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It is important that the portfolio presents discussion and evidence that addresses the following learning outcomes:
Critically evaluate and reflect on their own behavioural effectiveness based on a conceptual understanding of human and organisational theoretical framework

Research, analyse and reflect upon contemporary theories from organisational and human behavioural and relate them to their own personal disciplinary perspective.

Learning Style

A work environment is required to strive for encouraging positive values as well as discouraging negative impacts that are affecting the behavioural aspect. Values are considered being a significant component that is affecting people as well as the ways by which they are behaving towards others. The personality profile is described through the concept of “Big Five” personality characteristics and will be including five broad domains that will be describing personality. These five personality characteristics are used for understanding the association between personalities in addition to different behavioural aspects. There are different leadership styles that might influence my leadership traits such as autocratic style effects, participative leadership effects, delegative leadership effects and corporate culture effects.

For maximizing the learning style in regard to the organizational behaviour, and in any situation of learning, it is essential to acknowledge what kind of learner I am. Certain individuals can learn better by seeing the information. For instance, if I notice that I can do the retention of additional information by reading as well as seeing diagrams and flow charts, I might be a visual learner. If I am learning primarily by listening to others through lectures, conversations and videos, I might be an auditory learner. Lastly, if I am having the preference to actually do things and learn from trial as well as error, I might be a kinaesthetic learner (Appelbaum, 2015).

If I am a visual learner,

  • I will be drawing pictures as well as diagrams for helping me to acknowledge
  • I will be taking careful notes that I can take reference from afterwards
  • I will be summarizing the major points of what I will be learning through the use of charts

If I am an auditory learner,

  • I will be joining study groups for discussing my questions as well as ideas and hearing responses
  • I will be writing down any oral instructions that I will be hearing straight away

If I am a kinaesthetic learner,

  • I will be taking betternotes during class, that will force me to pay attention and processing information
  • I will be scheduling my study sessions

The learning style that I apply is the VARK Model of Learning. The VARK model recognizes that a learner is having different approaches regarding the ways by which they are processing the information, which is referred as the ‘preferred learning modes’. VARK is the acronym that is referring to four kinds of learning styles that are considered to be Visual, Auditory, Reading Preference as well as Kinaesthetic.

  • My preferred learning modes is having a major influence on my behavioural as well as learning aspects
  • My preferred learning modes is required matching proper strategies of learning
  • My ability of accessing information through the use of modality preferences showcasing an increase in my comprehension level, motivational level as well as metacognitional level (Awadh, 2013).

By understanding the type of learner I am, the capability to achieve an improved perspective regarding the ways for the implementation of the learning styles in my study techniques.

From the above context, the visual types of learners are having the preference towards using the images, maps as well as graphic organizers for accessing as well as understanding new information. The auditory type of learners best understand contents that are new by listening as well as speaking in circumstances like lectures as well as group discussions. Aural learners are using repetition as a technique of study and benefitting from using mnemonic devices. The reading or writing learners are considered to be the individuals having a strong preference for reading or writing in the best manner with the help of words. These individuals might be presenting themselves as copious note takers or avid readers as well as are having the ability for transferring concepts that are considered abstract, into words as well as essays. The kinaesthetic type of learners are the individuals that are understanding information in the most effective manner via tactile representation of information. These individuals are considered being hands-on learners and will be having the ability of learning best through figuring matters out by hand.

Communication Style

There are five communication styles that are considered being assertive, aggressive, passive-aggressive, submissive as well as manipulative.

Assertive Style

This type of communication style is born of high self-esteem. It is considered being the most productive communication style. When an individual is assertive, then he/she is having the confidence of communicating without resorting to manipulating others.

Aggressive Style

This style of communication is associated with the aspect of winning mostly at the expense of someone else. This is considered being an unproductive style of communication as the message content might be lost since individuals are too busy giving their reaction to the manner by which it’s delivery occurs (Jawahar, 2015).

The Passive-Aggressive Style

This is the style of communication where individuals although appearing passive on the surface, are actually venting out their anger indirectly. Their behavioural characteristics include unreliability, sarcasm, deviousness, two-facedness and so on (Armstrong, 2014).

The Submissive Style

This style is to please other individuals as well as averting conflicting situations. A submissive individual is behaving in a way as if the requirements of other individuals are more significant, and other individuals are having additional rights.

