Reflection - 7
Reflection and Discussion Forum Week 7 4
Reflection and Discussion Forum Week 7
Jada Walden
Organizational Behavior – BUOL 532-02
Professor: Dr. Ronald Spicer
October 9, 2019
Introduction
Within organizational structure, the mention of boredom by continuously repeating the same tasks was interesting to me as I have had this experience. It was of particular interest to me that depending on the culture of the office, the ability to either increase or decrease innovation depends on the dynamics of all involved.
Chapter 15 – Foundations of Organizational Structure
To become specialized in an area I believe is something we all desire as we continue in our working career. The old saying, “practice makes perfect” is true, the longer we work at a task, the better we become. The problem that management don’t understand sometimes is when you are kept in one position too long, you feel as if they don’t believe you are qualified to do anything else. In my previous job, I did the same exact task for 18 years. Although I had a few additional duties assigned, the day to day job was the same, increasing in size as we acquired more companies. When I would ask about the opportunity to do other things I was always told, “no one ever leaves, so there is no chance of advancement”. Not only was this discouraging in itself, the same processes every day became extremely boring. Although I was an expert at my job and based on evaluations performed very well, it was difficult to be satisfied. As a result after 18 years, I chose to leave. It was a very difficult decision, as I viewed, and still do, my co-workers as family.
Chapter 16 – Organizational Culture
This chapter for me goes back to the topic of politics and how hierarchy can be determined by office size. In my former job, an outsider could have strolled through the building without knowing anyone and quickly realize who was in charge. The executives were located on one side, all with massive offices and the best of furniture. Even looking through the parking lot at the vehicles driven could determine those that were CEO level and slightly below, all driving expensive company SUV’s.
Within different cultures, it can become easy to be conformed to “this is the way it’s always been done”. Organizations can become so focused on policies and procedures that the ability to be open to new and improved is non-existent. My dad used to say, “If it’s not broken, don’t fix it”. This can be true, but within the world we live in now not being willing to change and learn can result in being left behind. It’s easy to become set in your ways, and even feel a sense of insult when suggestions are made to improve procedures. I’m ashamed to say I have been guilty of that in the past. There have been times when my own insecurities have led me to assume a situation that in reality wasn’t true. I have become short with people who were only trying to help, not take my place or make me feel incapable. After having some time to reflect, I was able to apologize and thankfully they accepted. When we are mixed with a variety of ages, sex and backgrounds, arrogance and insecurity can arise, depending on your personality. We as human beings all have our own ways to cope with change. I have come to realize most people are resistant to change simply because they fear the inability to learn a new way.
Conclusion
Reading these chapters have helped me to understand the importance of constantly moving forward. We join the work force to not become stagnant. In able to accomplish this we must be willing to not become hung up on fear of any kind. No matter where we are in the workforce, just starting out or approaching retirement, we can always learn from each other.
References
Robbins, S. P., & Judge, T. (2018). Essentials of organizational behavior (14th Ed.). New York, NY: Pearson Education.