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Discuss About The Developing Theory Organizational Practice?

Self- awareness refers to the clear perception of an individual’s personality which includes the strengths, weaknesses, beliefs, thoughts, motivation as well as emotions. It permits the individual to understand a person, his point of view, attitude and instant response. It is not easy to draw a conclusion about self awareness but it needs a relative scale. Self awareness is considered as the first stage in developing own skills for the present and future life. It allows an individual to determine where he is being taken to by his thoughts and emotions. It can be developed by an individual by being attentive on the minute details of personality and behavior. If an individual is clearly confident of his own thoughts and practices then he will be able to understand other well (Barrick, Mount and Li 2013). This helps in building and enhancing personal and professional relationships. If an individual gets frustrated or reacts with anger, then many thoughts and emotions are raised for the emotions.

Professional development indicates the urge to earn and retain the professional documentations like coursework, informal learning opportunities and conferences. It is considered as collaborative and incorporating in its evaluation stage. The purpose of professional development is to improve and develop the learning for both the teachers and the students. Professional development is required in business for those who have gained a long term experience. It assures of providing competence in the life of the professional. This is a never ending cycle till the end of the professional career (Bateman 2016).

It is extremely important to have an idea of one’s own personality. Developing self- awareness is necessary for boosting up strengths and lessening the weaknesses. To keep learning and improve own life, I need to develop myself. I must keep myself in the right situation with the correct mindset for survival. Just knowing oneself is not enough, but the essential thing is to seek for a strong reference for further modification and improvement of oneself towards the reference. Personality depends on how well a person knows himself as well as others. The characteristic traits of being expressive, extrovert, reserved or lazy can give a clue about an individual’s personality through observation and introspection with few limitations. Information can be gathered about another individual’s personality by listening to him. Knowing the personality of oneself helps in creating the future by variety of abilities. This involves putting one in the right place (Buble, Juras and Mati? 2014).

Values and Motivators

The Myers Briggs theory was developed as an adaptation of the theory of Carl Gustav Jang. There are four references for the Myers Briggs theory which decides if I want to deal with people and things (Extraversion or E) or ideas and information (Introversion or I); facts and reality (Sensing or S) or possibilities and potential (Intuition or N); logic and truth (Thinking or T) or values and relationship (Feeling or F); well structured lifestyle (Judgment or J) or an undisciplined one (Perception or P). In this theory, there should be a preference of one over the other in each pair. The letters are then combined in association with the preference for achieving the Myers Briggs personality type. If the preference is I, N, F, and P for instance, then the personality type will be INFP. But all the eight styles are used even if there are preferences (Chan et al. 2015).   

The big five personality traits include openness, neuroticism, agreeableness, extroversion and conscientiousness. These are the dimensions that build up the individual’s overall personality.

There are certain values, attitudes and motivators which are important for my own survival as well as the characteristics that can be passed on to the next generations. It is important to appreciate or acknowledge someone in the course of everyday life. Believing in others can be an attitude or a courteous gesture that can motivate and encourage someone in crisis. Caring for me as well as for others will signify a helping nature on my part. Loyalty, bravery and tenacity are reflected by the commitment of an individual. A commitment is integrated out of the promise made and the expectation that is created (Coccia 2014). Every individual is bound by human condition. Everyone takes care of each other irrespective of the caste, creed, race and culture. The small gesture or posture like holding the door for someone and pulling the chair for someone to sit, carry an impression about the individual and his compassionate behavior. Dedication is something very important for an individual until the situation becomes worst. I must keep on trying but not give up till the situation demands so.

There can be some unfavorable situation when things will not go properly and when the base of faith will shake, it is essential to stay devoted to the cause or to a person. Despite the outcome, the effort is always valued when it is authentic and carries good intention. Forgiveness is another characteristic value which does not actually clear the sins of the convict but the person who forgives can feel better and move on. Friends are those people who provide constant support and guidance in difficult times and gets associated in all celebrations. The value of gratitude enables an individual to be thankful for the temperamental life that he has got (Dinh et al. 2014). Being honest will let me realize that I am doing the right thing. Therefore, it can be said that hope keeps a person alive and integrity measures the reaction of a person. Love is the ultimate characteristic which makes the life of an individual beautiful and precious.

