organizational behavior assignment

Organizational Behavior

(18 reviews)

ISBN 13: 9781946135155

Publisher: University of Minnesota Libraries Publishing

Language: English

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Reviewed by Jalal Maqableh, Instructor - Ph.D. Candidate, James Madison University on 11/29/21

This book is comprehensive in two ways: (1) The organizational behavior topics it covers. The most important topics that new employees (fresh graduates) would need to know are included in this book. (2) The learning methodology includes the... read more

Comprehensiveness rating: 5 see less

Content Accuracy rating: 5

This book is accurate and provides relevant content. In general, no key mistakes were identified.

Relevance/Longevity rating: 5

The book is relatively new (2019). It talks about current practices in today's organizations. Some topics in organizational behavior are stable while others are changing very fast. Therefore, it will be important to look to the places where there will be a need for updates.

Clarity rating: 5

The book is clear and helps the reader to move through sections smoothly.

Consistency rating: 5

The structure of the chapters is very consistent. This facilitates the learning process.

Modularity rating: 5

Although the size of the book is large and not logical to be used all in one semester. The design of the book separates the learning topics into small learning packages that can be selected based on the need.

Organization/Structure/Flow rating: 5

The flow of the book makes it logical to build each chapter based on the previous one. This is good for educational purposes because it helps the instructor during the transition from one topic to another.

Interface rating: 5

Easy to use and to move through different parts.

Grammatical Errors rating: 5

No grammar issues were found.

Cultural Relevance rating: 5

The book clearly highlights cultural diversity within the organizational context.

This is a very well-written book for university students. It gives the opportunity for readers to comprehend organizational behavior in an interesting way.

Reviewed by Brittni Heiden, Senior Director of Graduate Programs, Trine University on 4/16/21

The text, Organizational Behavior provides a comprehensive overview of several topics, including: motivation, communication, managing groups and teams, conflict resolution, power and politics, making decisions, etc. Within each chapter, the author... read more

Each topic is presented in an accurate manner, supported by current practices, and relevant examples.

Relevance/Longevity rating: 4

For the most part, the content with the book is supported by current practices and many relevant examples. However, some of the examples, particularly those within the case studies can be outdated. Being that the book was written in 2019, it is likely missing vital examples and case studies from 2020 and 2021.

The book flows well and is written in a manner that is easily understood by undergraduate students.

Each chapter is set up in a similar fashion, making it easy for the reader to navigate the material. Along with this, each chapter has appropriate examples and exercises that correspond with the covered material.

Modularity rating: 4

The book is extensive, but each chapter is easily navigated by students. It would be very doable for instructors to piece together important information, or prioritize chapters without disrupting the students. The textbook is very lengthy, as are many Organizational Behavior texts, so it may be difficult for each chapter to be covered during a semester. However, due to the fact that each chapter is easily and readily divisible into smaller sections, or subsections, instructors can prioritize the information they would like to cover.

The organization of the textbook is clear and logical. There are proper transitions so the students are aware regarding what they should expect next.

Navigation is very easy for students to use. There are very few, if any, distractions throughout the text.

No grammatical errors were found throughout the text.

Great examples are used throughout the text to highlight cultural diversity within the workplace.

Overall, this is a great text for undergraduate Organizational Behavior courses. It is well written, offers many opportunities for students to apply their knowledge, and also covers a diverse range of topics.

Reviewed by Amanda Hinojosa, Assistant Professor, Howard University on 4/13/21

This book covers all of the topics one might expect from an Organizational Behavior course. Where it seems to differ from other Organizational Behavior books is the level of attention devoted to topics (some might for example focus less on negotiation, while this book has a chapter on it; other books might have a chapter devoted just to individual differences, while this one focuses on individual differences and perception within one chapter).

The book contains accurate discussion of concepts, theories, and application.

The book has several case studies (usually one at the beginning and end of each chapter). These are great, but over time they may be a bit dated, for example if they reference a CEO of a company who is no longer the CEO of that company. However, users could create their own follow-up questions that account for what has happened since the case was written. Alternatively. if any future updates were made to this content, readers could benefit from a standard set of questions to add to the end of each case that would encourage the instructor and students to find out more to see if the implications of that case still apply based on the newer information on the company/CEO/manager described. For example, they use the case of Indra Nooyi as CEO of Pepsi and talk about her as though she is currently the CEO, but her tenure as CEO ended in 2018.

The book is easy to read and all terms are appropriately explained and defined.

There is not much of an underlying framework that requires terms to be used from one chapter to the next (e.g. there are not many cases where something is defined early on and then revisited later in the book). In other words, the chapter numbers don't imply sequence so there is enough consistency across chapters to allow for users to skip around the book and still have the relevant information within that chapter without having to consult other sections to understand. There is consistency in the way each chapter is presented and the supplementary points in each. I describe more about this consistency in organization in the modularity and organization sections.

The content is very modular and can easily be referred to in larger or smaller parts. The chapters are each broken into sub-sections, which can be linked directly (e.g. https://open.lib.umn.edu/organizationalbehavior/chapter/3-2-the-interactionist-perspective-the-role-of-fit/) or the chapter as a whole could be linked https://open.lib.umn.edu/organizationalbehavior/part/chapter-3-understanding-people-at-work-individual-differences-and-perception/) Each page is dedicated to a sub-section, and the links are embedded to the sidebar table of contents which would allow users to further click through to the area that they are looking for if they know the number and/or title of the sub-section they are interested in.

The topics are presented clearly and in a logical fashion. The book does not require much sequential introduction of content, so users could easily find only chapters they want to teach in the order they wish to teach them and assign them in a way that differs from the numerical sequence in the book.

Images are displayed clearly. Content navigation is easy with the clickable sub-section links, but users might also be able to use the pdf version if they are unable to access the internet. Users of the pdf version would need information on section titles, as there are no page numbers in the web-based interface for the version. However, if they have the information for chapter and/or sub-section number and title, they would be able to sufficiently navigate the pdf to find the content needed.

I have not found any grammatical errors in my use of this book.

The book designates a chapter to demographic diversity and cultural diversity and includes one sub-section at the end of each chapter that briefly describes cultural differences in relation to the content from that chapter. It could be more comprehensive in its discussion of cultural diversity, but I have not found evidence to suggest that it is insensitive or offensive in its coverage of topics.

I have used this book in my course for three years now, and overall I really like it. The links are really easy to integrate into my LMS (BlackBoard) to guide discussions and assign specific parts of the reading. There are some places where the book makes reference to "your instructor has this information" as though there are accompanying Instructor Resources but I am unaware of how to access those if they do exist. It tends to be on active learning possibilities (e.g. the negotiation chapter references roles that the instructor would distribute). It doesn't affect the use too much, it just means that I end up choosing a different activity that doesn't reference other resources which I don't have access to.

Reviewed by Jim Hickel, Adjunct Instructor, American University on 3/15/21

The book covers all the relevant topics for organizational behavior. No index or glossary, but the search function is effective for that purpose. read more

The book covers all the relevant topics for organizational behavior. No index or glossary, but the search function is effective for that purpose.

No errors or biases were uncovered in my use of this book.

The book was current as of its 2017 publication date, which is about as high as most expectations would go for a free online textbook. Instructors will have to provide class updates, particularly in the rapidly-changing field of diversity. For example: I didn't find any reference to "inclusion" in the diversity chapter (or anywhere else in the book, if the search function was accurate), which is an important concept and should be stressed by the instructor.

The text is very clear, and written to be understood at the undergraduate level.

No inconsistences were uncovered in my use of the book.

Each chapter works effectively as a stand-alone discussion of the topic. They can readily be realigned.

Organization/Structure/Flow rating: 4

The book is generally well organized. The organization could be enhanced if there were an up-front "umbrella" model for organizational behavior that tied together all the subjects covered in the textbook. The Organization-Group-Individual model introduced in Chapter 1 doesn't easily relate to the concepts discussed in each chapter. An instructor may find it useful to present a different OB model (for example, Inputs-Processes-Outputs) that to show how all the chapter topics fit together into one overall concept, so students can track where they are in the model.

The interface worked out very well for my class. I was able to set up links to each chapter in the relevant sections of the learning management system (in this case, Blackboard). Students appreciated the ability to have direct links to the relevant textbook readings for each class -- and also appreciated that it was available at no additional cost to them.

No grammatical or language errors were uncovered in my reading and use of the book.

Cultural Relevance rating: 4

Generally sensitive to cultural issues. Instructors may want to point out to their class that the "Masculinity-Femininity" dimension of Hofstede's Cultural Framework (Section 2.3 of the book), which draws upon stereotypes that were used in Hofstede's time, has largely evolved into the "Aggressive-Nurturing" dimension.

