The National Teachers College

Nepomuceno St., Quiapo, Manila

GRADUATE STUDIES

HULAR, JERVIS RENE C. EDL 111 Human Resource and Management

and SN: 41500064 Organizational Behavior in
Education

10:00 am – 12:00 PM Dr. Eddie Bulanadi

Task Sheet #1 – Reflection on Organizational Behavior

Organizational behavior provides solution as well as insight towards solution to many challenges
which are faced by the organizations. Some of the important roles performed by organizational
behavior in management of business are as follows:-

1. Globalization- Due to globalization, organizations are no longer confined to one

particular country. The Manager’s job is changing with the expansion of the
organizations across the national borders. Example, Volkswagen builds its cars in
Mexico, Mercedes and BMW in South Africa. Due to globalization, the management has
to deal with the problems of unfamiliar languages, laws, work ethics, management styles
etc. The functions of hiring, training, etc must acquire a global perspective.
Organizational Behavior helps the management to become flexible, and proactive and
enables it to execute the organization on a global scale.

2. Managing work Force Diversity- Organizations are a hetrogeneous mix of people in

terms of age, gender, race etc. Managing the workforce diversity has become a global
concern. Managers have to deal with individuals and groups belonging to different ethnic
cultures. They have to exercise control and channelize behavior in the desired direction.
Organizational behavior help the managers to effectively deal with work force diversity
by promoting its awareness, increasing diversity skills, encouraging culture and gender
diversity.

3. Improving Quality and Productivity- Industries are facing the problem of excess supply.
This has increased competition to a large extent. Almost every Manager is confronting
the same problem of improving the productivity, quality of the goods and services their
organization is providing. Programmes such as business process reengineering, and total
Quality Management are being implemented to achieve these ends. Organizational
Behavior helps the Managers to empower their employees, as they are the major forces
for implementing this change.
4. Improving customer service-Most of the employees work in service sector. The jobs in
the service sector, is very demanding. It requires continuous interaction with the
organizations clients i.e. the customers. Management has to ensure that the employees do
everything to satisfy the customers of the organization. The attitude and behavior of an
employee affects the customer satisfaction. Organizational Behavior helps the managers
to improve customer service and organizational performance.

5. Improving people skills- Organizational Behavior helps in better management of business

as it helps in improving the skills of the people. It provides insight into the skills that the
employees can use on the job such as designing jobs and creating effective teams.

6. Innovation and Change- Organizational Behavior helps in stimulating innovation and

change. Employees can either be a hurdle or an instrument of change. It is organizational
behavior which fosters ideas and techniques to promote innovation and change by
improving employees creativity.

7. Work life balance- Organizations that do not help employees to achieve work life balance
will not be able to retain their most talented employees. Organizational behavior helps in
designing flexible jobs which can help employees deal with work life balance issues.

8. Promoting ethical Behavior- Sometimes the organizations are in a situation of ethical

dilemma where they have to define right and wrong. It is Organizational Behavior which
helps an important role by helping the management to create such a woek environment
which is ethically healthy and increases work productivity, job satisfaction and
organizational citizenship behavior.

9. Creating a positive Work Environment.- Organizational behavior helps in creating a

positive work environment in today’s where competitive pressures are stronger than
before. OB helps to develop resilience, human strength, and it fosters vitality.
 The National Teachers College
Nepomuceno St., Quiapo, Manila
GRADUATE STUDIES

HULAR, JERVIS RENE C. EDL 111 Human Resource and Management

and SN: 41500064 Organizational Behavior in
Education

10:00 am – 12:00 PM Dr. Eddie Bulanadi

Task Sheet #2 – Dynamics of Behavior in Organization

In the organizations, beside the importance of characteristics and management of the

individuals, formation of the groups by those individuals, and their interactions within the groups
are also crucial. Since this is very well known, researches have being done on this topic for
decades. First studies sought to answer the question of how an individual affected from being in
a group. Afterwards researches have been focused on group dynamics – interactions between
group and its members – which are also being studied today. As it can be understood from the
theories and researches in the literature, group dynamics was examined first in the social
psychology. Later, the importance of the groups in organizations have been comprehended and
started to be investigated in organizational psychology. Nevertheless almost all the theories or
infrastructural studies still used in organizational psychology have been taken from social
psychology. Likewise, most of the researchers studying the group dynamics have the origin of
psychology science. The biggest reason of moving towards the organizational psychology is
probably the effect of high return money in that area.

