Organizational Behavior (MBA 136)

ASSIGNMENT 1, RESEARCH BASED ASSIGNMENT

NAME: SREYOSHI PAUL REGISTER NUMBER: SUBMISSION DATE: 20th

2128253 August, 2021

S Full APA reference Citations Article Title Journal Findings

L Name
.
N
O

TOPIC: ETHICAL ISSUES IN ORGANISATIONAL BEHAVIOR

1. (Sims, 1992) The Journal of Background and
Sims, R. R. (1992). The Challenges in Business Purpose: The
Challenges in Ethical Behavior Ethical Ethics ethical behavior is
in Organizations. Journal of Behavior in needed in today’s
Organizations time for the
Business Ethics , 11, 505-513.
survival of
organisation, and
prosper in the next
century. The
article highlights
that why the
unethical behavior
is occurred in the
organisation, how
organizational
culture helps in
establishing the
ethical
environment in the
organisation, and
presents some
suggestion in
maintaining the
ethically oriented
culture.

Subject and
Method: To
describe the
reason for
increasing
unethical behavior
in organisation
two case studies
are mentioned,
one of the price
fixing of the
Pepsi-Cola
Bottling, and the
second of the plea
cost of Harris
Corporation.
Examples of B.F.
Goodrich case and
Metropolitan
Edison’s
Executive is taken
to identify why
the employees
undertake the
unethical behavior
a case of Maxi
Cube Cargo
Handling System.

Results: It is
found that
employees are
rewarded by the
close senior
personnel if the
practices are made
against the moral
values. Managers
of different
organisation are
found to have a
thinking that
reflects the
unethical
behavior. The
bottom line
mentality is
adopted by the
 most of
organisation to
assess the short
term goals like
monetary gains
though it might
have the long term
consequences that
can be a threat to
organisation. The
scarce resources,
firm are large
scale of
production, the
repetition of
history and the
internal
environment of
the organization is
the main reason of
adopting the
unethical
behavior. The
suggestion of
factors of ethical
climate is given
by author that
might be different
for different
organisation.
2. Nuseir, M. T., & Ghandour, A. (Nuseir & Ethical issues Internationa Background and
(2019). Ethical issues in Ghandour, 2019) in Modern l Journal Of Purpose:
modern business management. Business procurement The unethical
Management managemen behavior can
International Journal Of
t cause damage to
Procurement Management , interpersonal
12, 592-605. relationships,
organizations and
economic systems.
The article
specifies the
multitude of
ethical issues in
the business
environment
prevailing in the
21st Century.

Subject and
Method: Ethical
issues like legal
liability,
workplace safety,
child labor and
bribery are
popular in the
context of illegal
behaviors. An
in-depth research
is carried out to
know the
appropriate and
relevant issues on
ethical behavior
with the help of
past research work
and review of
literature.

Results: The
ethical issue exists
in the macro level,
company level and
individual level.
The study and
review brought the
different types of
ethical issues.
Ethical issues in
finance and
accounting which
includes like
accounts
misleading,
bribery, illegal use
of property
resources,
overbilling
expenses. A social
media ethical
issue that includes
 disclosing
confidential
secrets, spreading
conflicts against
organisation,
disclose of private
information.
Harassment and
discrimination like
wage inequality,
sexual harassment,
disability and
pregnancy,
discrimination
based on the age,
gender. Health and
safety issues of
the workers and
the Technological
issues like hacking
mails by any of
the co-worker.

TOPIC: CROSS CULTURE MANAGEMENT, COMMUNICATING ACROSS THE CULTURE

3. Alder, N. J., Doktor, R., & From The Journal Of Background and
Redding, S. G. (1986). From Atlantic To Manageme Purpose:
(Alder, Doktor, & Pacific nt The Cross-Cultural
The Atlantic To Pacific
Redding, 1986) Century: Management
Century: Cross- Cultural
Cross- discusses the
Management Reviewed. Cultural cultural
Journal Of Management , XII, Management diversification with
295-318. Reviewed the growing shift of
the business from
The Atlantic to
Pacific Countries.
Cross cultural
management
expands the
domestic
management
knowledge, global
and multinational
cultural spheres.
The Article
documents the
primary focus on
the Western
Research traditions
and practices and
the shift of the
Occidental history
to Oriental
Perspective.

Subjects and
Methods:
To recognize the
differences
between the
Oriental and
Occidental
mindsets a study on
Single Culture
Management
Studies and
Scholhammer’s
survey approached
the comparative
management
studies between the
two different
mindsets.