Very useful book, as good as any fundamental Organizational Behavior textbook I've ever read from any publisher. However, because of its age and the rapid evolution of organizational behavior, instructors will have to be careful to provide in-class updates.

Reviewed by Laura Boehme, Chief Information/Human Resources Officer; Faculty, Central Oregon Community College on 1/12/21

This book is extremely comprehensive and covers a the broad variety of organizational behavior topics. Each chapter is clearly titled, provides an outline, key terms, and summary of learning outcomes. Additionally, it includes critical thinking cases and assessments to expand and practice learning concepts. One additional feature is a link to a collaborative group area to further engage in the topics.

The book content are accurate and rooted in current organizational practices. The topics are also relevant to existing issues in organizations such as cultural awareness, diversity, ethics, stress/well-being, and power and politics. No significant errors or bias were found in the contents. The book also includes numerous authors with a variety of expertise, further enhancing the accuracy and relevance of topics.

The book was written in 2019 and includes current and relevant topics facing organizations. Each chapter is comprised of concepts, strategies, questions, and practical applications, allowing the learner to gain an in-depth exposure to the organizational behavior content. The text is written in a way that will allow easy updates in the future and the content has staying power.

The textbook and chapters are clearly outlined with key terms, learning outcomes, and high levels of structure and consistency. The text is written in understandable terms, with appropriate introductions for the learner, relevant examples to demonstrate concepts, and opportunities to practice to further gain clarity.

The structure of the book is internally consistent for each chapter, giving the learner an opportunity to understand the layout and approach of the book and its chapters. This structure enhances the learner's ability to absorb and practice the materials, cases, and assessments.

The text is very modular and could be assigned and/or used as structured or can be utilized out of order. Chapter 1 appears to be a foundational chapter so it would be best to start there as it gives a nice overview of organizational behavior. The lower rating on this aspect of the textbook is primarily because there are so many chapters (19 total), that it might be challenging to cover all of the content in a typical term or semester. So the instructor and student would need to prioritize the most important concepts.

The organization, structure, and flow of the textbook, the chapters, and the information within the chapters is highly structured. It is consistent for both the learner and the instructor, offering predictability and ease of planning. The table of contents is well-organized with clear chapter titles, sub-sections, and additional resources. The flow of topics makes sense, but also allows for modularity and flexibility.

The interface is user-friendly, easy to find information, and intuitive. Navigation is straight-forward and there are helpful guides and prompts to ensure the reader knows how to progress through the content. The images and data within the chapters is laid out and organized in a professional manner. This is a very mature-looking OER textbook.

No obvious grammatical or spelling errors were found in the text. It appears to have been well-edited and prepared for use. There are multiple author contributors which helps ensure content validity and accuracy.

The textbook appears to be culturally aware. There are multiple chapters on diversity, inclusion, and cultural awareness. The pictures include people of color and also address diversity of approaches and perspectives in organizational behavior.

This OER textbook book is ready to go for both the instructor and student. The topic is interesting and relevant. The content is well-organized. There are additional chapter resources to enhance learning and teaching. Overall I highly recommend this textbook. The instructor would have a relatively easy time developing a syllabus and course activities that are based on the identified learning outcomes.

Reviewed by Tracey Sigler, Associate Professor, The Citadel on 11/30/20

Covers all the traditional topics read more

Covers all the traditional topics

High quality

The book is a few years old but it is easy to supplement with new concepts and current examples.

the online format makes it easy to read find and small sections of the chapters.

Well organized - make sense to the reaer

high quality

appropriate

I have used this book for a couple of years for an MBA OB class. It provides good coverage of the basic concepts and some cases and activities that have been useful. I supplement the class with my own links to videos and articles. I am thinking of using this in my undergrad class as well. The author is disguised but is well-known and respected in the field. Students appreciate being to use an open resource.

Reviewed by Ken Grunes, Assistant Professor, Framingham State University on 5/27/20

The layout of the textbook follows a logical progression which is both complete and the proper depth. read more

The layout of the textbook follows a logical progression which is both complete and the proper depth.

The authors have allowed multiple perspectives and theories are supported by empirical evidence.

The most relatable topics are covered proportional to students' interest levels.

Clarity rating: 4

Most of the material could be enhanced by a terminology glossary at the beginning of each chapter.

Terms and concepts carry the same explanation and context from one chapter to the next.

Chapters and subject matter are clearly delineated and can be appreciated as a stand alone module.

The text is presented in a logical progression from "Individual", "Groups", and finally "Organizations".

Interface rating: 4

Information is presented in a straight forward manner with few distraction.

the text appears to be free from grammatical errors.

Good sensitivity to multi-cultural class composition.

The textbook appears to be complete.

Reviewed by Leslie Bleskachek, Adjunct professor, Minnesota State College Southeast, Minnesota State University System on 3/7/20

The textbook includes some valuable topics that are often not discussed in other texts, namely the study of power and politics. The first chapter also includes an introduction of why this study is important, which is an interesting inclusion. At the start of each section, the learning objectives are listed. The toolbox and exercises are great additions that allow students to quickly apply new learning in their environment. This is a sort of embedded workbook that assists instructors in developing activities related to the text. This work is more than a narrative or relevant facts; there are a lot of activities and case studies included to aid student understanding.

The work is accurate. There are in text citations as well as bibliographies to provide opportunities for further research.

Much of the research and information included is very recent and citations are included if readers wish to read the original work. Section 1.5 on Trends and Changes could easily be updated as needed, allowing the work to remain up to date in future iterations.

The language is clear, has little jargon, and is easy to read and interpret. The key takeaways aid student understanding and ensure the main objective is understood for each section.

There is consistency throughout the document with similar formatting in each section to aid navigation and understanding.

With the learning objectives clearly outlined, it would be easy to break this work into smaller modules or recombine sections into lessons. Also, with exercises, case studies and other tools provided, this work could easily be utilized in various ways.

It was an unusual choice to include the learning style inventory in this text and unclear why it was placed after the introduction to this specific material. It might be more appropriately placed in a preface. While the information was organized clearly within sections and was well labeled, it is not clear why the authors decided to start with specifics first rather than an overview of organizational behavior first and then following with specifics. It might be more logical to begin with the content that is in sections 14 and 15.

The exercises, key takeaways, etc. are well organized and help focus learning. The use of graphics and visual representation of data was well deployed throughout to help break up long sections of text. The inclusion of case studies in each section was a great way to aid understanding and demonstrate the concepts on real world situations. The interface worked smoothly and consistently with no difficulties noted. The organization was easy to navigate for the end user.

There were no grammatical errors identified

The work uses appropriate language and displays cultural sensitivity. Although it is also addressed in other sections, there is a section that specifically addresses various concerns related to multiculturalism and the diverse nature of organizations today.

This is a comprehensive work that includes engaging, current organizational situations to illustrate concepts. This is more than just a narrative or literature review of the subject. The textbook also includes numerous current case studies, exercises, ways to apply the learning and challenge thinking. Combined with the learning objectives outlined at the start of each section, this work provides a great deal of easy to understand content and is user friendly for both students and teachers alike.

Reviewed by Yefim Khaydatov, Lecturer, LAGCC on 12/5/18, updated 12/12/18

Textbook covers the appropriate range of topics in the course. read more

Textbook covers the appropriate range of topics in the course.

Organizational Behavior - 2017 accurately

The content is up-to-date, consists of recent research and literature. The textbook reflects the most recent information and arranged in a manner that makes necessary updates easy to implement.

The textbook is written in a clear, appropriate and accessible language.

The text is consistent in terminology and framework within and throughout the chapters.

The textbook has easily divided sections to quickly navigate through the various chapters and sections of the textbook.

The textbook follows the sequence of topics as expected in the industry when compared with other textbooks written on the same subject of organizational behavior.

No issues have been encountered and use of the online version is user friendly.

No grammatical errors were noted.

The text reflects appropriate and inclusive language.

The textbook provides a wonderful resource in each chapter for discussion through the case scenarios, short vignettes, questions, group activities and a wide range of exercises. A rich selection of video clips to complement the Ethical Dilemma exercises in the chapters would be a wonderful addition to see added in the next publication or version of the textbook. Thank you.

Reviewed by Rose Helens-Hart, Assistant Professor, Fort Hays State University on 11/28/18

Text covers the major topics one would expect to see in a 200-300 level OB course. Would have liked to see more on vocational/workplace socialization. read more

Comprehensiveness rating: 4 see less

Text covers the major topics one would expect to see in a 200-300 level OB course. Would have liked to see more on vocational/workplace socialization.