As seen in the first chapter of this study, subjects examined in recent group dynamics
studies are mostly similar to the past researches. The main difference is some topics – such as
characteristics of individuals and groups – are being examined in more detail. Moreover, an
important fact stands out; in an environment where the competitiveness is imposed, studies are
progressing in the direction of how to achieve the maximum benefit and best results. In that
respect, some subjects brought by competitiveness such as leadership, cross-cultural interaction
and online/virtual aggregation are getting more important in group dynamics. Sport industry is
and will be attracting more attention since it always grows and attracts money. At the same time,
it is simple and visible to measure the performance and results in sport teams. Thus, group
dynamics might be studied more in sports. Unfortunately, it must be highlighted that a group
consisted of individuals is being considered like a machine and this may cause the disregard of
some human values.

The main reason of the intergroup conflict is also the competitive environment; the
greater competition, the greater conflict or hostility. Conflict leads to prejudice among the groups
and this abandons the communication between the groups. In order to make positive intergroup
perceptions and behaviors, co-operation should be encouraged among the groups.

As mentioned in the third chapter, groups contribute positively to organizations such as

creating collaboration among employees, providing an effective communication, increasing job
satisfaction and motivation, and gaining competitive advantage. On the other hand, intergroup
conflict may cause negative effects such as decrease in productivity and power of competition.
To prevent or minimize the occurrence of adverse effects, organizations should be aware of the
functioning of the groups, group dynamics, characteristics of the individuals, and use correct
methods and techniques.
 The National Teachers College
Nepomuceno St., Quiapo, Manila
GRADUATE STUDIES

HULAR, JERVIS RENE C. EDL 111 Human Resource and Management

and SN: 41500064 Organizational Behavior in
Education

10:00 am – 12:00 PM Dr. Eddie Bulanadi

Task Sheet #3 – The Human Resources Functions in School

The practice of HRM must be viewed through the prism of overall strategic goals for the
organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to
adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the
HRM policy enmeshes itself fully with those of the organizational goals. For instance, if the training
needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to
lose not only from the time that the employees spend in training but also a loss of direction. Hence, the
organization that takes its HRM policies seriously will ensure that training is based on focused and topical
methods.
Importance of HRM:

Ten Reasons Why the Human Resources Department Is Important:

1. Human Capital Value: Having an in-house human resources function is important. An in-house human
resources staff or a human resources expert on staff can increase the understanding of how important
human capital is to the company's bottom line. For small businesses, in particular, human capital is
critical because so many smaller firms have employees who perform cross-functional duties. With a
smaller workforce, if just one person leaves, it leaves the company with a huge gap to fill and a potential
threat to the company's profitability.

2. Conflict Resolution: Workplace conflict is inevitable, given the diversity of personalities, work styles,
backgrounds and levels of experience among employees. A human resources manager or a staff person
specially trained to handle employee relations matters can identify and resolve conflict between two
employees or a manager and employee and restore positive working relationships.

3. Budget Control: Human resources curbs excessive spending through developing methods for trimming
workforce management costs, which includes negotiating better rates for benefits such as health care
coverage. In addition, human resources ensures competitive and realistic wage-setting based on studying
the labor market, employment trends and salary analysis based on job functions. As some small
businesses have budget constraints, this human resources function is especially helpful.
4. Training and Development: Human resources conducts needs assessments for the organization's current
workforce to determine the type of skills training and employee development necessary for improving
skills and qualifications. Companies in the beginning or growth phases can benefit from identifying
training needs for existing staff. It's much less expensive than the cost to hire additional staff or more
qualified candidates. In addition, it's a strategy that also can reduce turnover and improve employee
retention.