Results:
The thorough study
resulted in the
studies showed the
differences
between the
western countries
like England with
the comparison to
the Asian countries
like Japan in
regards to the
mindsets, time
pattern, the view of
conflict, and the
psychological
differences
between the CEOs
 of the two areas of
world.
4. (Fish & Wood, Cross-Cultural Asia Background and
1997) Management Pacific Purpose:
Fish, A., & Wood, J. (1997). Competence Journal Of In a global business
Cross-Cultural Management in Australian Human market the
Competence in Australian Business Resources competence of
Business Enterprise. Asia Enterprises cross culture
Australian management is
Pacific Journal Of Human
Business imperative. In the
Resources , 35(1), 37-52. Enterprises view of the
inefficient
managers in respect
to the need to
operate in the
different
international
business
environment, the
Australian firms
highlighted the
cross-cultural
management
competence. A call
for the renewal of
skills in the
manager as well as
retention key with
international
business
knowledge is made.

Subject and
Method: The
varieties of
international
factors are pointed
out to help the
Australian
managers to
develop their skills
for international
cultural
competition.
Identifying the
cross cultural
management
competence and the
awareness on the
strategic work is
framed. Also the
large scale study is
carried out in
regard to the
expatriate carrier
practices of
Australian business
managers. The
research has been
carried out in three
stages- (i)
interviewing the
Australian
executives (ii)
sharing of
questionnaires
among the five
Australian based
but non-Australian
owned business
enterprises (iii)
companies has been
randomly chosen
and interview has
been made. The
cross-cultural
factor
competencies
constructed in the
consideration of
four factor solution.

Results: Second
factor procedure
resulted in the high
response of need of
the effective
performance of
Australian
expatriates where
development
activity should
 occur in the area of
interaction
management skills.

TOPIC : PERSONALITY
5 Background and
Purpose:

(Schneider, Taylor, Personality Journal Of The personality

Fleenor, & Smith, and Applied characteristic of the
1998) Organizations: Psycholog employees in the
Schneider, B., Taylor, S., A Test of the y organization is of
Fleenor, J. W., & Smith, B. Homogeneity much importance in
(1998). Personality and of Personality this global
Organisation: A test of the Hypothesis competition of
Homogenity of Personlaity business and for the
survival of the
Hypothesis. Journal Of
organization. The
Applied Psychology , 83, No organizational
3., 462-470. scientists are
interested in
understanding,
differentiating, and
the behavior of the
organization
because the shared
personality of the
organization is a
unique opportunity
to contribute the
understanding of
the organization’s
culture. To test the
degree to which
organizational
membership is
associated with the
personality profile
of managers.

Subject and
Method: The
rationale based on
the Schneider’s
attraction-selection-
attrition model is
 framed. A data of
12, 739 managers
from 142
organizations is
collected. The
measurement of
personality is done
on the basis of
MBTI a Jungian
type theory which
postulates the
individual
personality by 16
types on a four
bipolar dimension,
i.e.
Extraversion-Introv
ersion,
Thinking-Feeling,
Judging-Perceiving
, and
Sensing-Intuition.

Results: The
organizational
membership ranges
from 0.34-0.16. A
personality
characteristic
differs from
organization to
organization.
Organization
differs from the
MBTI measure of
Thinking-Feeling
predominance.

6. Costa, P. T. (1996). Work and (Costa, 1996) Work and Applied Background and
Personality: Use of the Personality: Psycholog Purpose:
NEO-PI-R in Industrial Use of the y: An Personality traits
NEO-PI-R in Internation are the most
Organisational Pschology.
Industrial al Review common way of
Applied Psychology: An Organizational affecting the work
International Review , 45(3), Psychology styles, job
225-241. satisfaction and job
performance. There
has been a
reconsideration of
the personality
traits in the context
of discovering the
five factor model,
i.e. Neuroticism
(N), Extraversion
(E), and Openness
to experience (O),
Agreeableness (A)
and
Conscientiousness(
C). The use of
these is used to
predict the job
performance of the
employees.

Subject and
Method: The use
of the NEO-PI-R is
framed based on
the five factor
model and 30 traits.
Illustrative
examples are
shown how the use
of NEO-PI-R
reflects the
personality traits
and its degree.

Results: Reliability
of the NEO-PI-R
tests shows the
traits measured are
having impressive
long term stability
and implying high
retest reliability.
The content
validity, convergent
validity,
discriminate
 validity, consensual
and factorial
validity was
addressed.
The illustration of
use of NEO-PI-R
shows that the N is
largely unrelated to
the interest by
Self-directed
search, E and A is
strongly related to
Social and
Enterprising, O is
positively related to
Artistic and
Investigative
interest, the O and
vocational interest
showed the
correlation.