Did not notice errors.

Uses relevant business cases, which will need to be updated in a few years.

Very readable but still sounds like a textbook. Formatting of bold words and summary/break out boxes makes the book conventional but also easy to access.

Terminology seemed to be used consistently.

Chapters are divided into short subsections making it easy to assign only portions of chapter reading.

Logical progression. I like that the chapter on managing demographic and cultural diversity is at the beginning. If you are following the order of information in the text, your class would begin with these important concepts.

Clear table of contents. Easy to navigate.

No grammatical errors noticed.

Text discusses "The Role of Ethics and National Culture" in each chapter, which is nice. More elements of diversity and intersectionality, however, could be considered in examples. "Managing" diversity is a very traditional way to look at difference.

Using sections of it for a professional business communication class. Many topics covered such as managing conflict and teams, are relevant to professional, business, and organizational communication classes.

Reviewed by Justin Greenleaf, Associate Professor, Fort Hays State University on 11/1/18

This book does an excellent job of providing an overview of the major topics associated with organizational behavior. Given the comprehensive nature of the book, it could potentially be a relevant resource in a variety of classes/topics related to... read more

The content included in this book is both accurate and well supported. It does a good job of connecting important theories and concepts with helpful practical examples.

Relevance/Longevity rating: 3

Many of the theories and concepts in this book are up-to-date and will not be obsolete anytime soon. However, many of the examples will fail to be relevant in the near future. The book could be improved by providing permanent links to some of the external resources.

The text is easy to read and flows in a way that is engaging. The presentation of the content is free from technical jargon.

The text is consistent in the way the chapters are presented. As the reader moves from section to section, it is clear that the chapters have a unifying theme and format throughout.

The text is chunked into logical and easily readable sections. The various chapters are accompanied by tools and resources to help the reader think critically about the content in the chapter.

I was impressed with the way the book was organized. When thinking about the topic of Organizational Behavior, it can be challenging to decide where to start and how to organize the content. This book does a nice job organizing the various topics by themes and providing appropriate sub-headings to help the reader make sense of the overarching concepts of the book.

The website interface seems to be the easiest to use and navigate. When I downloaded the pdf, there were some issues with the formatting of the content. Some of the pictures were not there anymore and some of the formatting was a little off. I feel like the impact these issues had on the usefulness of the book was minimal, but they were noticeable.

I did not notice any grammatical errors, which was nice.

There was nothing in this book that I found to be culturally insensitive or offensive. If anything the book content provided insights into how to be more culturally competent.

I appreciate the time and effort that was put into creating this resource. One of the challenges of using open educational resources is finding a one that is high-quality, and I believe the content in this book to be high-quality.

Reviewed by Stephanie McWilliams, ClinicInstructor, West Virginia University on 5/21/18

This book includes many topics that others in this area do not, such as interpersonal interaction tactics and diversity considerations. Segments that are boxed that include applied ideas are especially pertinent for my internship students. read more

The text is relatively error free that appears to be all-inclusive from my perspective.

In the area of professionalism, the dynamics are always changing, especially with the influence of technology. As a result, I imagine that this book may need updates every 5 years or so to stay relevant.

This text is easy to read and follow. Terms are used correctly, and defined if not commonly understood.

There is a definite framework to this text. Information interlaces with cases and applied examples will allow students to connect ideas to real-life scenarios.

With just 15 chapters, each is well divided in a predictable fashion. This also aligns well with a typical semester of 16 weeks.

The flow of this text makes it easy to follow and to break up into what may be presented in a lecture format and what students can work through on their own.

The flow of topics builds in a logical manner for students learning about working in a professional setting.

There do not appear to be any major distortions what would cause confusion. The clarity of some of the graphics or photos are a bit grainy, but not so much so that it is difficult to read or see.

The grammar appears correct throughout.

With a large section devoted to multicultural diversity, I would rate this text highly for cultural relevance.

It is a challenge to find a text for an internship course, but this text fits the bill nicely. I will likely supplement with a chapter or two from other text or some articles, but plan to use this book in the very near future.

Reviewed by Meredith Burnett, Professorial Lecturer, American University on 2/1/18

The text covers all areas and Ideas of organizational behavior including aspects of both demographic and cultural diversity, individual differences and perception, individual attitudes and behaviors, and theories of motivation. This text also... read more

The content includes accurate, error-free, and unbiased information. For instance, the section on diversity refers to the Age Discrimination Act of 1975, Title VII of the Civil Rights Act of 1964, the 1990 Americans with Disabilities Act and other laws prohibiting discrimination.

The content is up-to-date and can be easily updated with more recent information. There is a photo of Ursula Burns, who became president of Xerox Corporation in 2007. Her photo can be replaced, for instance, by a photo of another black female who becomes president of a corporation.

In general, the text is free from jargon and US colloquialisms. However, the text defines and expatriate as as someone who is temporarily assigned to a position in a foreign country. Some readers may be sensitive to the use of the term "foreign" to describe a country.

The text is consistent is in terms of terminology and framework. The terms culture and society are used interchangeably to describe national culture and some readers may be confused by the use of both terms.

The text is easy to read and divided into sections with headings and subheadings to make it easier for readers to navigate the text.

The topics in the text are presented in a logical, clear fashion. However, organizational culture and organizational structure are near the end of the text and student might benefit from learning about those topics before being asked to understand the design of work environments and individual attitudes and behaviors.

The text is free of interface issues.

There are no obvious grammatical errors in the text.

The text includes examples of successful individuals from a variety of ethnic backgrounds including Guy Kawasaki.

The book includes exercises following each chapter. However, may of the exercises such as those in Section 2.4 are, in fact, discussion questions rather than exercises.

Reviewed by Stacey Young, Associate Professor, Northern Virginia Community College on 6/20/17

This book does a good job in covering relevant topics related to organizational behavior. The format is user friendly, along with providing discussion questions, case studies, exercises, and takeaways. There are appropriate graphics/pictures that quickly support and reinforce key concepts. Moreover, I love that there are ongoing references to the importance of ethics with an activity related to an ethical dilemma.

The book overall is accurate. There weren't any major issues identified.

The content is relevant and covers normal organizational behavior topics address in any text.

The writing in this book is rather clear. However, there are opportunities to improve the grammar and sentence structure.

This text is consistent with other text's terminology, structure, and data to support he position offered.

This text is ready to be separated into unique, standalone learning packages.

I like the book's flow. It's logically organized in a way that each chapter builds on the previous one.

No interface issues identified.

There aren't any noticeable grammar issues, but the sentence structure should be reviewed for better clarity

Cultural Relevance rating: 1

There are opportunities to select pictures that are reflective of a diverse population.

This is the first open textbook I've reviewed. Previously, I had considerations that open source material might not be that good; however, with this book, I was amazingly surprised. I will seriously consider using this text for my organizational behavior class.

Reviewed by Atul Mitra, Professor, University of Northern Iowa on 2/15/17

Comprehensiveness rating: 3 see less

This OB textbook covers all major as well as supporting topics related the OB field. The last two chapters are devoted to macro topics (Chapter 14: Organizational Structure and Change and Chapter 15: Organizational Culture); thus, implying authors’ intent to provide comprehensive coverage. The textbook, though, is dated both in terms of scholarly references and the case studies used to inform the reader about the relevance of OB topics. Also, the textbook is more reliant on applied sources to support concepts. The pdf version of the textbook does not have a list of scholarly references. The HTML version does have these references, but they are included in within the text and, thus, negatively impact the flow and readability. I could not find a subject index or “glossary of terms” at the end of the textbook. Finally, the book lacks instructor’s resource material.

Content Accuracy rating: 4

The book reads well and provides good examples to clarify basic concepts. The authors provide unbiased and thoughtful insights from scholarly sources in a very relatable fashion.

Relevance/Longevity rating: 1

This is one of the significant weakness of this textbook. The scholarly sources are dated. Case studies are also old, though still useful. Some of the in-text online links do not work. In short, this textbook is due for a major revision and would require the authors to revise all aspects of the textbook considerably. This revision would be a major undertaking and a challenge for the authors.

Clarity rating: 3

Each chapter is divided into several sub-sections. Each sub-section covers a major OB topic. The authors have done an excellent job of providing a logical and clear description of topics within each chapter. However, there is no overall framework that can easily connect topics across all 15 chapters. This may explain a somewhat random sequence of topics of 15 chapters. For example, “emotions,” “communication” or “decision-making” topics are useful in the understanding of concepts of motivation and teamwork. However, these topics are not covered prior to the coverage of motivation.

