Multiple Questions Paper

Chapter 1

1. What is the organizational behavior in your own words? How does systematic study contribute to our understanding of organizational behaviors?

Organizational behaviors refer to the study of assessing human actions in an organizational setting. To illustrate, this phrase aims at explaining the relationship between the company and human behaviors. However, the principles of organizational behaviors are applicable basically to facilitate business performance (Saxena, 2014).

In relation to the above information, the systematic study helps people to apprehend the organizational behavior. Conversely, a systematic study is useful for improving the capability of different individuals while predicting human actions (Saxena, 2014). Essentially, the methodical exploration aids the managers to enhance skills of workers as well as promoting diversity. 

2. What are the three types of variables and analysis in our organizational behavior model? Explain

The organizational behavior revolves around the evaluation and implementation of knowledge concerning people’s action in a given company. Owing to the above information, there are three determinants of actions of the workers and they include the availability of the resource, work environment and employee dynamics (Saxena, 2014). Indeed, these factors influence the behaviors of different institutional stakeholders. 

On the other hand, the analysis of organizational behavior is done by considering people, technology, and organizational structure. In particular, technology normally influences the relationships between workers (Saxena, 2014). Besides, the organizational structure ascertains employee operate in a conducive workplace. 

3. What are the challenges and opportunities for managers in using organizational behavior concepts? Explain.

There are several challenges experienced by the managers utilizing concepts of organizations behaviors. For instance, the administrators normally encounter hardships while promoting their personal interests (Saxena, 2014). Also, these people experience difficulties while trying to attain the performance and productivity goals. 

Besides, there are various opportunities available for the administrators utilizing the concepts of the organizational behavior. To illustrate, the presence of irreparable damage, social responsibility, and ethical behaviors creates a room for enhancing trust and promoting business reputation. Indeed, the above opportunities promote organizational growth and development (Saxena, 2014).

Chapter 2

1. What are the two major forms of workplace diversity? Explain. Which one is more important to the workplace and why? Do you believe that one form of diversity gets too much or too little emphasis? Why so?

There are two major types of workplace diversity that influences organizational behaviors. Surface-level diversity is among the major type of workplace diversity and it denotes the differences occurring among the organizational stakeholders (Saxena, 2014). To be specific, the above distinctive characteristic includes disability, race, ethnicity, age, and gender among other factors.

Deep-level diversity is the second type of workplace diversity. Conversely, deep-level diversity is seen as the most important form of multiplicity since it is concerned with differences relating to personality, values and work priorities (Saxena, 2014). In consideration with the above information, I believe that deep-level diversity can get too much because it helps people to know each other. 

2. How can organizations manage diversity effectively?

There are multiple ways that organizations can use to manage diversity in an effective manner. First, the creation of inclusive practices and policies help to manage diversity through depleting discrimination of certain group. Moreover, the provision of diversity training can aid individuals to respect and understand their differences such as ethnicity, religion, gender and cultural values among other factors (Saxena, 2014). 

Nevertheless, firms can manage diversity by encouraging interaction and promoting effective communication. To be specific, the effectual interaction will help in depleting discriminative actions among the workers. On the same note, the interaction between the workers is crucial in encouraging mutual understanding in the entire firm (Saxena, 2014). 

3. In regard to affirmative action programs, discuss in detail the following: 

• What is affirmative action?
• Discuss the pros and cons of such programs
• Do you believe these programs will last into the future

The affirmative action refers to the policy that facilitates the promotion of employment and education of members of certain groups that are a victim of discrimination. In consideration of the allocation of jobs and resources, the affirmative action seems to favor people belonging to the mistreated group.  Based on the above information, affirmative action has advantages such as promoting diversity, stopping stereotypes, and eliminating socioeconomic (Saxena, 2014). 

On the other hand, affirmative action programs are accompanied by several disadvantages that hinder its implementation in the workplace. To be specific, this approach has side backs such as reinforcing stereotypes, encouraging reverse discrimination, contributing to biases, and depleting accountability (Saxena, 2014). Although these programs have several demerits, they will still be applicable in the future to promote oneness in the organization. 

References

Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics and Finance, 11, 76-85.