The Manipulative Style

This style of communication is associated with the aspect to scheme and estimate. The manipulative communicators are having the skill to influence or control others for satisfying their personal benefit (Baker, 2016).

Therefore, taking into consideration the various communication styles, I might be or should be using the assertive style of communication,

  • To achieve goals without hurting another individual
  • To protect individual rights andhaving respect of the rights of others
  • To be expressive socially andemotionally
  • To make my individual choices and taking responsibility of them
  • To ask in a direct manner in respect of requirements that needs to get fulfilled
  • To accept compliments (Vivek, 2016)

Self-esteem is considered having confidence in one own capability for thinking as well as coping with the everyday life challenges. It is also associated with the aspect to have confidence in the fact that an individual is having the right to become successful and happy. For instance, when I will be having a increased self-esteem level, I will be trusting my thought process as well as my ability to judge and as a result, I will be making better decisions and how much I will be achieving in my career. Reduced self-esteem will be leading to the aspect of fearing the new and unknown and will be leading towards unsuitable behavioural aspect like defensiveness, or having a behavioural aspect that is considered rebellious (Murthy, 2014). Moreover, positive self-esteem will be assisting me in experiencing the following traits,

  • I will be communicating easily with others and will enjoy interacting with them
  • I will be talking comfortably about my achievements and will be facing any weaknesses openly andhonestly
  • I will be taking criticisms in a positive way and will be at ease towards acknowledging my flaws
  • I will be spontaneous in communicating andinteracting with others
  • I might feel insecure or anxious sometimes, but that will not make me overwhelmed
  • I will be having a sense of flexibility and will be facing challenging scenarios in a positive manner andhave the willingness for helping others (Buchanan, 2013)

The personality profile is described through the concept of “Big Five” personality characteristics and will be including five broad domains that will be describing personality. These five personality characteristics are used for understanding the association between personality and different behavioural aspects.

Self-esteem

I can apply these five traits in improving my personality profile. These traits are openness, conscientiousness, extraversion, agreeableness as well as neuroticism. Let me discuss these traits in detail,

  • Openness – I will be applying this personality trait for describing my degree of intellectual inquisitiveness, creativity, andpreference in respect of novelty as well as diversity.
  • Conscientiousness – I will be applying this personality trait for showing self-discipline, acting dutifully, andaiming for accomplishment. This personality trait will also assist me to plan, organize and being dependable.
  • Extraversion – This personality trait will be describing my energy, positive emotions, forcefulness, sociability andmy predisposition towards seeking organizational stimulation (Truss, 2013).
  • Agreeableness – I will be applying this personality trait that is associated with my predispositionin having compassion and cooperate with others and not being giving way to suspicion and antagonism.
  • Neuroticism – I will be applying this personality trait in relation to my emotional stability level andcontrolling my impulses (Perkins, 2013).

A work environment is required striving for encouraging positive values and discouraging negative impacts that are affecting the behavioural aspect. Values are considered being a significant component that is affecting people and the ways by which they are behaving towards others. Organizations will be influencing the behavioural aspect of an individual with codes of conduct, ethical aspects and vision statements. The cultural aspect is also having a huge relevancy regarding the ways by which values are shaping the behavioural aspects of a person (Pettigrew, 2014).

Concerning the aspect of attitudes, I will be applying the ABC Model that is including three categories namely affect, behavioural intentions and cognition. Affect is associated with the emotional element relating to attitude. For instance, when I will be asked regarding my feelings for a new policy, then affective response is being requested from me. Behavioural intentions are related with the actions that I will be undertaking when a scope will arise. Cognition is considered being a verbal statement concerning my beliefs regarding a particular individual or circumstances that will be reflecting my insights and outlooks (Haslam, 2014).

In relation to the aspect of values, it can be segmented into three categories namely, instrumental and terminal values, work value and cultural differences regarding values. Regarding the instrumental values, they are representing the behaviours that can be accepted as the way for reaching an objective. Terminal values are representing the objectives that need to be realized. The work values are considered being more particular than individual values, and having direct propositions in respect of behavioural aspects as well as organizational attitudes. The work values that are having more relevance with me are achievement, concern regarding others, being honest and being fair. The cultural aspect will be exerting an essential impact on my values (Mukhopadhay, 2014).