Consistency rating: 3

The coverage of each topic within a chapter by the authors is consistent. The formatting and style are also highly consistent throughout the textbook. An addition of an overall framework and an integrative case study would help provide consistency of topics across chapters.

The textbook is very modular. Specifically, the HTML format of this textbook allows each sub-section to act as a module. Any instructor, interested in adopting this textbook should look into HTML format based modules (sub-sections) as a way to customize the textbook. This may be this textbook’s significant strength.

Organization/structure of this textbook is clear within a chapter. As I have stated in my review in another section, the textbook can be improved by connecting topics across chapters using a broad framework as well as by incorporating an integrated case study.

Interface rating: 2

The pdf version of the textbook is difficult to navigate. Even though I found the HTML version to be more user-friendly, this format did have some weaknesses as well. The scholarly references in the HTML version are included within the text and negatively impact readability. I could not find a subject-index or “glossary of terms” at the end of the textbook. Many online links do not work anymore. Since the textbook does not include a subject index or glossary of key terms, it would make it difficult for students to find definitions easily. Overall, the textbook can significantly benefit from a much-improved interface.

The textbook is free of any grammatical errors.

Chapter 2 of the textbook offers a comprehensive coverage about the relevance and importance of demographic and cultural diversity. In addition, each chapter contains a sub-section “The Role of Ethics and National Culture” to ensure that students understand cultural relevance of OB concepts. This issue is clearly a strength of this textbook.

Overall, this textbook is a good option for those instructors that already have a good portfolio of instructional resources. The textbook does not appear to provide PowerPoint slides or a Test Bank. However, if an instructor is looking for a good OB textbook for an introductory OB course; s/he might wish to take a look at this textbook as a possible option because it is well-written and provides a comprehensive coverage of major OB topics. It also provides students with several useful applied examples, though these examples are somewhat dated. This textbook may not work for those instructors that wish to use an OB textbook based on current examples or an OB textbook that cites current scholarly references. To conclude, with significant interface improvements and a major revision, this could become an excellent option for both students and instructors.

Reviewed by Christopher Reina, Assistant Professor, Virginia Commonwealth University on 2/8/17

The major areas of OB are covered comprehensively. The textbook goes into an appropriate amount of depth for each of the expected topics. It discusses each of the topics through both an ethics and national culture lens at the end of each chapter which represents a major strength of the textbook. The PDF version did not include a table of contents, index, or glossary which would further add to the comprehensiveness of the textbook.

The content was accurate and unbiased. The information was presented in a straight-forward way and cited published work from a wide variety of sources.

The topics covered are relevant and timely-- however, many of the citations are a bit dated. The case studies still are largely relevant even though there may exist better, more recent examples to discuss. I really appreciate the extent to which the authors integrate real-life examples of companies/leaders but the downside of this is that it limits the time the textbook can remain highly relevant without being updated. Additionally, there were several broken weblinks that need to be updated.

The writing is clear, easy to understand, and flows well. The authors do a good job of making concepts and ideas accessible for students. Authors avoided use of jargon without first defining it well and establishing the context.

The structure is easy to follow, straight-forward, and consistent.

The textbook does a good job of re-introducing ideas later in the text hat may have been covered earlier in the text which adds to the modularity of the textbook. I would not hesitate to assign specific chapters and/or assign chapters out of order for this reason.

The topic order makes logical sense and the topics build well off of each other. In the first chapter, the authors discuss levels of analysis (individual, team, and organizational) and they could perhaps return to this framework more frequently in order to guide the reader.

Interface rating: 3

For the most part, the figures and tables are clear and easy to understand. There are some figures that appear a bit distorted and/or difficult to read due to color choices. Bolding concepts or words that are defined in the text and adding a definition of the word in the margin would aid students in studying and easily identifying new concepts/concepts to study. In the PDF, there were several instances in which chapters did not start on a new page (and instead started mid-page) which was distracting.

Grammar was strong throughout the text.

This text's chapter on diversity as well as the reference to diversity issues throughout the text is a major strength. Ending each chapter with a discussion of how national culture and ethics is relevant to the topic was a powerful way to discuss diversity and continually challenge students to consider the topics from diverse perspectives.

This textbook is well-written, comprehensive, and is an excellent resource for students and faculty. The material is presented in an effective, accessible way and the integration of the "OB Toolbox" is especially useful for students to understand how to practically apply the concepts they are learning. I especially appreciated the attention to detail and comprehensiveness of the diversity chapter as well as the discussion of diversity topics throughout each chapter. The questions at the end of each chapter for reflection could push students a bit further in engaging with the material, and I would like to see some updates to the textbook when it comes to topics that should be covered (such as mindfulness and presenteeism) as well as case studies and examples from the last 3-5 years. A glossary, works cited, table of contents, and index would all be useful additions to the PDF version of the textbook, and it would be helpful if concept words defined in the text were also defined in the margins of the text in order to facilitate student recognition of topics they need understand and be able to define. Overall, this textbook is solid and I would not hesitate to use it for an undergraduate class in Organizational Behavior (although I would supplement it with readings and material from other sources as I would with any other textbook).

Reviewed by Rae Casey, Associate Professor , George Fox University on 2/8/17

The text was comprehensive, covering areas that are important when teaching organizational behavior. Some of the topic areas, such as diversity and ethics, are more comprehensive than others, but all topics are covered well enough for entry-level... read more

The textbook was accurate and covered a number of important topics in an interesting manner. I thought the advertised experiential approach was evident and well done.

Relevance/Longevity rating: 2

The concepts described in the text can survive over time, but the cases quickly date the contents. Since the concepts in the cases are integrated into the text, updating could be time consuming. I tried the text in both the .pdf and online formats, and found difficulties with the links in both. I had the best luck with the online format, although many of the links were no longer valid. When I copied and pasted the links from the .pdf version, I got many errors, some indicating I needed login information to access the site.

I liked this text. The information was presented in way that made it easy to understand and apply. Jargon and terms were well explained.

This text was well written and consistent throughout.

This text is well organized. The subheadings in the chapters create appropriate modules to support teachers as they create assignments, and students as they complete them.

The text is well organized and structured. The content flow is great, but, as previously mentioned, there are a number of links, some of which no longer lead anywhere.

Navigating the text by using the online Table of Contents was straightforward, although I did want to simply scroll to the next page instead of having to use a "next section" link, but that was minor. The .pdf format of the text was convenient if one wants to print the pages, but navigation of the .pdf format online required scrolling through the text. It would have been helpful to have a "bookmark" or similar feature to easily highlight important concepts or see where I stopped reading.

I noted no errors.

I especially appreciated the way this text discussed sensitive topics associated with gender, race, ethnicity, perception, etc.

I liked this textbook. I thought the exercises were generally good, as were the "Key Takeaway" and "OB Toolbox" sections. The text was dated, which tends to be noted by students and can lead to lost credibility. I appreciate the work that went into writing this text and could use portions of it, but would need to check the links before each course, or provide others for my students. Overall, this is a great text, but I recommend checking the details before adoption.

Reviewed by Marcia Hagen, Associate Professor, Metropolitan State on 8/21/16

Has chapters on the major themes such as diversity, decision making, motivation, ethics, and leadership to name a few; goes over the major theories. It does not go particularly deeply into any one area, but provides a solid look at a wide variety... read more

In terms of editing and proofing, this book does quite well. Writing is unbiased and reports materials that are accurate.

This is an area in which the text needs improvement. Few if any examples are from 2009 or later. The book is a good one, but cases need updating. Updating may be difficult for instructors to implemenet, due to the imbedding of cases into so many areas of the text. In addition, nearly half of the links provided in the text no longer work.

Text is very clear. I am impressed with the writing. In particular they did a good job of describing relatively complex theories with simple and understandable language.

The books is highly consistent in terms of formatting and style--as soon as Chapter 1 is complete, students should have a clear vision of what to expect for upcoming chapters.

This text is highly modular. In particular, the use of objectives for each section of each chapter allows for picking and choosing by instructors.

This book is well-organized and clear. Because OB is generally a set of very inter-related concepts, organization/flow is not perfect, but this book is as good as others I have seen in this area.

This is an area of improvement for this text. In particular links to outside web sites are out of date and many link to dead web sites. In addition, of the few images that are included in the text, several flow over 2 pages making them difficult to read.

Good grammar used throughout the text--few issues detected.

This text includes a good deal of discussion related to diversity, ethnicity, gender, and other issues culture in this text. I found the discussion in these areas to be both relevant and thoughtful.

