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Organizational Behavior According To Mcshane

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What Is The Organizational Behavior According To Mcshane?




Organizational behavior according to McShane, Olekalns, and Travaglione (2013), is the study of what people think, feel and do in and around an organization. Learning organizational behavior helps individuals understand how and what others think and the way they approach different circumstances. Organizational behavior is also the study of the interaction of people and the workplace, the human behavior in the workplace with the aim of helping individuals predict the behavior in human beings. Organizational behavior also looks into the impact that groups, individuals, and structures have on behavior within organizations and the main purpose of applying that knowledge is to improve the effectiveness of organizations. Organization and behavior are two significant words in this terminology. The organization is the groups of people while behavior relates to the action and reactions of these individuals to situations. Organizations are groups of one or two people where the behavior occurs and where those groups share a specific set of goals and meet at consistent times. This paper shall look into the organizational behavior of Resonus Corporation below.

Resons Corporation

This is a company that designs innovations in the field of hearing aids, and they have been manufacturers in the past several years. Its CEO is Bill Hunt, the Director of Research id Doc Kalandry, Director of Engineering is Frank Choy, and the company has been facing a lot of problems emanating from organizational behavior. These are; informal communication, Power and politics, leadership issues, conflict management, and lack of team spirit.

Under informal communication, the organizational communication is not good. Information from the board of directors to the employees has been informal, and in the event of making changes in the organization, there is still a lack of formal communication. Mr. Bill Hunt, its CEO has always supported the informal way of communication in addressing or trickling information down to employees. Wood, Zeffane, Fromholtz, Wiesner, Morrison & Seets (2013) propose that the only way that informal communication can be resolved in this company is having written communication for the employees and the use of upward communication method. In this case, the information originates from the Director of Research to Director of Engineering and then finally to the company’s CEO.

Organizational behavior has the power to impact on individuals and teams. Good leaders should be able to motivate and influence their workmates to lead to organizational effectiveness in the organizations that they are part of.

Therefore, Robbins, Judge, Millett & Boyle, (2017), say that organizational behavior aims to understand and know the attitudes and reactions of people in the perspective of a group be it in an office setting or any other assembly of individuals. By studying about organizational behavior, it is probable to look at interactions, try to point causes and effects and illustrating conclusions according to scientific suggestion.

Culture is the collective belief, values, and practices of groups. Organizational culture is, therefore, the behavior developed by a certain organization as it continues to learn to get along with its difficulty of internal integration and external adaptation. It draws the elusive and subtle and unconscious forces that mold the workplace. It is a common belief held by individuals in an organization; a system of shared meaning branded by innovation and risk taking.

According to Faizan, (2017), the other problem in this corporation is power and politics in which Bill Hunt, the CEO used his power and implied on the decisions of the company, and also Kalandry his intelligence as his power. Therefore, politics was used when all departments in the company blamed the ESD for untimely completion of the project. To correct this, the corporation used the personal Expert Power by Choy, the Director of Engineering and there was the adoption of soft tactics in the place of hard tactics in the company. The corporation also had to minimize the politics leveled on Choy by use of adequate methods.

On the basis of leadership issues in the Resonus Corporation, the Director of Engineering, Frank Choy, lacked the qualities and personalities of a leader. The CEO, on the other hand, started the new technology without any consent from any of the departments in the corporation. The solution here was to help then Choy adapt the traits theories of leadership including cognitive intelligence, integrity and leadership motivation. The CEO on the other hand, ought to have asked for a goal leadership method that is participative in nature and achievement oriented.

Resonus Corporation also had issues to do with conflict management. Here, the research team always arrived late with the revised design specs while the Expatriate Services Division (ESD) was unable to give precise production measurements on time. There was also delays in the manufacturing by two months. To rectify this, the CEO should collaborate with all the departments in the corporation and try to reach a solution to their disagreements. The whole corporation should also avoid individualism, and the use of formal communication would be of great use here.

Regarding team spirit, in this corporation, the Director of Research, Kalandry, never discussed his ideas with the team of directors. No department director worked well with the SED team; they resorted to blaming them for the delays.



one can understand why individuals behave in various ways. Individuals or groups in organizations need to improve their communication skills so that misunderstandings and disagreements can be avoided when interacting with different people from diverse,Robbins, Judge, Millett & Boyle, (2017), backgrounds and cultures. It is good to communicate with your group mates in any group assignment, and this too applies to colleagues in the workplaces. The above discussion pointed out the fact that Resonus Corporation has several organization problems that have led to poor operation of the corporation. The management of the corporation has to recheck their decision-making objectives so as to maintain a good organizational behavior. Leadership also has a significant impact on the organizational efficiency, and therefore, every organization has to develop their leadership styles cautiously. Organizational behavior has an affirmative influence on individual’s thinking approaches and behaviors, Robbins, Judge, Millett & Boyle, (2017). It increases awareness in emotional cleverness that helps in monitoring and managing emotions of individuals. The knowledge of various power types and how to boost influence leads to rigid insights on how to increase individual’s substitutability, centrality, and visibility. Consistent evaluation of decisions and use of critical thinking approach not only boosts the value of individuals if used right but also it brings value to the organizations that individuals work for.



McShane, S, Olekalns, M &Travaglione, T 2013, Organisational Behaviour: Emerging Knowledge. Global Insights. 4 the edn., McGraw-Hill, North Ryde.

Robbins, S, Judge T, Millett, B, & Boyle, M 2017 Organizational behavior (8e), Pearson Australia.

Wood, J, Zeffane, R, Fromholtz, M, Wiesner, R, Morrison, R. & Seet, PS. 2013, Organizational Behaviour: Core Concepts and Applications, John Willey & Sons, Australia.

Faizan, M 2017, “Power & Politics in Organizations,”, Viewed on 10th May 2017,


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