able to implement it
properly is another. Hence, I find this set of principles very
helpful. I am not as concerned with implementation before as I
am now. Indeed, this may be one of the most taken for granted
aspect when it comes to organizational behavior. Following
these principles would lower the chances of wasting resources
in implementing projects.
Group Problem- Solving Techniques
I am not comfortable in dealing with group problems. I always
find myself in awkward situation every time I am face with this
kind of situations. Kreitner and Kinicki (2013) group problem-
solving techniques open my eyes to processes that I could do
the next time I am in a group problem-solving situation. As a
Finance Major, I usually encounter problems with data but not
with group problems. I am used to solve problems on my own.
Thus, following these techniques step by step is a helpful guide
on what to work on, and where to start in solving different
problem.
The term has been indeed a productive one. Definitely, I have a
lot of takeaways. However, if there are concepts I still find
ambiguous or wish have been further elaborated these are the
garbage can model and consensus building. Perhaps, it’s not
because they weren’t given enough emphasis, but these are just
concepts that I hope were given more practical examples.
Garbage can model

6. Kreitner and Kinicki (2013) explain that this model show when
decision making was done hastily and disorganized. I just wish
that more elaborate examples were given as to how, and what
kind of important decisions were made successfully using this
model. Moreover, it is interesting to note if there are decision
that can be done using this model without sacrificing the quality
of the outcome.
Consensus building
One important aspect in organization is being able to come to a
consensus. Kreitner and Kinicki (2013) share that this is the
point where all members agree to a single decision. For me this
is vital in every organization. I aspire to know more about when
does consensus need not to be achieved, what the consequences
will be if it won’t be achieved, and what mechanisms can an
organization do to always come to this point.
Significance of the Course
As a Finance Major, this course is probably one of the most
practical courses I have under my curriculum. My major trains
me to be organized, careful and meticulous in everything that I
do. More importantly, my degree demands cooperation from the
other people around me; from getting appropriate data, linking
information, communicating to people, and being a productive
member of a group. This course has helped me acquire concrete
skills that I must always consider and value in performing my
duties.
After this course, I am confident that I can now be a
productive member or even a leader in an organization. The
skills and knowledge learned in this subject would definitely
help me not just to become better in my field but also to
contribute more efficiently to whatever organization I am going
to work with in the future. Even if the course may not be
required, I will recommend this to other people.

7. Reference
Kreitner, R & Kinicki A. (2013). Organizational Behavior 10th
Edition. New York, NY. McGraw-Hill