There are several things about this text that I like. In particular, I think this would be a great book to use within an introductory OB course; it is well-written and thorough in terms of the breadth and depth of topics covered. The "OB Toolbox" sections give students many tips on getting, keeping, and succeeding their first professional job--that is great. However, there are a few areas of concern, as well. In particular, many links do not work and the cases are somewhat out of date (which poses a particular challenge due to the major economic changes that have taken place for several companies referred to in the text and cases). Before implementing this text, I would take time to review any potential overlap with other courses. But overall, this is a solid intro OB text.

Chapter 1: Organizational Behavior
Chapter 2: Managing Demographic and Cultural Diversity
Chapter 3: Understanding People at Work: Individual Differences and Perception
Chapter 4: Individual Attitudes and Behaviors
Chapter 5: Theories of Motivation
Chapter 6: Designing a Motivating Work Environment
Chapter 7: Managing Stress and Emotions
Chapter 8: Communication
Chapter 9: Managing Groups and Teams
Chapter 10: Conflict and Negotiations
Chapter 11: Making Decisions
Chapter 12: Leading People Within Organizations
Chapter 13: Power and Politics
Chapter 14: Organizational Structure and Change
Chapter 15: Organizational Culture

Ancillary Material

About the book.

Organizational Behavior bridges the gap between theory and practice with a distinct "experiential" approach.

On average, a worker in the USA will change jobs 10 times in 20 years. In order to succeed in this type of career situation, individuals need to be armed with the tools necessary to be life-long learners. To that end, this book is not be about giving students all the answers to every situation they may encounter when they start their first job or as they continue up the career ladder. Instead, this book gives students the vocabulary, framework, and critical thinking skills necessary to diagnose situations, ask tough questions, evaluate the answers received, and to act in an effective and ethical manner regardless of situational characteristics.

Often, students taking OB either do not understand how important knowledge of OB can be to their professional careers, or they DO understand and they want to put that knowledge into practice. Organizational Behavior takes a more experiential angle to the material to meet both of those needs. The experiential approach can be incorporated in the classroom primarily through the "OB Toolbox." This feature brings life to the concepts and allows students to not only see how the OB theories unfold, but to practice them, as well.

Contribute to this Page

Resources: Discussions and Assignments

Module 1 assignment: relationships between management theory and organizational behavior.

Open Pedagogy Assignments in which students use their agency and creativity to create knowledge artifacts that can support their own learning, their classmates’ learning, and the learning of students around the world. (See this peer-reviewed article for more details.) This assignment is aligned to the learning outcomes of Organizational Behavior/Human Relations and we’ve identified the module where the reading appears. All of the assignments can be created with a cell phone camera or any video recording device, Google or Word documents, and your learning management system.

LEARNING OBJECTIVES

Describe the relationship between management theory and organization behavior

In Module 1, we cover the history of management theories and organizational behavior. This assignment will help you describe the influence of management theories on current practices of workflow, company policies, and management styles.

Using your cell phone or any other recording device, create a short video advising a fellow student who shares your interest in learning more about the relationship between management theory and organizational behavior. You don’t have to edit or create a professional-grade film. You’ve most likely have done this type of recording already on social media, so feel free to use the same informal conversational tone.

You may need to do a quick internet search to review management theories, and you’ll want to review the information in this module. Think of your audience as fellow students who are interested to learn about these theories. Better yet, try to explain to your audience as if you were talking to somebody who is not taking this course.

In your video, you can address two of the three questions in your video:

What is management theory in your own words? Use one theory as an example in your definition.
How do organizational behavior theories help explain workflow practices and company policies?
How are management styles influenced by organizational behavior?

A Note To Teachers: You may need to review the management theories, define workflow practices, and guide the students through the early formation of organizational behavior as a field of study. This is also a great opportunity to share your expertise and experience with students. For this assignment, the first term students will be creating the videos, and then the next term’s students can respond to the videos. After you have a few terms of student examples, use the best three from the batch and start the process over again. Using the videos as starting points for OL discussion boards may work as well.

Management Theory and Organizational Behavior. Authored by : Lumen Learning. License : CC BY: Attribution

Want to create or adapt books like this? Learn more about how Pressbooks supports open publishing practices.

1.2 Understanding Organizational Behavior

Learning objectives.

Learn about the layout of this book.
Understand what organizational behavior is.
Understand why organizational behavior matters.
Learn about OB Toolboxes in this book.

About This Book

The people make the place.

Benjamin Schneider, Fellow of the Academy of Management

This book is all about people, especially people at work. As evidenced in the opening case, we will share many examples of people making their workplaces work. People can make work an exciting, fun, and productive place to be, or they can make it a routine, boring, and ineffective place where everyone dreads to go. Steve Jobs, cofounder, chairman, and CEO of Apple Inc. attributes the innovations at Apple, which include the iPod, MacBook, and iPhone, to people, noting, “Innovation has nothing to do with how many R&D dollars you have.…It’s not about money. It’s about the people you have, how you’re led, and how much you get it” (Kirkpatrick, 1998). This became a sore point with investors in early 2009 when Jobs took a medical leave of absence. Many wonder if Apple will be as successful without him at the helm, and Apple stock plunged upon worries about his health (Parloff, 2008).

Steve Jobs is known for developing innovative products by hiring the right people for the job and fostering a culture of hard work and creativity.

Wikimedia Commons – CC BY 3.0.

Mary Kay Ash, founder of Mary Kay Inc., a billion-dollar cosmetics company, makes a similar point, saying, “People are definitely a company’s greatest asset. It doesn’t make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” [1]

Just like people, organizations come in many shapes and sizes. We understand that the career path you will take may include a variety of different organizations. In addition, we know that each student reading this book has a unique set of personal and work-related experiences, capabilities, and career goals. On average, a person working in the United States will change jobs 10 times in 20 years (U.S. Bureau of Labor Statistics, 2005). In order to succeed in this type of career situation, individuals need to be armed with the tools necessary to be lifelong learners. So, this book will not be about giving you all the answers to every situation you may encounter when you start your first job or as you continue up the career ladder. Instead, this book will give you the vocabulary, framework, and critical thinking skills necessary for you to diagnose situations, ask tough questions, evaluate the answers you receive, and act in an effective and ethical manner regardless of situational characteristics.

Throughout this book, when we refer to organizations, we will include examples that may apply to diverse organizations such as publicly held, for-profit organizations like Google and American Airlines, privately owned businesses such as S. C. Johnson & Son Inc. (makers of Windex glass cleaner) and Mars Inc. (makers of Snickers and M&Ms), and not-for-profit organizations such as the Sierra Club or Mercy Corps, and nongovernmental organizations (NGOs) such as Doctors Without Borders and the International Red Cross. We will also refer to both small and large corporations. You will see examples from Fortune 500 organizations such as Intel Corporation or Home Depot Inc., as well as small start-up organizations. Keep in mind that some of the small organizations of today may become large organizations in the future. For example, in 1998, eBay Inc. had only 29 employees and $47.4 million in income, but by 2008 they had grown to 11,000 employees and over $7 billion in revenue (Gibson, 2008). Regardless of the size or type of organization you may work for, people are the common denominator of how work is accomplished within organizations.

Together, we will examine people at work both as individuals and within work groups and how they impact and are impacted by the organizations where they work. Before we can understand these three levels of organizational behavior, we need to agree on a definition of organizational behavior.

What Is Organizational Behavior?

Organizational behavior (OB) is defined as the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. As you will see throughout this book, definitions are important. They are important because they tell us what something is as well as what it is not. For example, we will not be addressing childhood development in this course—that concept is often covered in psychology—but we might draw on research about twins raised apart to understand whether job attitudes are affected by genetics.

OB draws from other disciplines to create a unique field. As you read this book, you will most likely recognize OB’s roots in other disciplines. For example, when we review topics such as personality and motivation, we will again review studies from the field of psychology. The topic of team processes relies heavily on the field of sociology. In the chapter relating to decision making, you will come across the influence of economics. When we study power and influence in organizations, we borrow heavily from political sciences. Even medical science contributes to the field of organizational behavior, particularly to the study of stress and its effects on individuals.

OB spans topics related from the individual to the organization.

Those who study organizational behavior—which now includes you—are interested in several outcomes such as work attitudes (e.g., job satisfaction and organizational commitment) as well as job performance (e.g., customer service and counterproductive work behaviors). A distinction is made in OB regarding which level of the organization is being studied at any given time. There are three key levels of analysis in OB. They are examining the individual, the group, and the organization. For example, if I want to understand my boss’s personality, I would be examining the individual level of analysis. If we want to know about how my manager’s personality affects my team, I am examining things at the team level. But, if I want to understand how my organization’s culture affects my boss’s behavior, I would be interested in the organizational level of analysis.