TOPIC: PERCEPTION AND LEARNING

7. Somunoğlu, S., Erdem, E., & (Somunoğlu, A Study on Journal of Background and
Erdem, Ü. (2012). A study on Erdem, & Erdem, Determining Medical Purpose: It is a fact
Determining the Perception of 2012) the Perception System that the ongoing
of Learning learning process
Learning Organisation
Organisation helps in
Applicatios By Health Sector. Applications reconstructing the
Journal of Medical System , by Health process of thinking,
36, 3925-3931. Sector and efficiently
Workers evaluating the rapid
developments in
the environment.
The study is
conducted to
determine the
perception of
learning
organization’s
applications by the
workers of Health
Centre in Denzili.

Subject and
Method: A
questionnaire has
been made to
inquire the learning
organization
processes with the
use of the 31
expressions
included to design
the concerning in
the various stages
of learning
processes. The
likert scale has
been used for the
response of the 193
workers.

Results: 84.4%
health workers
stated about the
unknowingness of
the learning
organisation,
46.9% stated the
communication
problems with
personnel, 32.2%
stated the learning
obstacles as an
individual reason,
28.1% stated the
trust issues among
co-workers.
Organisation has
high level of
control. The
perception of the
workers varied
between the
concern of own of
work,
administration
decisions on the
training of workers,
acceptance of
 mistakes of the
workers.
8. Rafferty, A. E., & Giffin, M. (Rafferty & Giffin, Perceptions of Journal of Background and
A. (2006). Perceptions of 2006) Organizational Applied Purpose: the
Organizational Change: A Change: A Psycholog distinct change in
Stress and y the characteristic
Stress and Coping Perspective.
Coping fueled by the
Journal of Applied Psychology Perspective perception of the
, 95(5), 1154-1162. individual in the
organisation
impacts the job
satisfactions and
turnover rate. The
study reflects the
organizational
changes bring out
the perception
carried by the
individuals at work
place and
respectively impact
in the individual
outcomes.

Subjects and
Method: Lazarus
and Folkman’s
transactional model
is used to
investigate the
organizational
change on coping
and well being of
number of
perspectives.
Identifying the
frequency of
change in the work
places, the impact
of the change on
the workers and the
novelty events,
planning involved
in the change.
Hypothesis is
carried out to find
the correlation
between the change
in the organisation
and the job
satisfaction. A
survey on first and
second year is
carried out among
the Australian
public sector
organisation
targeting the 745
employees at first
survey and 953
employees at
second survey to
identify the change
and employee’s
attitude.

Results: The direct

relation is found
between the
transformational
change and the
satisfaction. The
coping resources
and the control
variables like age
and seniority was
all inter correlated.
The key structural
paths in the
hypothesized
model and key
correlations
between measures,
including the
relationship are
found different
across the two
samples. 7%
variance is found in
the perception of
the frequency
change, 3%
 variance is found in
the planning of
change, and 4% in
transformational
change perception.

Introduction:

The concept of organizational behavior is relevant in today’s time, in every places rather be it in
educational institution, public sectors, private enterprises, small and large businesses. The
organizational behavior led us to know the behavior of the internal and external environment of
the organizations and how it has a crystal clear impact on the survival of the organisation. The
articles stated above are from the different perspectives of the issues that might occur in the
organisation like ethical issues, cross-cultural variations, personality traits of the employees in
the working environment, perception of the employees that impact the outcome of company and
the learning that is required by the managers and non-managerial staff so as to deal with the
VUCA world.

Literature Review:

In this report, there is a review of 8 different articles that covers the issues of concern in the
business environment.

1. The challenges in the ethical behavior in organisation include the practices not only by
the top management but also by the employees at lower levels, either due to the short
term monetary gain or in fear or suppression of the senior personnel. It is stated that
ethical climate varies from different institution like the company profit, social
responsibility etc. It can be inferred that when the ethical climate is not clear there is an
increase in the unethical behaviors. The ethical challenge in the organisation can be
handled if the managers are inclined with the moral philosophies. (Sims, 1992)

2. The Ethical issues in the modern business like harassment, discrimination, technological
issues of leaking the information, and the spying on the employees creating a mental
disturbance etc are stated in the article. These issues can be managed by a creation of
ethical department in the organisation so as to ensure the actions against the ethos and can
take a disciplinary action. But there are certain areas like spying on the employees,
though it is an essential sometimes to know the work culture inside the room of office.
(Nuseir & Ghandour, 2019)
3. The cross-culture management depicts the convergence and divergence in regards to the
diversity of the culture in the organisation. In the real world, the divergence of culture
still exists in the organisation where the companies are sticking to its own philosophy and
traditions. The article highlighted that cross cultural communication impacts at huge
when a company is diversifying its units to other locations of the world. It showed that
people acts differently among themselves who are of same culture and different to the
other cultural groups. (Alder, Doktor, & Redding, 1986).