Emotional Intelligence

Emotions are referred to as the characteristic which serves biological purposes like giving signal when the necessities are not fulfilled. There are consequences which vary from social, mental to physical according to the ability to deal with emotions. Ignoring or rejecting such emotions will lead to unhappiness, physical illness or even death. On the other hand, individuals who have high emotional intelligence are successful in their career and also enjoy a healthy, happy and better life than others (Frederick 2014). The feelings associated with high level of emotional intelligence are motivation, desire, friendship, connection, focus, appreciation, fulfillment, contentment, peace of mind, autonomy, awareness, freedom, balance and self- control. Then, there are feelings with low levels of emotional intelligence, for instance, loneliness, failure, fear, victimization, frustration, dependence, guilt, anger, emptiness, resentment, bitterness, obligation, depression, disappointment, instability and lethargy.

The processing of emotions in brains is responsible for making an individual out of emotion. The correct response of the brain involves emotion in one part of the brain which is sent to another area for processing. The bond between the rational and the emotional parts of the brain starts developing from the infant stage. A combination of the emotional and cognitive intelligence is necessary for the human beings to carry out their functions in the world. Attention can be paid to the emotion and the individual can learn to manage them. I will consider the Ability Model of Emotional Intelligence for setting up standard criteria for all the new intelligence (Gilbert, Horsman and Kelloway 2016). This model has the ability to perceive and integrate emotion for facilitating thoughts, understanding of emotions and regulating them for promoting personal growth. As per this model, the Emotional Intelligence has four different types of ability- emotional perception, use of emotion, understanding emotions and managing emotions. Since the Ability model of Emotional intelligence is a series of emotional problem solving items, so it is considered as a true model of cognitive ability. It involves more of thinking power as compared to intuition.

Leadership is the potential of an individual of getting the work done by someone else by using own power or authority. An effective leader is someone who will create an inspiring of the future in front of the people (Girma 2016). The vision should be realistic, convincing and attractive and should portray a transparent image of what should be the future goal. It helps in setting up the priorities and provides direction so that what is planned can be achieved. It is the leader’s ability to motivate, inspire and encourage people who will help him to deliver the future vision. A leader can use expectancy theory to connect between hard work and good results. This will inspire the people to work hard and attain success because everyone wants to get rewarded. People always put their belief on the leaders and admire them because of their expert power.


As a leader, I will motivate the people by using my power as in offering bonus in the festive season or for extra work. While starting a new project, I will encourage them by mentioning the benefits of participating in the project, if they lose interest later then I will work hard to connect their needs and aspirations with the vision of the project. I will assure if the work required for delivering the vision is properly managed. I will also look after individual and team development in my organization which will be understood by team dynamics (Haslam et al. 2014). I will look for the necessary skills and abilities that will enable the people to do their job and achieve the targeted vision. Regular feedback, training and coaching makes it easy for the leaders to improve the organizational performance. At the same time, I will also look for leadership skill in others. By developing the potential required for leadership I will build up such an environment which can deliver long term success in the organization.

Power is the potential that is acquired by a person and he utilizes it to get the works done by others. It can be regarded as the opportunity to build, make and create history in a new direction (Hilton 2017). Power in an organization can be classified into some categories (please refer to appendix 1)

The consequences of power will be commitment, compliance and resistance. The leaders get the power by practicing their power- oriented behavior, position power and personal power. The power is exerted by building expertise and working on the visibility of job performance. If contacts with the senior and experienced people can be expanded, then it will lead to seeking of opportunities to increase name recognition. With power comes empowerment, for which the employees must be trained to expand their power and their new influence potential. Politics in an organization is caused by acquiring, developing or utilizing power and other resources to get the preferable outcome in an unfavorable situation. The political tactics include putting the blame on others, creating a favorable image or developing a base of support (j Mullins and Christy 2013).

As a manager, I will use politics strategically in my organization. The style of authority, influence and the preferred managerial behavior will be established at the top of my organization. I will ensure that my organizational governance and its implications will be indicated by a significant control of the major resources by the members of a dominant coalition. My behavior must not be swayed away by the effect of power but produce the greatest good for the largest number of people. My behavior must respect the rights of all affected parties and abide by the rules of justice (McShane, Olekalns and Travaglione 2013). There are certain factors like open communication, free flowing information, peer pressure against politics and more which can limit the effects of political behavior. In spite of respect for justice and human rights about ethics in organizational politics, there is a tendency to create an atmosphere of power and politics.

