Reply to DOJO Culture consists of traditional values and beliefs, ideas, customs, skills, arts and language of a specific group in a given period (Lillis & Tian, 2010). In my current job I work with many individuals from different parts of the U.S. and a handful of individuals from other countries. And in most situations ethnocentrism normally played its part. When observing individuals behaviors it’s very relevant that there is diversity in the organization. Not so much in color but culturally. When observing conversations between two male colleagues on a project, both American but from different sides of the U.S. Slightly different in culture, the mannerisms, body language, verbal skills clash and one individual does not feel respected in the conversation--cultural misunderstandings. Communication skills for each individual were different and the one individual spoke more aggressively using hand and arm movements which made the other individual uncomfortable. Cultural factor plays an important role in the business world (Lillis & Tian, 2010). Organizational behavior is relevant in cultural diversity because in today’s business diversity is needed and being pushed in more and more businesses. Regardless of your gender, race, and age, it seems that you will need to work with, communicate with, and understand people different from you (Organizational Behavior, 2014). And with this, understanding different cultures is important. Organizations should acknowledge cultural differences within and also recognize that culture changes over time (Organizational Behavior, 2014). Reply to KATR In Bermuda, cross culture diversity issues exist normally. As we are considered a tax haven, many expatriate workers flock here for employment, especially in the insurance/reinsurance industry. In the field of addiction, it exists as well having many counselors from foreign countries on our shores. I receive referrals from another agency regularly and these usually come from the Clinical Supervisor who hails from Canada. Our cultures are very different in many areas such as the way we greet each other i.e. good morning, the way we share information, the activities we do on the weekend and the list goes on and on. Because of these cross-culture factors, this clinical supervisor as an Addiction Counselor has many difficulties in what to do with clients after treatment i.e. reintegration into society so she refers them to me. In meeting, we have a more informal approach when discussing clients then she is used to and she struggles with our interaction i.e. having laughter in our case management meetings. What we value, our customs and beliefs (Organizational Behaviour, 2014) don’t line up with what she knows and that causes conflict with her co-workers on occasion. The saying when in Rome, do as the Romans do (dictionary.com) is a very hard concept for her to accept. Organizational behaviour is important to address these issues because first you must ident ...

1. Reply to DOJO
Culture consists of traditional values and beliefs, ideas,
customs, skills, arts and language of a specific group in a given
period (Lillis & Tian, 2010). In my current job I work with
many individuals from different parts of the U.S. and a handful
of individuals from other countries. And in most situations
ethnocentrism normally played its part. When observing
individuals behaviors it’s very relevant that there is diversity in
the organization. Not so much in color but culturally.
When observing conversations between two male colleagues on
a project, both American but from different sides of the U.S.
Slightly different in culture, the mannerisms, body language,
verbal skills clash and one individual does not feel respected in
the conversation--cultural misunderstandings. Communication
skills for each individual were different and the one individual
spoke more aggressively using hand and arm movements which
made the other individual uncomfortable. Cultural factor plays
an important role in the business world (Lillis & Tian, 2010).
Organizational behavior is relevant in cultural diversity because
in today’s business diversity is needed and being pushed in
more and more businesses. Regardless of your gender, race, and
age, it seems that you will need to work with, communicate
with, and understand people different from you (Organizational
Behavior, 2014). And with this, understanding different cultures
is important. Organizations should acknowledge cultural
differences within and also recognize that culture changes over
time (Organizational Behavior, 2014).
Reply to KATR
In Bermuda, cross culture diversity issues exist normally. As
we are considered a tax haven, many expatriate workers flock
here for employment, especially in the insurance/reinsurance
industry. In the field of addiction, it exists as well having many
counselors from foreign countries on our shores. I receive
referrals from another agency regularly and these usually come