Why Organizational Behavior Matters

OB matters at three critical levels. It matters because it is all about things you care about. OB can help you become a more engaged organizational member. Getting along with others, getting a great job, lowering your stress level, making more effective decisions, and working effectively within a team…these are all great things, and OB addresses them!

It matters because employers care about OB. A recent survey by the National Association of Colleges and Employers (NACE) asked employers which skills are the most important for them when evaluating job candidates, and OB topics topped the list (NACE 2007 Job Outlook Survey, 2008).

The following were the top five personal qualities/skills:

Communication skills (verbal and written)
Honesty/integrity
Interpersonal skills (relates well to others)
Motivation/initiative
Strong work ethic

These are all things we will cover in OB.

Finally, it matters because organizations care about OB. The best companies in the world understand that the people make the place. How do we know this? Well, we know that organizations that value their employees are more profitable than those that do not (Huselid, 1995; Pfeffer, 1998; Pfeffer & Veiga, 1999; Welbourne & Andrews, 1996). Research shows that successful organizations have a number of things in common, such as providing employment security, engaging in selective hiring, utilizing self-managed teams, being decentralized, paying well, training employees, reducing status differences, and sharing information (Pfeffer & Veiga, 1999). For example, every Whole Foods store has an open compensation policy in which salaries (including bonuses) are listed for all employees. There is also a salary cap that limits the maximum cash compensation paid to anyone in the organization, such as a CEO, in a given year to 19 times the companywide annual average salary of all full-time employees. What this means is that if the average employee makes $30,000 per year, the highest potential pay for their CEO would be $570,000, which is a lot of money but pales in comparison to salaries such as Steve Jobs of Apple at $14.6 million or the highest paid CEO in 2007, Larry Ellison of Oracle, at $192.9 million (Elmer-DeWitt, 2008). Research shows that organizations that are considered healthier and more effective have strong OB characteristics throughout them such as role clarity, information sharing, and performance feedback. Unfortunately, research shows that most organizations are unhealthy, with 50% of respondents saying that their organizations do not engage in effective OB practices (Aguirre et al., 2005).

In the rest of this chapter, we will build on how you can use this book by adding tools to your OB Toolbox in each section of the book as well as assessing your own learning style. In addition, it is important to understand the research methods used to define OB, so we will also review those. Finally, you will see what challenges and opportunities businesses are facing and how OB can help overcome these challenges.

Adding to Your OB Toolbox

Your ob toolbox.

OB Toolboxes appear throughout this book. They indicate a tool that you can try out today to help you develop your OB skills.

Throughout the book, you will see many OB Toolbox features. Our goal in writing this book is to create something useful for you to use now and as you progress through your career. Sometimes we will focus on tools you can use today. Other times we will focus on things you may want to think about that may help you later. As you progress, you may discover some OB tools that are particularly relevant to you while others are not as appropriate at the moment. That’s great—keep those that have value to you. You can always go back and pick up tools later on if they don’t seem applicable right now.

The important thing to keep in mind is that the more tools and skills you have, the higher the quality of your interactions with others will be and the more valuable you will become to organizations that compete for top talent (Michaels, Handfield-Jones, & Axelrod, 2001). It is not surprising that, on average, the greater the level of education you have, the more money you will make. In 2006, those who had a college degree made 62% more money than those who had a high school degree (U.S. Bureau of Labor Statistics). Organizations value and pay for skills as the next figure shows.

Education and training have financial payoffs as illustrated by these unemployment and earnings for workers 25 and older.

Source: U.S. Bureau of Labor Statistics, http://www.bls.gov .

Tom Peters is a management expert who talks about the concept of individuals thinking of themselves as a brand to be managed. Further, he recommends that individuals manage themselves like free agents (Peters, 1997; Peters, 2004). The following OB Toolbox includes several ideas for being effective in keeping up your skill set.

Your OB Toolbox: Skill Survival Kit

Keep your skills fresh . Consider revolutionizing your portfolio of skills at least every 6 years.
Master something . Competence in many skills is important, but excelling at something will set you apart.
Embrace ambiguity . Many people fear the unknown. They like things to be predictable. Unfortunately, the only certainty in life is that things will change. Instead of running from this truth, embrace the situation as a great opportunity.
Network . The term has been overused to the point of sounding like a cliché, but networking works. This doesn’t mean that having 200 connections on MySpace, LinkedIn, or Facebook makes you more effective than someone who has 50, but it does mean that getting to know people is a good thing in ways you can’t even imagine now.
Appreciate new technology . This doesn’t mean you should get and use every new gadget that comes out on the market, but it does mean you need to keep up on what the new technologies are and how they may affect you and the business you are in.

Source: Adapted from ideas in Peters, T. (2007). Brand you survival kit. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/83/playbook.html .

A key step in building your OB skills and filling your toolbox is to learn the language of OB. Once you understand a concept, you are better able to recognize it. Once you recognize these concepts in real-world events and understand that you have choices in how you will react, you can better manage yourself and others. An effective tool you can start today is journaling , which helps you chart your progress as you learn new skills. For more on this, see the OB Toolbox below.

OB Toolbox: Journaling as a Developmental Tool

What exactly is journaling ? Journaling refers to the process of writing out thoughts and emotions on a regular basis.
Why is journaling a good idea ? Journaling is an effective way to record how you are feeling from day to day. It can be a more objective way to view trends in your thoughts and emotions so you are not simply relying on your memory of past events, which can be inaccurate. Simply getting your thoughts and ideas down has been shown to have health benefits as well such as lowering the writer’s blood pressure, heart rate, and decreasing stress levels.
How do I get started ? The first step is to get a journal or create a computer file where you can add new entries on a regular basis. Set a goal for how many minutes per day you want to write and stick to it. Experts say at least 10 minutes a day is needed to see benefits, with 20 minutes being ideal. The quality of what you write is also important. Write your thoughts down clearly and specifically while also conveying your emotions in your writing. After you have been writing for at least a week, go back and examine what you have written. Do you see patterns in your interactions with others? Do you see things you like and things you’d like to change about yourself? If so, great! These are the things you can work on and reflect on. Over time, you will also be able to track changes in yourself, which can be motivating as well.

Sources: Created based on ideas and information in Bromley, K. (1993). Journaling: Engagements in reading, writing, and thinking . New York: Scholastic; Caruso, D., & Salovey, P. (2004). The emotionally intelligent manager: How to develop and use the four key emotional skills of leadership . San Francisco: Jossey-Bass; Scott, E. (2008). The benefits of journaling for stress management. Retrieved January 27, 2008, from About.com: http://stress.about.com/od/generaltechniques/p/profilejournal.htm .

Isn’t OB Just Common Sense?

As teachers we have heard this question many times. The answer, as you might have guessed, is no—OB is not just common sense . As we noted earlier, OB is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. Systematic is an important word in this definition. It is easy to think we understand something if it makes sense, but research on decision making shows that this can easily lead to faulty conclusions because our memories fail us. We tend to notice certain things and ignore others, and the specific manner in which information is framed can affect the choices we make. Therefore, it is important to rule out alternative explanations one by one rather than to assume we know about human behavior just because we are humans! Go ahead and take the following quiz and see how many of the 10 questions you get right. If you miss a few, you will see that OB isn’t just common sense. If you get them all right, you are way ahead of the game!

Putting Common Sense to the Test

Please answer the following 10 questions by noting whether you believe the sentence is true or false .

Brainstorming in a group is more effective than brainstorming alone. _____
The first 5 minutes of a negotiation are just a warm-up to the actual negotiation and don’t matter much. _____
The best way to help someone reach their goals is to tell them to do their best. _____
If you pay someone to do a task they routinely enjoy, they’ll do it even more often in the future. _____
Pay is a major determinant of how hard someone will work. _____
If a person fails the first time, they try harder the next time. _____
People perform better if goals are easier. _____
Most people within organizations make effective decisions. _____
Positive people are more likely to withdraw from their jobs when they are dissatisfied. _____
Teams with one smart person outperform teams in which everyone is average in intelligence. ______

You may check your answers with your instructor.

Key Takeaway

This book is about people at work. Organizations come in many shapes and sizes. Organizational behavior is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. OB matters for your career, and successful companies tend to employ effective OB practices. The OB Toolboxes throughout this book are useful in increasing your OB skills now and in the future.

Which type of organizations did you have the most experience with? How did that affect your understanding of the issues in this chapter?
Which skills do you think are the most important ones for being an effective employee?
What are the three key levels of analysis for OB?
Have you ever used journaling before? If so, were your experiences positive? Do you think you will use journaling as a tool in the future?
How do you plan on using the OB Toolboxes in this book? Creating a plan now can help to make you more effective throughout the term.

