Key Insights into Organizational Behavior Essay

Key Insights into Organizational Behavior - Essay Example The fundamental catalysts for why these situations occur are attributed to poor management philosophy, inferior cultural development and awareness principles, badly-implemented change processes, and a perceived lack of procedural justice. At the same time, psycho-social characteristics among a diverse group of employees and managers are considerably different and, therefore, each employee or manager at the organization responds differently according to their emotions or political objectives. The end result with all of these issues is conflict that must be mitigated in order for the organization to have a well-developed and unified culture where trust is found throughout the entire organization. Organizational Trust Organizational trust is characterized by the level of confidence and reliance that individuals within the organization maintain for their coworkers, managers or the organization itself. Several theorists offer the concept of authentic trust, in which employees start with s mall steps to gain trust, generally progressing upwards based on experience. â€Å"Building such a relationship in the workplace is a reciprocal process with both the employee and the employer voluntarily assume responsibility for its initiation, development, and maintenance through high levels of affection and respect† (Starnes, Truhon & McCarthy, 2010, p. 5). Breakdowns of trust-building in the organization can include individuals with highly self- motivated political objectives or those who illustrate poor integrity, essentially promising one action and then delivering opposite action or behavioral outcomes. Social learning theory provides the concept of role modeling in which individual in an organization will be attracted to those who are perceived to be credible and thus attempt to adopt their role model’s characteristics. This is akin to transformational leadership, where the manager or employee maintains very high morals, sets the example for others, and uses v ision and mission statements in communications to foster organizational support (Ackoff, 2008). If, at any time during interpersonal discussion or through social negotiations, the individual illustrates unreliable or conflicting action versus pledges, organizational trust is reduced between the two parties or groups. Ultimately, breakdowns in trust lead to long-term suspicion and perceived threats to social security and thus conflict positive teamworking and organizational culture unity. In general, employees in the organization have a very dark view of the term â€Å"politics.† Leaders and managers within the organization need to, oftentimes, abandon their own ambitions in favor of the organizational constituents. This is a form of emotional intelligence that is required to be an effective leader and also satisfy diverse employee needs at the psychological level. This often means rejecting self-motivated political objectives to illustrate a transformational philosophy that i s people-centered and focused on human development and honesty through both communications and actions. Kacmar, Bozeman, Carlson, and Anthony (1999) describe the true definition of