2. from the Clinical Supervisor who hails from Canada. Our
cultures are very different in many areas such as the way we
greet each other i.e. good morning, the way we share
information, the activities we do on the weekend and the list
goes on and on. Because of these cross-culture factors, this
clinical supervisor as an Addiction Counselor has many
difficulties in what to do with clients after treatment i.e.
reintegration into society so she refers them to me. In meeting,
we have a more informal approach when discussing clients then
she is used to and she struggles with our interaction i.e. having
laughter in our case management meetings. What we value, our
customs and beliefs (Organizational Behaviour, 2014) don’t line
up with what she knows and that causes conflict with her co-
workers on occasion. The saying when in Rome, do as the
Romans do (dictionary.com) is a very hard concept for her to
accept. Organizational behaviour is important to address these
issues because first you must identify how individuals may act
within their work environment (Organizational Behaviour,
2014). When workers from other countries come to work in
Bermuda, learning how our attitudes regarding work and life
outside of work balance is important. For example, in Bermuda,
most people do not want to work on weekends and holidays
hence our hotels being overcome by expatriate workers so our
ethical norm is actually a deterrant in this instance but what the
foreign worker brings enhances business. Organizational
behaviour can intervene in the cross culture behaviours as it
attempts to ascertain how individuals and groups will work
within the organization. This would help in initial hiring of
employees i.e. what countries to recruit from to be a good match
to our culture. Also, if a clear definition of objectives is laid
out to potential employees, that would also help in recruitment.
For cross culture diversity to work efficiently for any
organization, managers, who are trained and skilled in this area,
must be willing to change the organization if necessary (Koonce
2001).

3. Reply to TEVA 1
Working in an organization with over 130 personnel, you see a
variety of personalities, attitudes and behaviors. Some stand out
more than others in good and not so good ways, but the bad is
not necessarily uncommon. It is present no matter where you
work. Being in the military is already a demanding 24/7 job that
continues to ask more and more of people with the return not
always being recognized or received. Some of the things that
contribute to poor attitudes are personalities, work
relationships, stress, psychological contract and work and life
balance. A young gentlemen in my unit has been having some
issues in his work center. His personality is that of an introvert
so he already has problems with making friends, let alone
socializing. Building work relationships can be extremely hard
for him and has put stress on his personal life and work life. He
loves the military and loves his job yet the constant demands of
the job, feeling as though he gets passed up for opportunities
and feeling of being the black sheep has given him a false sense
of what his purpose truly is. Also, being single and in a place so
far away from family can leave you feeling a little lonely during
the weekends or time off. Finding a balance to leaving work at
work and enjoying life during his downtime has been an issue as
well.
Some of the things that can help him change this overall can be
his approach with his coworkers and truly understanding what
his role is in getting the mission done along with how his
efforts contribute to the big scheme of things in the military. If
he makes an effort to be a little bit more engaged, show that he
wants to be part of the team and portrays a positive commitment
to his flight, he will appear more approachable and trustworthy
to others. Finding hobbies, volunteering, getting out and
meeting people can help relieve some of the stress work puts on
him. Communicating more on what he can or needs to do,
getting feedback from supervisors or peers to find out what his
strengths and weaknesses are, where he can improve or help
others, so when opportunities come available, he is not

4. surprised by outcomes or finds he is right where he needs to be.
This can help improve job satisfaction as well. Having a
positive attitude, setting goals, embracing things out of his
comfort zone and learning how to separate work from life will
help him find a new outlook on life in general. Having a support
system he feels confident in whether it’s in the unit, with
friends or family back home or just in general can have a huge
impact on trusting that he is needed and counted on to do what
he does day in and day out. His perception of how his section
and leadership cares about him is a direct result of his job
satisfaction.
Reply to SACA 1
The eight contributing factors to job satisfaction and
organizational commitment are personality, person-environment
fit, job characteristics, psychological contract, organizational
justice, work relationships, stress, and work-life balance.
During my tenor in the military, I have experienced working
with a couple of coworkers with blatantly poor attitude.
According to Saylor, It seems that people who have a positive
affective disposition (those who have a tendency to experience
positive moods more often than negative moods) tend to be
more satisfied with their jobs and more committed to their
companies, while those who have a negative disposition tend to
be less satisfied and less committed (The Saylor Foundation,
2014, p. 14).
I think the main factor that encompasses these individuals’
behavior is their personality. Their views on any situation was
always negative and accompanied by a slew of complaints and
whining. I believe this type of behavior is common. Again,
referring to Saylor, people with negative disposition are usually
less satisfied with their jobs and exhibit less commitment and
poor work ethics. Because of the negative attitude from these

5. individuals, the other factors will inevitably contribute to a
bigger one such as stress. When a person constantly displays a
positive attitude, all these factors can be positive as well and
will eventually cause less stress on that person in the
workplace. In some cases a person’s reason for negativity can
be legitimate. However, in my experience dealing with this in
the workplace, it was always unwarranted. Nothing has ever
been positive or acceptable to them. I personally avoid spending
time with them to avoid the toxic negativity and to prevent a
negative impact on morale and cohesion. Even the most positive
employees are bound to break down when they’re forced to
work with extremely negative peers on a regular basis. So it’s
only a matter of time before workers with negative attitudes rub
off on other team members, bringing them down with them
(Reynolds, May 2016).