Organizations have a specific manner that they do their job and handle systems towards achieving their goals in development. Organizational behavioral understanding will help employees understand their business significantly in the organization and operations that will help the firm to excel in their performance and the market (Wang et al.,2015). Organizational behavioral understanding provides limelight on how the management should handle situations and make new policies that will help guide them through their management. The firm can display behaviors that will make employees adapt to them to deliver the best in the organization.

What organizational behavior means to me in person?

In my opinion, organizational behavior is the manner employees behave within groups in an organization. The action is determined by factors workers are exposed to within the organization. Through this study, the employer will assess the importance of group dynamics to business productivity. It is organizational behavior that will help the management know how they should handle their employees to deliver their best in the firm's business. The group dynamics will display how they want to be given an environment that looks like and how best they can deliver the objectives and meet the firm's mission.

Organizational behavior is the foundation of corporate human resources of the firm and operations of the firm. The human resource will be able to administer services that will meet employee’s expectations. This will boost the working environment of workers, thus delivering the best for the business. The organizational behavior will help the firm keep the firm's business culture and how the culture supports or becomes a drawback in the productivity of employees and the evaluation of skills and personalities of workers.

Summary of my interpersonal styles and preference

My interpersonal style is embedded in a supporter where it's relationship-oriented and radiates warmth and compassion (Osland, Devine & Turner,2015). I like going to people who have a problem, and they need a solution so that I can help them come up with a useful guide for doing their things and developing. I cooperate with others when it comes to teamwork to have something in common towards delivering our objectives. I have high levels of patience and communication with other people; this has helped me to have a good relationship with my colleagues. My listening skills have a good boost on how I would help in solving the problem and coming up with the right solution that will suit the team's objectives. Additionally, I love analyzing details and coming up with a resolution supported by the problem's data. I have confidence and verbal fluency that help me to explain myself on ideas that I am having.

Developmental priorities I have as pertained to organizational behavior.

Sensitive techniques will help me in the psychological aspect of the human mind that will help shape the group of workers' expectations. I will expose the weakness of one member, which will help me know how other members are reacting to it (Chan & Lai,2017). This will help me improve people's behavior so that they can maintain inter-personal relationships that exist among them without forcing or having external influence. Members of the organization will be motivated to have open talks that will help in building their relationships. Similarly, it will help them to have good emotions and a proper language of considering other people.

Process consultation is another developmental priority that I have. It mainly involves experts and how they should handle situations either internally or externally. The organization's authority will help in support of the experts in implementing ideas in detail over the subject matter in the organization. Consultation helps to have every aspect clear so that they can have a minimal mistake committed to the organization.

Team building and intergroup development are among my developmental priorities for organizational behavior (Konopaske, Ivancevich & Matteson,2017). Having a team that is cooperating and having the same goal will help to have excellent organizational behavior that will help to build a culture that is adaptable to the firm. Intergroup development will aid the firm in well-simulated working and interactions among employees, thus having a typical organizational behavior that will help drive the corporate objective to the optimum.

Role of leadership in Organizational behavior and leadership style I would prefer and the reason.

Leadership ensures the organization has adopted an appropriate organizational behavior that will have a positive boost towards meeting the organization's objectives (Brinsfield & Edwards,2020). Leaders of the organization will have the authority to ensure they have the best for the firm. They will ensure they have all the details of the organizational behavior and ensure that it has improved their daily operations. Leadership has the force that is continuously in motion, and they will have to ensure the organization's effectiveness is operations that will provide all factors that are covered. Leadership ensures there is coordination in the organization, and there is no section of employees that are affected in making their decisions that will have all their covers.

I will encourage a transformative leadership style since this form of leadership is more of inspiring employees to do what is right and for the benefit of the firm. This type of leadership has the aspect of intellectual stimulation that helps in transforming the ideas of the leader to what he wants the firm to look like and have the best to his workers. The leadership will help make the firm to have an influence on the leader on the people he is leading; this will help build a great significance among employees. Additionally, they will have an understanding of what their leaders want to be achieved so that they can work towards it. This leadership style will help the firm have an agreement that is well-grounded since it welcomes new ideas that will inject positivity into the firm's operations.

Reference

Brinsfield, C. T., & Edwards, M. S. (2020). Employee voice and silence in organizational behavior. In Handbook of research on employee voice. Edward Elgar Publishing.

Chan, S. H. J., & Lai, H. Y. I. (2017). Understanding the link between communication satisfaction, perceived justice, and organizational citizenship behavior. Journal of business research, 70, 214-223.

Konopaske, R., Ivancevich, J. M., & Matteson, M. T. (2017). Organizational behavior and management. McGraw-Hill Higher Education.

Osland, J., Devine, K., & Turner, M. (2015). Organizational behavior. Wiley Encyclopedia of Management, 1-5.

Wang, X. H., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee innovative behavior: Integrating the social network and leader-member exchange perspectives. Journal of organizational behavior, 36(3), 403-420.