Week 1 - Activity

Organizational Behavior (BADM-532)

By: Preksha Shah

Submission Date: 07/04/2023

Chapter 3 of the book explored the various factors that contribute to job satisfaction,
which resonated with me on a personal level. As a recent graduate entering the tech industry in
the United States without prior work experience, I anticipated facing challenges along my
professional journey and embraced the opportunity for growth and learning. Initially, my role as
a business analyst at a consulting company provided a fulfilling experience, thanks to an
exceptional manager who guided and nurtured my development on a daily basis.

However, my level of job satisfaction took a significant hit when my manager left and a
new manager took over. During this transition, I encountered numerous difficulties in
maintaining a healthy work-life balance. Upon reflecting on the reasons behind my
dissatisfaction, I identified the personality of the new manager as the primary cause. This
individual exhibited aggressive behavior, had ineffective communication with the team, and
engaged in micromanagement. Drawing from my knowledge of organizational behavior and the
factors influencing job satisfaction, I realized that my discontent stemmed from poor
management.

Taking proactive steps, I decided to change companies and found a new position where I
experienced a remarkable increase in happiness and job satisfaction. My new manager prioritizes
my professional growth by providing training opportunities in various software and data
concepts. Over the past year, I have had the privilege of working at a tech company and
expanding my knowledge in different areas. The implementation of a feedback system during
biannual evaluations and the establishment of clear goals for upcoming projects have fostered a
strong connection between me and my new manager, resulting in positive motivation towards my
work.

Reading about job satisfaction in the book deeply resonated with my own experiences. It
highlighted the crucial role that effective management plays in fostering a positive work
environment and influencing employees' level of satisfaction.

2. Based on the readings for this week discuss what is your position on diversity in the
workplace? How would you describe your attitude toward diversity? Be detailed in your
analysis.

I strongly believe in the importance of diversity within organizations, and this extends
beyond just ethnicity. Gender diversity and age diversity are also highly significant. It is crucial
for higher management to actively strive for creating diverse teams within the organization.
Embracing increased diversity brings forth a multitude of ideas, approaches, and perspectives,
which ultimately leads to the successful implementation of projects when managed effectively.
 As a member of a diverse team on one of my projects, I had the privilege of working with
individuals from different cultures, genders, and age groups, each with their own expertise in
various trades. This diversity has consistently resulted in innovative solutions to numerous
challenges. One recent instance that stands out is when an intern from Gen Z was assigned the
task of bringing 50 white sheets. When the intern returned with the sheets, I noticed they were
warm. Curious, I asked why, and the intern's response impressed me greatly. Instead of
physically counting the sheets, the intern had printed out 50 blank sheets. This efficient and
creative approach to the task showcased the value of having a mix of younger and elder team
members, as it saved time and highlighted different problem-solving perspectives.

The example highlights how diversity in age can be an asset in various ways, extending
beyond just technical skills or work ethic. It brings unique perspectives and approaches to the
team, enhancing overall creativity and efficiency. Therefore, I firmly advocate for organizations
to prioritize diversity in all its forms to foster a dynamic and inclusive work environment.

3. Describe the three components of attitude. Provide an example of when you may use
these three components in your work.

Attitudes consist of three components: cognitive, affective, and behavioral. The cognitive
component refers to how a person perceives things based on reality. For instance, I observed that
my co-worker consistently receives rewards because the manager favors him.

The affective component involves the emotional aspect of an attitude. In my case, I developed a
dislike for my manager due to their aggressive and micromanaging behavior.

Lastly, the behavioral component pertains to the actions or responses a person exhibits toward
someone or something. As a result of the unsatisfactory working conditions and lack of
recognition, I grew tired of my job and made the decision to leave. The aggressive and non-
rewarding environment contradicted my ethical principles.

In my previous job, all three components of attitude were present. From a cognitive standpoint,
my manager failed to address and improve the working conditions or acknowledge my efforts.
Affectively, I began disliking my manager due to their aggressive behavior, and communicating
my concerns yielded no positive changes. This, in turn, influenced my behavioral component, as
I made the decision to leave the organization in search of a better work environment.

Reference

Robbins, S. P. Essentials of Organizational Behavior (15th ed.).