Aguirre, D. M., Howell, L. W., Kletter, D. B., & Neilson, G. L. (2005). A global check-up: Diagnosing the health of today’s organizations (online report). Retrieved July 25, 2008, from the Booz & Company Web site: http://www.orgdna.com/downloads/GlobalCheckUp-OrgHealthNov2005.pdf .

Elmer-DeWitt, P. (2008, May 2). Top-paid CEOs: Steve Jobs drops from no. 1 to no. 120. Fortune . Retrieved July 26, 2008, from CNNMoney.com: http://apple20.blogs.fortune.cnn.com/2008/05/02/top-paid-ceos- steve-jobs-drops-from-no-1-to-no-120/ .

Gibson, E. (2008, March). Meg Whitman’s 10th anniversary as CEO of eBay. Fast Company , 25.

Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal , 38 , 635-672.

Kirkpatrick, D. (1998). The second coming of Apple. Fortune , 138 , 90.

Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent . Boston: Harvard Business School Publishing.

NACE 2007 Job Outlook Survey. Retrieved July 26, 2008, from the National Association of Colleges and Employers (NACE) Web site: http://www.naceweb.org/press/quick.htm#qualities .

Parloff, R. (2008, January 22). Why the SEC is probing Steve Jobs. Money . Retrieved January 28, 2009, from http://money.cnn.com/2009/01/22/technology/stevejobs_disclosure.fortune/?postversion=2009012216 .

Peters, T. (1997). The brand called you. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/10/brandyou.html .

Peters, T. (2004). Brand you survival kit. Fast Company . Retrieved July 1, 2008, from http://www.fastcompany.com/magazine/83/playbook.html .

Pfeffer, J. (1998). The human equation: Building profits by putting people first . Boston: Harvard Business School Press.

Pfeffer, J., & Veiga, J. F. (1999). Putting people first for organizational success. Academy of Management Executive , 13 , 37–48.

U.S. Bureau of Labor Statistics. (2005). Retrieved December 8, 2005, from the U.S. Bureau of Labor Statistics Web site: http://www.bls.gov/nls/nlsfaqs.htm#anch5 .

Welbourne, T., & Andrews, A. (1996). Predicting performance of Initial Public Offering firms: Should HRM be in the equation? Academy of Management Journal , 39 , 910–911.

Retrieved June 4, 2008, from http://www.litera.co.uk/t/NDk1MDA/ . ↵

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10.4: Assignment- Individual and Group Behavioral Theories Applied to the Workplace

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In your role as a consultant for Workplace Solutions Consulting, you are typically working at customer sites and from a home office when not on travel. You take advantage of technology to stay connected to your team and management to keep current on your project and developments at company headquarters.

We have initially explored the benefits and challenges inherent in being a remote employee on a virtual team for Workplace Solutions Consulting LLC in Discussion: Individual Personalities and Behaviors . Let’s turn our attention to the team dynamic of how individuals work together, blending skills, experience, and most important, personalities to achieve goals.

Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?

How does the balance between individuality and conformity affect individuals in a team environment? How much structure do you feel is appropriate for a successful team?

Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?

Grading Rubric

Contributors and attributions.

Assignment: Individual and Group Behavioral Theories Applied to the Workplace. Authored by : Robert Danielson. Provided by : Lumen Learning. License : CC BY: Attribution

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1 Assignment Guidelines

Christina Page and Lesley McCannell

Learning Objectives

By the time you complete this section of the workbook, you will have

Read the guidelines for your group project
Demonstrated your understanding of the task by completing a short quiz

Why Analyze Assignment Guidelines?

Many students skim assignment guidelines quickly, eager to get started on the project work. Why spend additional time analyzing the assignment guidelines?

In order to do a task well, you need to understand what is being asked of you. This includes understanding the purpose of the assignment. Why are you doing this task? It also includes understanding the content of the assignment. What do you need to research and write? Lastly, it is important to understand the format of the assignment. How do you need to present your work?

Read the assignment guidelines below. At the end of the page, you will complete a brief quiz to determine how well you have understood your task. ( Hint: You can use the arrow on the bottom right hand corner of the activity to view it in full screen mode).

The purpose of this group project is to provide an opportunity to:

apply many of the key course concepts to a business case study;
practice gathering and interpreting research;
analyze a situation and identify approaches to address the organizational behaviour-related challenges facing an individual and an organization; and,
collaborate with team members to share workload and benefit from different perspectives in developing a report.

The project requires that you work collaboratively with your team to develop research-based recommendations and action plans to address the organizational challenges you identify in the case Marilyn’s Excellent Adventure. Click here to read the Case Study that this assignment is based on. You’ll probably want to print a copy of the case and keep it handy while you work on this assignment.

As a team you will identify challenges, research potential innovative solutions and provide Eva with detailed recommendations and action plans relating to three different challenges she is facing. The deliverables produced for this assignment include:

Project charter/plan and selection of three challenges your team will focus on (e.g. leadership, motivation, change management, etc.) For each challenge area of the project your group will identify what questions (e.g. research) you need answered in order to produce the recommendations and then assign those questions to individual team members.
Research Summaries for information/articles relating to the three challenge areas
Team Report including recommendations and action plans for Challenges 1,2 and 3

This project has been designed in such a way as to discourage a “divide and conquer approach” and encourage a collaborative team effort. Subsequently team process and collaboration forms part of your grade for this assignment. 50% of your grade is based on your participation and 50% is based on the “product” produced by your team. My experience from running this assignment in other classes is that the team with the best group process produces the best deliverable. To read more about the “Lessons Learned” from previous classes Click Here.

Project Communication

In order to facilitate the grading of your participation please ensure that all project-related communication occurs on the Group Project Discussion Forum or the Big Blue Button virtual meeting room where meeting notes can be captured. Summary minutes should be posted for all online/in-person meetings. I need to know who was there, the topics discussed and the actions that arise from each meeting. You will be introduced to the Big Blue Button rooms when we meet for the first mid-term. If your team decides to use WhatsApp or another texting app please post the transcripts from those discussions in the group discussion forum. However your group is communicating I need to be able to “see” it to assess your individual contributions.

I am available to meet with teams throughout the project. Please don’t hesitate to connect with me if your team needs guidance. Consider me a resource to be used for this project!

The Project Phases

This assignment runs over a period of six weeks – and has three distinct stages with assignments due at the end of each phase.

The first two weeks is used to plan the project, chose the three challenge areas your group will focus on and assign research areas for each individual team member. We do this by communicating online and when we meet for the first mid-term exam. This is compiled and submitted as Group Project Assignment Phase 1: Project Plan and Challenge Areas

The next two weeks is the research phase where each group member will individually conduct research and create research summaries for their team to use. Each team member must contribute a minimum of 2 pieces of research to each challenge area – you can do more. A minimum of 50% of each individual’s research must be from peer reviewed journals (e.g. library research). The research contribution should include the URL address, a summary of the information contained in the resource and how you think it could contribute to the deliverable that your group will produce. This information will be compiled into a group report and submitted as Group Project Assignment Phase 2: Research Summaries. Each individual’s research summaries should be clearly identified as this phase will be graded based on your individual work. Research for the “sake of research” that does not contribute to the next phase of the project is not valuable and will be graded as such. For each challenge area of the project your group should identify what questions (e.g. research) you need answered in order to produce the recommendations and then assign those questions to individual team members.

The final two week phase is the development of Group Project Assignment Phase 3: Recommendation and Action Planning Report. This is where the team analyzes the issues and provides recommendations for how Eva should address them.

Phase 1 – Project Planning and Challenge Identification Guidelines

The team will begin this work online as part of their Red Question assignment. The discussion will be continued at our in-person meeting for the Mid Term Exam. The group will submit a report including:

Table of contents
Description of the Three Challenges ( 1 paragraph for each)
Team Charter (questions to be addressed are posted below)
Project Plan (presented in table form either as an excel document or a word document)
Research Assignment for Each Team Member

Use 12-point font, double spaced.

Note: do not discuss the cause of the issues or recommend solutions (this will happen in Phase 3 of the project.

Questions for the Team Charter

How often should people check the group discussion forum each week?
Will you have a project manager for the entire project, assign a leader for each section or will you operate as a self- managed team?
Who will lead your team meetings?
Will you have a meeting time each week where people are online, etc.?
How will you address members who don’t participate or submit material late?
How will the deliverables be prepared? Who will draft?
If you need additional research beyond what you find in the research phase, how will that happen?
How many edits can you make to each other’s work?
How will you communicate with each other? What are the boundaries (e.g. texting hours)?
Include any other expectations that you think will be helpful to ensure that your team operates effectively.

