Organizational Behavior for Engineering Managers-Free-Samples

Question: Discuss about the Organizational Behavior for Engineering Managers. Answer: Introduction Team cohesiveness is one of the important criteria for achieving any specific goal. The challenges identified in the organizational behavior can create the hazardous situations for the associated members (Robbins 2009). The case study focuses on the coordination and behavior issues within Woodson Foundation, a non-profit social service agency. These issues affected the performance of the students and influenced the crimes. The study would discuss the development of the complex team by eliminating the conflicts within the institutes. The discussion of the integrative negotiation strategies would also be discussed in this study. Dominant Perspectives on Team formation and performance The issues are identified for the ineffective coordination between the team members and the improper behavior of the school staffs towards the parents of the students. It has been observed that the turnover among the efficient teachers is much higher. The focus of the plan is to develop an effective private money raising program by developing the coordination among the community leaders. The perspectives of the different team members determine that he school needs to adopt changes and maintain the cohesiveness while performing any internal functionalities. The improvement in the behavior and building supports among the development team would be beneficial in achieving the purpose. Identification and Suggestions for good group member Maintaining an autocratic decision making process would not go well with the development purposes. It is necessary to communicate with the involved members, especially, the parents, community members, teachers, and administrative departments (Coccia 2014). The given statements by the members of the development team highlight the different perspectives. It is noted, the statement of Victor Martinez is quite appreciable. He stated that the school requires changes and amendments on the faulty systems. It is thus suggested that the development of the concerns among the involved members is necessary before implementing any changes or development program. On the contrary, the statement of Duane Hardy, who thinks that the parents should be completely excluded from the decision making process. Whenever the school implements any new program or decisions, it is essential to receive the monetary supports from the parents as well (Hawes and Fleming 2014). Moreover, the school authority is always answerable to the parents since they work on the students betterment. However, in such situation, eliminating the parents in involvement would not be solution to the conflicts. Advices for Managing Conflicts The conflicts emerged due to the improper decision making process. It is true that the school requires modifications within the system and involvements of the associated members. It is thus suggested that the administrative department or the school authority needs to establish a proper communication transparency to convey the messages regarding the necessities of internal changes. Once the parents and the community members become aware of these necessities, they would be able to understand the need for changes (Peng, Dunn and Conlon 2015). Accordingly, they would be able to participate in the decision making process and provide the adequate support to execute these changes. The communication through meetings and face-to-face conversation is thus quite essential. Integrative negotiation strategies for achieving joint goals Integrative negotiation is quite an important segment to achieve the goals. It generally produces satisfactory outcomes for the involved parties. If the school authority would use the positional negotiation strategy, it would be limited within the fixed viewpoints (Lu et al. 2015). However, on the other hand, the integrative negotiation has the different viewpoints that helped in implementing the innovative ideas. The creative and integrative solutions would thus provide more satisfactory outcome that could be accepted by the individuals involved in the decision making process (Haselhuhn et al. 2014). Similarly, in case of Woodson Foundation, it is essential to involve the parents of the kids as well as the community members to develop any decision for ensuring welfare purposes. The goals can be achieved through such process if the internal members would provide the expected support on such matter. Conclusion The study develops the ideas about the development of group cohesiveness and team coordination. The improvements are needed to be brought in the behavior of the internal members. It is observed that some of the internal members claim that the school authority needs to be involved in the decision making process and eliminate the viewpoints of the parents and community members. On the contrary, some of the members even think that the school needs some changes and modifications within the system by involving the perception of the external members as well. However, making the decisions by implementing the integrative negotiation process would be much fruitful to ensure the satisfactory outcomes and achieve the goals. References 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. Haselhuhn, M.P., Wong, E.M., Ormiston, M.E., Inesi, M.E. and Galinsky, A.D., 2014. Negotiating face-to-face: Men's facial structure predicts negotiation performance.The Leadership Quarterly,25(5), pp.835-845. Hawes, J.M. and Fleming, D.E., 2014. Recognizing Distributive or Integrative Negotiation Opportunities in Marketing Channels: The Conceptualization of Adaptive Negotiations.Journal of Marketing Channels,21(4), pp.279-287. Lu, J., Jiang, X., Yu, H. and Li, D., 2015. Building collaborative structures for teachers autonomy and self-efficacy: the mediating role of participative management and learning culture.School Effectiveness and School Improvement,26(2), pp.240-257. Peng, A.C., Dunn, J. and Conlon, D.E., 2015. When vigilance prevails: The effect of regulatory focus and accountability on integrative negotiation outcomes.Organizational Behavior and Human Decision Processes,126, pp.77-87. Robbins, S.P., 2009.Organizational Behavior, 13/E. Pearson Education India.