Relating to the aspect of ethical behaviour, there is the existence of four categories such as value systems, locus of control, Machiavellianism and cognitive moral development. Value systems are associated with the fact that when the circumstances are not in agreement with their standpoint, the results will be having comprehensive consequences. Locus of control is the theoretical aspect stating the degree to which internals are more interested in taking individual accountability than externals in respect of the outcomes regarding their ethical or unethical behavioural aspects. Machiavellianism is considered being a personality trait that indicates the eagerness of a person for doing whatever is required in getting one’s personal way (Pettinger, 2013). Lastly, cognitive moral development model proposes that with the maturity of a person, there occurs the moral development of the individual as well.

Personality Profile

According to me, I believe some of the most insightful diversity that I am experiencing in life is associated with the diversity regarding thought. The proposals relating to diversity will be having significant and appealing beneficial aspects relating to social justice, but the actual reason for me in pursuing programs relating to diversity is in respect of innovation (Yellowley, 2013).

So, when I am having the requirement of a diversity of thought, it is required for me in bringing in individuals around me that are having varied experiences. In this context, three traits are considered such as differences in race, gender and socio-economic settings (Hogg, 2014).

There are different leadership styles that might influence my leadership traits, for example autocratic style effects, participative leadership effects, delegative leadership effects and corporate culture effects.

The authoritarian style depicts a clear separation amongst leaders and workers. These leaders are making decisions without having any participation from the employees. These types of leaders are having supreme confidence as well as are at ease with the responsibility to make decisions in respect of the functioning of the organization and plans regarding strategic aspects. Even though, researches are indicating that autocratic leaders are displaying little amount of creativity, this leadership style will be considered effective when there is the requirement of undertaking quick decisions without involving the employees (Rai, 2014).

The participative style is regarded as being the most effective style of leadership, emphasizing on the fact that management is guiding the teams while having an acceptance of input from the employees. Although, the leaders are reserving the right for making the ultimate decisions but are encouraging feedbacks, ideas and propositions from the employees (Law, 2014).

The delegative leadership style is regarded as the least productive alternative. These types of leader are making very less number of decisions and leave this functional aspect to the team. These kinds of leader hardly ever are offering team guidance and delegating the making of decisions to the trusted members of the team (Dent, 2013).

Concerning the group roles, it can be stated that I might be joining certain groups for the accomplishment of different purposes. When the formation of the group occurs by the manager for assisting the company in accomplishing the objectives, then it will get qualified as a formal group. The formal groups do the fulfilment of two fundamental functional aspects such as organizational as well as individual. While functioning in a formal group, I will be satisfying my personal requirement in respect of relationship (Reynolds, 2017). I am also required to do the development, enhancement and confirmation of my personal self-esteem as well as sense of recognition. I will also be given the scope for testing and sharing my insight regarding the reality of the society. I need to do the reduction of my personal concerns and feelings of becoming insecure as well as powerless (Lee, 2013). Lastly, I will be providing a problem-solving method in respect of individual and inter-personal crises.

Values, Attitudes, Ethics

Groups and teams in the place of work undergo a process of maturation. The process of group development is associated with a 5-stage model that includes the forming stage, storming stage, norming stage, performing stage as well as adjourning stage.

I can follow certain steps for resolving the conflicting situations at the place of work. These are as follows,

  • Separating the individuals from the crises – It is essential towards separating the individual from the conflicting situation and I need to keep in mindthat it is regarding the method and not the individual. I require focussing on the matter and trying to avert the aspect of associating the matter with a specific individual.
  • Identifying a mediator – I require identifying a mediator who has received training to mediate individuals, or groups of individuals by helping them in discussing the matters. This might be taking into consideration the establishment of particular guidelines in respect of individual interaction behaviours and identification of basic factors that are contributing to the conflicting situations (Wilson, 2013).
  • Clarifying the crises – It is necessary for me in taking the time for hearing all the issues andgetting a better knowledge of what the crisis situation is all about. To understand the interest of another individual will assist in separating the individual from the crisis.
  • Exploring all the alternatives – There is the requirement of brainstorming the proposals regarding the processes to resolve the concerns that will be resulting in a win-win situationin respect of every team. The objective is making a positive outcome in respect of all that are having the involvement, which might be including the establishment of a scenario that will determine the fairness regarding the outcome (Langton, 2013).