5. Employee Satisfaction: Human resources specialists usually are charged with the responsibility of
determining the level of employee satisfaction -- often an ambiguous measurement at best. With carefully
designed employee surveys, focus groups and an exit interview strategy, human resources determines
what underlies employee dissatisfaction and addresses those issues to motivate employees.

6. Performance Improvement: Human resources develops performance management systems. Without a

human resources staff person to construct a plan that measures performance, employees can wind in jobs
that aren't suitable for their skills and expertise. Additionally, employees whose performance falls below
the employer's expectations can continue on the payroll, thereby creating wasted money on low-
performing employees.

7. Cost Savings: The cost to hire new or replacement workers, including training and ramp-up time, can
be exorbitant for employers, especially small businesses. With a well-constructed recruitment and
selection process, the human resources function can minimize expenses regarding advertising job
postings, training new employees and enrolling new employees in benefits plans.

8. Sustaining Business: Through succession planning that human resources develops, the company
identifies employees with the promise and requisite capabilities to eventually transition into leadership
roles with the company. This is an important function as it can guarantee the organization's stability and
future success.

9. Corporate Image: Businesses want to be known as the "employer of choice." Employers of choice are
the companies that receive recognition for the way they treat employees; they are the companies for
whom people want to work. Becoming an employer of choice means human resources balances recruiting
the most qualified applicants, selecting the most suitable candidates and retaining the most talented
employees.

10. Reliability: Human resources ensures the workforce embraces the company's philosophy and business
principles. From the perspective of a small business, creating a cohesive work environment is imperative.
The first opportunity human resources has to accomplish this is through wise hiring decisions that identify
desirable professional traits, as well as orientation and on-boarding programs.
 The National Teachers College
Nepomuceno St., Quiapo, Manila
GRADUATE STUDIES

HULAR, JERVIS RENE C. EDL 111 Human Resource and Management

and SN: 41500064 Organizational Behavior in
Education

10:00 am – 12:00 PM Dr. Eddie Bulanadi

Task Sheet #4 – Group Dynamics in Organization

The small work groups in the industry are mostly called "informal groups". There is not
any position which may be assigned officially to them within the administration mechanism of
organization.
We may obtain the following results from the observations during the work life of people
and from the behaviors related to this aspect of their lives (Dereli, 1976).

1. If the individuals are close to each other during the work, then they always tend to form some
groups in order to protect and support their advantages. The employer doesn’t change anything
against the existence of such groups. If there are conditions to make the existence of those
groups materially possible, then they will absolutely be formed and will maintain themselves.

2. Those groups may fully adopt the objectives of principle organization which they involve in
(such as reaching to the higher productivity level). In this case, they play an active role on
achieving the said objectives.

3. Those groups may act fully in contrary to and so as preventing the achieving of such
objectives of principle organization which they involve in. 4. Those groups may be impartial
against the objectives of principle organization; in other words, they are not interested in them.
For example, the matter, which the group members of football team of a bank, is only the
efficiency in the football field, and they are not interested in the productivity of banking works as
a team.
5. The actions such as isolating some individuals and subjecting them to the special treatment or
isolating individually or subjecting them only to the special treatment without isolating
encourage the social groups which have the very strong internal bonds and sanctions specific to
it to be developed fast.

6. Jointly feeling of some simple advantages, which are easily sensed, in other words, easily
understood encourages the development of some informal groups which have the strong internal
bonds and are beneficial to the members.

7. Existence of a group of natural group leaders within the group increases the achievement
possibility of that group.
8. As the groups select their natural leaders, they prefer the individuals who act best fit to the
service achieving their objectives.
9. In the cases where the production level is controlled widely with the social means (not having
the mechanical rhythm), if it benefits from the ideas, abilities and motivations forming the
spiritual value sources which the informal group members have within the organization, then it is
possible to increase the productivity so as attracting the attention.