4. In this article, the study carried out by the Australian Business Enterprises showed that to
evolve in the global competition and to deal with the cross-cultural management the four
skills are required by the employees. One, Transformational Management Skills,
secondly Interaction Management Skills, thirdly Transactional Management
Communication Skills and lastly the foreign language skills. Though, most importantly
the transformational skill is the one that all management levels showed at the maximum.
The factor construct for “should be” competency is to be implementing by every
organisation using the one way of ANOVA (Analysis of Variance). It differs from
organisation that which factor is to be given more emphasis. (Fish & Wood, 1997).

5. The ASA (attraction-selection-attrition) model stated in the article helps in understanding

the personality of the employees. It may be related with the thinking –feeling issues. It is
also important for the founder of the organisation to attract people to its structure. The
hiring of the people based on the compatibility of the work environment is of utmost
importance. And all it leads to the concept that organisation is the place that makes
people. The personality of the people is inherited by culture the individual adopts. This
perspective should be adopted by every organisation where it can describe the process to
which the vision, values, strategy and goals are communicated to and internalized the
new employees with it. (Schneider, Taylor, Fleenor, & Smith, 1998).

6. Personality traits are reconsidered in the modern era because of the discovery of ‘Big
Five’. The five factors, Neuroticism, Agreeableness, Extraversion, Openness to
Experience and Conscientiousness are of most important in the analyzing the work
performance particularly in which employees have their considerable autonomy. The
NEO-PI-R is a great measure which is applied to the study based on the five factors and
30 different specific traits which ultimately shows the correlation with the alternative
measures like Profile of Mood states and Self- Trait Personality Inventory of the
employees. Overall the NEO-PI-R is a great assessment of emotional, interpersonal,
experiential, attitudinal and motivational styles. (Costa, 1996).
 7. In the research carried out it was seen the learning of the workers in the organisation is
very little in regards to the knowingness of organisation and the other responsibilities. It
is in fact a real scenario in today’s world that the learning is limited by the individual
reasons of lacking trust among workers or the communication problem with the
personnel. It is clearly viewed that the limitation in learning about the organisation is
another issue that prevails in many other similar organisation. (Somunoğlu, Erdem, &
Erdem, 2012).

8. The key contribution is the identification of the three characteristics that influences the
individual’s perception in regards to the business environment, like perception of job
satisfaction and turnover rate. When an employee see the organisation value is
diminishing or merging or getting into acquisition it results to job loss. This study utilizes
a repeated cross-sectional design that allows us to determine the extent to which results
are replicable. To distinguish whether change perceptions influence uncertainty and
outcomes or whether job dissatisfaction and uncertainty influence change perceptions,
there is a need to conduct a longitudinal examination of these relationships. (Rafferty &
Giffin, 2006)

CONCLUSION:
The articles based on different areas of organizational behavior conclude that how these
issues are of a major concern now. To reduce the organization’s prevailing issues of work
environment in a large or small scale the new theories and measures has been developed.
Today in the world of dynamism there requires appropriate traits that can make the
organisation survive keeping in view the ethos and learning for development.

Bibliography
Alder, N. J., Doktor, R., & Redding, S. G. (1986). From The Atlantic To Pacific Century: Cross-
Cultural Management Reviewed. Journal Of Management , XII, 295-318.

Costa, P. T. (1996). Work and Personality: Use of the NEO-PI-R in Industrial Organisational
Pschology. Applied Psychology: An International Review , 45(3), 225-241.

Fish, A., & Wood, J. (1997). Cross-Cultural Management Competence in Australian Business
Enterprise. Asia Pacific Journal Of Human Resources , 35(1), 37-52.

Nuseir, M. T., & Ghandour, A. (2019). Ethical issues in modern business management.
International Journal Of Procurement Management , 12, 592-605.
Rafferty, A. E., & Giffin, M. A. (2006). Perceptions of Organizational Change: A Stress and
Coping Perspective. Journal of Applied Psychology , 95(5), 1154-1162.

Schneider, B., Taylor, S., Fleenor, J. W., & Smith, B. (1998). Personality and Organisation: A test
of the Homogenity of Personlaity Hypothesis. Journal Of Applied Psychology , 83, No 3.,
462-470.

Sims, R. R. (1992). The Challenges in Ethical Behavior in Organizations. Journal of Business

Ethics , 11, 505-513.

Somunoğlu, S., Erdem, E., & Erdem, Ü. (2012). A study on Determining the Perception of
Learning Organisation Applicatios By Health Sector. Journal of Medical System , 36, 3925-3931.