Questions for the Project Plan

What is your schedule of communication?
When are your team meetings? How will you meet? (online, in -person)
What are your draft deadlines? Use the assignment deadlines to help set these?
Who will take the lead on each section?
Who will contribute to each section?

Submit your report to the Group Project Discussion Forum and I will provide feedback to your on your approach.

Phase 2: Research Summaries Guidelines

The group will submit one report including all the research summaries. Team members will be assigned an individual grade for their research summaries. The report should include a:

Research Summaries -including the APA citation, a summary of the information contained in the resource and how it could contribute to the recommendations that your group will produce.

Please ensure your Research Summaries Report meets the criteria identified below:

each team member has provided 2 research summaries for each challenge area for a minimum of 6 per team member (you can do more)
50% of each team member’s research is from a peer reviewed journal
the author of each research summaries is clearly identified

Submit your report to the Group Project Discussion Forum.

Phase 3: Recommendations and Action Planning Report

The report your team prepares should include the following:

Main Body (see the report outline below)
Credits – provide a page that describes the individual contributions of each member to the report (ie. research, editing, formatting, writing, and for which section(s))
References – cite all reference materials used in your report, including meetings or interviews with members of the organization in your report. (you may use any of the conventional citation methods you choose)
Appendices (optional) – If you need to include lengthy reference material in your report (data tables, statistics, interview transcripts, etc.) you may add them at the end as an Appendix.

Report Outline Details

Use the following outline for the main body of your report:

Introduction – provide an introduction to the situation and what the report is about. The introduction should tell me what I’m about to read and intrigue me
Describe the challenge and explain why you chose it;
Analyze the challenge area by using OB theories and concepts to explain the cause of the challenge area. This section must demonstrate your ability to apply OB theories and ideas to the situation in the case.
Describe two recommendations that Marilyn could use to address this challenge area. Your description should describe what to do and why this makes sense.
Identify an action plan for both recommendations that identifies how Marilyn would do this. Provide the key steps in a logical order, who would be responsible for each step and how long it would take.
Repeat for Challenge 2 and Challenge 3
Conclusion – summarize the reasons for your recommendations; describe what may happen if no changes are made and what you believe the result will be if Marilyn adopts your recommendations and action plans.

Things to consider:

Good recommendations action plans tell me what to do, why to do it and how to do it
Use some of the theories and concepts covered in the course AND your research from Phase 2. These should be used to support your ideas.
You may decide to do additional external research in this phase. If so, you do not need to provide a summary of the research articles, just reference the articles where you use them to support your analysis in your report.
Make any assumptions necessary to develop comprehensive recommendations.

This report will be submitted to the Group Assignment Dropbox on the Moodle site

Organizational Behaviour Group Project Workbook Copyright © by Christina Page and Lesley McCannell is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License , except where otherwise noted.

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BUS 333 - Organizational Behavior: Assignment - Gettman

Assignment - Edinger
Assignment - Gettman
Assignment - Huh
Finding Articles
Evaluating Websites
Citing Your Research

Team Project

BUS 333 Team Project

There’s a lot here, please read all the way through

What: The project will consist of a written team paper and an oral team presentation. Teams are free to select any topic relevant to the field of Organizational Behavior (subject to instructor approval so that there will not be duplication). Typically, teams find a specific topic in the textbook that is of particular interest to them and do more in depth research on the subject, ideally looking at a different angle on the topic such as examining the interplay between two topics to get a new perspective. Topics can be studied through multiple authoritative sources including journal articles, news articles, books, interviews, etc. (more details below). Email the professor with your choice of topic by the due date on the schedule.

Why: The primary reason for this assignment is to create formal, purposeful teams in the classroom so that you can apply what you are learning about organizational behavior to the team, and transform it into a highly effective unit. This team experience is your ‘laboratory’ for learning about structuring and leading organizations. Use the concepts and models from the course to understand and improve your team’s performance.

Also, your team will be the basis for your individual final paper. To that end, you will be required to keep an Individual Journal about your team’s interactions and your experiences with your team.

Paper Guidelines

Title page with title of paper, all team member names, date
Minimum of fifteen double-spaced pages (not counting title or reference pages), with no extra spaces between paragraphs, sections, etc.
One-inch margins and 12 point Times New Roman font, with page numbers
Introduction, segues, conclusion. It’s important for the paper to read like a unified paper (vs. stitched together parts)
Use section headings (and sub-headings where appropriate) to improve readability.
Citations/References: Please use APA style with in text citations, and a reference page.
Must be submitted as a Microsoft Word document.
Be careful not to outline your paper based upon a textbook chapter or other reading (we’ve already done that in class!) You should pick an aspect of the topic and go into more depth, or take a different approach, or combine it with another topic for a new perspective.

How to Use Sources:

Body of the paper should include at least one citation for each paragraph, at a minimum.
No sub-section/topic should rely only on (or mostly on) one source. This is to be a research paper where you bring many sources together, rather than just summarize what one article says.
No sub-section/topic should have only the textbook/course readings as its primary source. This is true for each section / sub-topic of the paper as well – no section should have only the text/course articles as the sole/major source. If you only use class materials, the highest you can get for that section (if it’s phenomenally written) is a C. It’s more likely to get a lower grade than that.
Your paper should show analysis of your sources and some kind of synthesis. You should be drawing conclusions from multiple sources, rather than merely summarizing what the sources say about the subject.
Don't use author's names when writing about an article (the names show up in the citation).
Don't state the title of the article or journal in your paper (they show up in the reference list).
For example, you don't need to say how many subjects there were, exactly what the subjects did, etc.; just give the conclusions of the study.
Put findings, etc. in your own words. You should not have direct quotations of more than one sentence.

Sources Requirements:

You need to have 15 different sources minimum . Articles/textbook assigned in class do not count (you can use/cite them, but they don’t count towards your 15).
At least 8 of these sources need to be from “peer reviewed journals,” and 4 of the 8 must be from this list of HIGH QUALITY peer-reviewed journals (peer reviewed does not necessarily = high quality) :

“Academy of Management Journal” or “Academy of Management Review” or “Administrative Science Quarterly” or “American Psychologist” or “Basic and Applied Social Psychology” or “Decision Sciences” or “Group and Organization Management” or “Human Performance” or “Human Relations” or “Human Resource and Management Review” or “Journal of Applied Psychology” or “Journal of Applied Social Psychology” or “Journal of Business Ethics” or “Journal of Management” or “Journal of Occupational and Organizational Psychology” or “Journal of Organizational Behavior” or “Journal of Personality and Social Psychology” or “Journal of Vocational Behavior” or “Leadership Quarterly” or “Organizational Behavior and Human Decision Processes” or “Personnel Psychology”

If you find a relevant article in a journal from another field (e.g., MIS, economics, sociology) you can run it by me to see if it can count towards your 5 “high quality.”
Example: If you have 21 sources, 13 are above and beyond your required 8. Fifty percent of 13 is 6.5, so you can have 6 "web-only" sources.
E.g., Academy of Management Perspectives, Sloan Business Review, Harvard Law Review, MIT Sloan Management Review, McKinsey Quarterly, MIT Technology Review, etc.
Government website/databases (e.g., harassment data from the EEOC website, work trend data from the Dept. of Labor, etc.)
Books, book chapters, research handbooks
Online articles (not blogs or opinion pieces) from relevant reputable newspapers (e.g., the Wall Street Journal, New York Times, etc.)
Articles (not blogs or opinion pieces) from relevant reputable academic or trade organization websites and publications (e.g., Society for Human Resources Management, SHRM's HR magazine, Society for Industrial Organizational Psychology, Academy of Management, etc.)
Anything else approved by Gettman or Boezi
Textbook & course articles. You may use (and cite) the textbook / articles as a starting point, but they cannot be major sources of information since you are expected to go into more detail than the course materials provide (see above). They also don’t count towards your source counts.
Wikipedia. You are welcome to use Wikipedia, but it does not count as one of your 15 sources. Using Wikipedia to find other sources is a great idea, and if you use it you should list it in your reference section. But any information you get from Wikipedia needs to be verified in the original source that they cite (it’s not a source in and of itself).
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Last Updated: Mar 18, 2024 2:58 PM
URL: https://libguides.stonehill.edu/bus333

Management and Organizational Behavior

Individual and cultural differences, perception and job attitudes, learning and reinforcement, diversity in organizations, perception and managerial decision making, work motivation for performance, performance appraisal and rewards, group and intergroup relations, understanding and managing work teams, communication, organizational power and politics, conflict and negotiations, external and internal organizational environments and corporate culture, organizational structure and change, human resource management, stress and well being, entrepreneurship.

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