Having such structure by the industrial organizations, forming such groups, creates a potential
which must be discussed. When this potential is not used as required, as it may cause the
unexpected results, when it is correctly discussed and evaluated, it is possible to obtain the
incredibly positive results regarding the increasing of productivity. It is not possible to destroy
such groups in the organizations, because formation of such groups is beyond the management’s
will and control. In the experimental researches, it is found that in case of the individuals work
without forming the group, they are very unproductive. For this reason, what the managers must
do is to find the way of benefiting from the group fact (Davis, 1979).
In this case, the task of management is;
 To adopt and understand the informal organization,
 To consider the possible influence of any activity which it designs on the informal
organization,
• To try to integrate the interests of informal organization with the interests of formal
organization as much as possible,
 To prevent in general that the formal works disturb unnecessarily the informal
organization.
• The attention should be paid to which informal systems will have the secondary role
with the formal systems; otherwise, the employer’s objectives, which are protected from
the past, may lose in the labyrinth of the small group’s interests.
 • If the formal system weakens so as preventing the carrying of a work, the informal
organization will tend to strengthen in order to fill the authority gap and to keep the group
together. In some groups, one may frequently hear, "despite of our observer, we may do
some here".
  • As long as the informal systems support the organizational targets, the productivity will
be obtained at the acceptable level in such system, but this system may easily tend toward
the undermining, free-riding or anti- administration attitudes.

When the administration is weak, it may take such tendencies under the control. This issue
will not be solved, when the administration tries to become powerful and autocratic in order to
assimilate the informal organizations. Under such circumstances, the informal systems become
stronger in order to protect the group and to maintain the work life at the acceptable level. As a
result of it, only the negative effects and minimum productivity are seen.

The best composition of the formal and informal organizations is the formation of informal
systems which will maintain the group attachment and team work with the primarily dominant
formal system in order to protect the objective integrity. In other words, the informal
organization should be strong in order to be supportive, but should not be so strong as ruling on
the formal organization (Davis, 1979).

In this case, it is necessary to shape the organization again, but as the organization relations
are regulated, the psycho-social aspect of the human behaviors will not be disregarded, and the
informal structures will not be formalized around the organization’s objectives. So, he/she should
be the person who is modern organizer, and maintains the differences between two frontiers of
organizational structure at the minimum level.
 The National Teachers College
Nepomuceno St., Quiapo, Manila
GRADUATE STUDIES

HULAR, JERVIS RENE C. EDL 111 Human Resource and Management

and SN: 41500064 Organizational Behavior in
Education

10:00 am – 12:00 PM Dr. Eddie Bulanadi

Task Sheet #4 – Importance of Organizational Behavior in an Organization
The result of the findings on the study conducted by O.L. Kuye, C.B.N. Uche and G.O.
Akaighe (2017) indicated that organizational culture has a significant relation- ship with ethical
behavior and good employees’ values. Thus, the behavior of employees in an organization
(public or private) is largely determined by the acceptable organizational norms, values,
attitudes, rules and rituals.
The conclusion of their study aligns with Deal and Kennedy (1982) assertion that
organizational culture both weak and strong have powerful and strategic influence on
organizational behavior but in strong cultures, everyone knows the goal of the organization and
they are working towards them. Thus, in a strong culture, employees’ goals are aligned with
management’s goals while in a weak culture; members’ goals are counter to management’s
directives or perhaps simply scattered and divergent.
An organization with good records of ethical behavior in the workplace and high
employees’ values must have consciously and deliberately developed her organizational culture
to uphold hard-work, diligence, honesty, integrity, fairness, equity, justice, rewards and
recognition for excellence in the workplace within certain context and frame- work.
In conclusion, the behaviors and values of employees in organizations can be regulated
by the organizational culture which are integrated and upheld in the organization. In a strong
organizational culture, every member of the organization knows what is expected of them, aligns
their individual behaviors with the values, standards and expectations of the organization.
It is recommended that management should constantly review the formal and informal
components of the shared values, structures, policies, reward systems, socialization mechanisms
and decision processes in the organization, to be sure that they stand and remains strong on the
culture of the founders of the organization, because organizational culture can be eroded as more
people come into the organization with their various individual behaviors. Therefore, integration
of organizational culture through orientations, mentoring, trainings and development is vital and
strategic in maintaining the implicit behavioral norms, role models, rituals, historical anecdotes
and language that an organization is built on and known for.