Every individual nowadays, is associated with problem solving and decision making. There is a tendency that when an individual face a problem they try to react with a decision that had been helpful before. This approach seems easy because it pertains to solving the same problem time and again. So, it is required to get used to an organized approach for the process of solving problem and making decision (Miner 2015). It is not mandatory for every problem to be solved and decisions to be made by rational approach though. It is important to follow certain guidelines to get through. The first step includes identification of the problems which further includes understanding of the problem, prioritizing it and understands my role in the problem. As a leader or manager I will have to look at the probable causes which had given rise to the problem. Once the roots of the problem are identified it will be easy for me to determine alternative approaches for solving the problem and then sort out the appropriate one. The action plan will be based on the best alternative approach of the problem. The ultimate steps include keeping a check on the implementation of the plan and verification of the solving strategy if it was effective or not (Nahavandi 2016).

To operate an organization, the important activities are planning and decision making, organizing, leading and controlling. As a manager I will have to plan the managerial functions where I will establish goals and mention the means and methods of attaining those goals. So, planning is the platform on which future activities stand. It refers to thinking in advance before doing the work. It is important to take care of the long and short term future directions by assuming the future behavior and determining my organization’s desired role (please refer to appendix 2). Goals in plan signify the end state of target and the desired results of the management. Action statements in a plan represents that methods by which my organization will move ahead to achieve the desired goal (Northouse 2015). This will help me to indicate a course of action for the future to achieve the specific outcome.


It can be concluded from this assignment that organizational behavior looks into the impact that an individual, group or structure have on the organization for applying knowledge to improve the organizational effectiveness. The nature of organizational behavior is an interdisciplinary approach which centers on humanistic and optimistic approach. The key disciplines to the field of organizational behavior are psychology, sociology, social psychology, political science, economics and anthropology. At the same time, organizational behavior has to face some kind of challenges like improving ethical behavior, managing diversity, globalization to respond and creating positive work environment. Improving the quality and productivity along with customer service and customer skills also tend to be a hurdle in the path of organizational behavior. By maintaining organizational behavior I will be able to manage effective human resources which will help my organization to make cordial industrial relations. It will be helpful in field marketing and also help the employees to understand them in a better way. There are cooperative relationships in the organization which help in getting the objectives by leadership, communication, adaptation of organizational climate use of power and sanction and controlling and directing behavior. Thus, organizational behavior is a guide to the life of the organization.


Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of management review, 38(1), pp.132-153.

Bateman, T.S., 2016. Proactive goals and their pursuit. Proactivity at Work: Making Things Happen in Organizations, p.295.

Buble, M., Juras, A. and Mati?, I., 2014. The relationship between managers’ leadership styles and motivation. Management: journal of contemporary management issues, 19(1), pp.161-193.

Chan, K.Y., Uy, M.A., Chernyshenko, O.S., Ho, M.H.R. and Sam, Y.L., 2015. Personality and entrepreneurial, professional and leadership motivations. Personality and individual differences, 77, pp.161-166.

Coccia, M., 2014. Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), pp.251-266.

Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), pp.36-62.

Frederick, P.R.H., 2014. Organisational Behaviour and its Role in Management of Business. Global Journal of Finance and Management, 6(6), pp.563-568.

Gilbert, S., Horsman, P. and Kelloway, E.K., 2016. The Motivation for Transformational Leadership Scale: An examination of the factor structure and initial tests. Leadership & Organization Development Journal, 37(2), pp.158-180.

Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), pp.35-45.

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

Hilton, B.J., 2017, August. Transnational Knowledge: Its Creation and Distribution Exploiting Entrepreneurship and Organisational Behaviour. In Proceedings of the 60th Annual Meeting of the ISSS-2016 Boulder, CO, USA(Vol. 1, No. 1).

j Mullins, L. and Christy, G., 2013. Management & Organisational Behaviour. Pearson Education.

McShane, S.L., Olekalns, M. and Travaglione, A., 2013. Organisational behaviour: Emerging knowledge, global insights. McGraw Hill Australia.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.

Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.

Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and open systems perspectives. Routledge.

Sinding, K., Waldstrøm, C., Kinicki, A. and Kreitner, R., 2014. Organisational Behaviour. McGraw-Hill Companies.

Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.

Wood, J.M., Zeffane, R.M., Fromholtz, M., Wiesner, R., Morrison, R., Factor, A., McKeown, T., Schermerhorn, J.R., Hunt, J.G. and Osborn, R.N., 2016. Organisational behaviour: Core concepts and applications. John Wiley & Sons Australia, Ltd..

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