Conclusion

To conclude it can be stated that I will be applying the ABC Model that is including three categories namely, affect, behavioural intentions as well as cognition. Affect is associated with the emotional element relating to attitude. For instance, when I will be asked regarding my feelings for a new policy, then affective response is being requested from me. Behavioural intentions are related with the actions that I will be undertaking when a scope will arise. Cognition is considered being a verbal statement concerning my beliefs regarding a particular individual or circumstances that will be reflecting my insights as well as outlooks. In relation to the aspect of values, it can be segmented into three categories namely, instrumental and terminal values, work values as well as cultural differences regarding values. Regarding the instrumental values, they are representing the behaviours that can be accepted as the way for reaching an objective. Terminal values are representing the objectives that need to be realized. The work values are considered being more particular than individual values, as well as having direct propositions in respect of behavioural aspects and organizational attitudes. The work values that are having more relevance with me are achievement, concern regarding others, being honest as well as being fair. The cultural aspect will be exerting an essential impact on my values. According to me, I believe some of the most insightful diversity that I am experiencing in life is associated with the diversity regarding thought. The proposals relating to diversity will be having significant and appealing beneficial aspects relating to social justice, but the actual reason for me in pursuing programs relating to diversity is in respect of innovation. So, when I am having the requirement of a diversity of thought, individuals are required to be brought in, who are enriched with various kinds of experiences.

Reference

Appelbaum, S. H., Degbe, M. C., MacDonald, O., & Nguyen-Quang, T. S. (2015). Organizational outcomes of leadership style and resistance to change (Part One). Industrial and Commercial Training, 47(2), 73-80.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Awadh, A. M., & Alyahya, M. S. (2013). Impact of organizational culture on employee performance. International Review of Management and Business Research, 2(1), 168.

Baker, M. J., & Parkinson, S. T. (2016). Organizational buying behaviour: purchasing and marketing management implications. Springer.

Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: key to organizational success. SCMS journal of Indian Management, 11(4), 61.

Buchanan, D. A. (2013). Organizational Behaviour [electronic Resource]. Pearson Education.

Dent, M., & Whitehead, S. (Eds.). (2013). Managing professional identities: Knowledge, performativities and the'new'professional (Vol. 19). Routledge.

Haslam, S. A., van Knippenberg, D., Platow, M. J., & Ellemers, N. (Eds.). (2014). Social identity at work: Developing theory for organizational practice. Psychology Press.

Hogg, M. A., & Terry, D. J. (Eds.). (2014). Social identity processes in organizational contexts. Psychology Press.

Jawahar, I. M., & Stone, T. H. (2015). Do career satisfaction and support mediate the effects of justice on organizational citizenship behaviour and counterproductive work behaviour?. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration.

Langton, N., Robbins, S. P., & Judge, T. A. (2013). Fundamentals of organizational behaviour. Pearson Education Canada.

Law, S. K., Huang, E., & Hui, C. (2014). Application of analytic tools for theory testing in organizational behaviour research. In Proceedings of World Business, Finance and Management Conference. The Conference..

Lee, R., & Lawrence, P. (2013). Organizational Behaviour (RLE: Organizations): Politics at Work (Vol. 18). Routledge.

Mukhopadhyay, S. (2014). Organizational Behaviour.

Murthy, R. K. (2014). Psychological capital, work engagement and organizational citizenship behaviour. Sinhgad Institute.

Perkins, S., & Arvinen-Muondo, R. (2013). Organizational behaviour: People, process, work and human resource management. Kogan Page Publishers.

Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge.

Pettinger, R. (2013). Organizational behaviour: Performance management in practice. Routledge.

Rai, A. (2014). Global Organizational Behaviour Research Essay Managing and Motivating Multicultural Teams Lecturer-Dr. Romie Littrell.

Reynolds, M. (2017). Organizing reflection. Routledge.

Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (2013). Employee engagement in theory and practice. Routledge.

Vivek, S. A. (2016). Impact of organizational citizenship behavior on managerial effectiveness. Prabandhan: Indian Journal of Management, 9(2), 7-18.

Wilson, F. M. (2013). Organizational behaviour and work: a critical introduction. Oxford University Press.

Yellowley, W., Smith, P., & Farmer, M. (2013). Organizational Behaviour. T. Clague (Ed.). Routledge.

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