Behavior Analysis

Observations and Their Potential Impact on the Organizational Behavior of NoJax

Micro-Level Observations

It is worth noting that the micro-organizational behavior revolves around how a business operates based on its hierarchy, employee relationships, and leadership styles. The microorganizational behavior aspect focuses on individual and group dynamics within an organization. After viewing the employee profiles section, one of the observations that I have made on the micro-level is that there are disagreements between the product and department managers, which happen frequently. Since there is no transparent mediation process that has been developed for those disagreements, the potential impact on the organizational behavior of the NoJax is that the psychological safety of the managers is threatened. As a consequence, there is likely to be poor performance and job dissatisfaction. Worse still, as noted by Duan, Wong, and Yue (2019), this could lead to absenteeism, diminished productivity, and lack of employee engagement.

Another observation that I have made on the micro-level is that the decisions made at NoJax require multiple approvals from both the direct managers and the senior management team. This compounds the lapse time for making decisions to two days. This could lead to groupthink, delay of critical, urgent decisions, and wasting precious time that could be used in implementing the decisions; as a result, employees may not be allowed to air unpopular though useful views that could benefit the company.

Meso Level Observations

Going further, one of the observations I have made on the meso-level is that the massive monitoring of the employees makes to be highly efficient at their positions. It is also worth noting that the weekly status meetings with the managers and daily activity reports that must be filled out by each employee are suitable for the organization. These weekly status meetings with

Commented [MH1]: This is a macro issue.

Commented [MH2]: This is a macro issue.

Commented [MH3]: Criterion 1: After viewing the employee profiles section, explain a minimum of two observations that you’ve made (positive or negative) on the microlevel and their potential impact on the organizational behavior of the company. Pay particular attention to surface level diversity instead of the personality scores.

Rubric Measure: Correctly identifies two micro level organizational behavior factors and analysis demonstrates a thorough understanding of the connection between factors and behaviors.

Faculty Feedback: These are good observations, Shaconta. What we want to examine is the surface level diversity (the things we can see, such as gender, age, etc.). Based on the obvious diversity characteristics, what types of positive or negative impacts could you predict might occur within the group?

Commented [MH4]: This is a macro issue.

the managers and daily activity report that must be filled out by each employee not only ensure that the employees meet the managers but also ensure that new strategies for success are devised to the benefit of the employees and the company as a whole.

It is however notable that, the restriction of employees from rotating through positions or from changing teams hinters them from enhancing their skills or exchanging ideas. With inadequate skills and concepts, employees are likely to perform poorly, and the monotony could lead to job dissatisfaction. The fact that their roles and membership to teams stay consistent makes them lack the will to organizational commitment. Since the employees do not feel attached to the organization, the company is negatively affected (Will, & Mueller, 2019).

Macro-Level Observations

On the macro level, one of the observations that I have made is that the company does a yearly evaluation and ranking of all its employees. As a result, the rankings determine the raises that the company offers its employees. It is, for instance, notable from the company policy that the highly ranked employees a raise of up to 6% while those at the bottom receive none. The employees ‘performance should begin to show improvement by using this ranking and motivation; this will enable raises and bonuses, which will also have a positive impact on productivity and profitability.

Another observation on the macro level is that, despite offering health and dental services to its employees, NoJax has done nothing in the form of investments or retirement plans. It should be noted that employees are comfortable and feel secure when their employers have a good retirement plan for their future. With NoJax having none, the company may face a problem of retaining top talents, which may leave the company hence a negative effect on its overall performance.

Commented [MH5]: This is a macro issue.

Commented [MH6]: Criterion 2: After viewing the employee profiles section, explain a minimum of two observations that you’ve made (positive or negative) on the mesolevel and their potential impact on the organizational behavior of the company. Think about possible groups that may work together and consider potential behaviors.

Rubric Measure: Correctly identifies two meso level organizational behavior factors and analysis demonstrates a thorough understanding of the connection between factors and behaviors.

Faculty Feedback: These are both good observations, Shaconta. Revisit this observation and see if you can identify something on the mesolevel that would positively or negatively impact how these employees work together from a behavioral perspective. Remember to focus on the people and not the policies. For example, considering the personality traits of the managers and how that would impact group work.

Commented [MH7]: Criterion 3: After viewing the company policy section, explain a minimum of two observations that you’ve made (positive or negative) on the macrolevel and their potential impact on the organizational behavior of the company.

Rubric Measure: Correctly identifies two macro level organizational behavior factors and analysis demonstrates a thorough understanding of the connection between factors and behaviors.

Faculty Feedback: Nicely done, Shaconta. You did a great job identifying two policies that are problematic and correctly noted the behavior consequences that can result.

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Observations and Their Potential Impact on the Organizational Behavior of NoJax

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Observations and Their Potential Impact on the Organizational Behavior of NoJax

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My Opinion on the Level of Dissimilarity within Nojax's Surface Level Diversity

In regards to the surface level diversity, my opinion on the level of dissimilarity that I

within NoJax's surface-level diversity is low. I do believe the current level harms organizational behavior. Since there is no significant dissimilarity, employees will tend to contend on what their peers decide or are doing. As a consequence, with no effort to improve, it is the morale of employees that are going to deep, and the productivity will decline. Commented [MH8]: Criterion 4: Provide an opinion on

the level of dissimilarity (high, medium, or low) that you see

within NoJax’s surface level diversity. Explain if you believe

the current level has a positive or negative impact on organizational behavior and detail how you came to that conclusion.

Rubric Measure: Examines surface level diversity for dissimilarity, offers an opinion about the positive or negative impact on organizational behavior, and explains how that conclusion was reached.

Faculty Feedback: This is on the right track, Shaconta. With surface level diversity, we need to examine the diversity we can see, such as race, gender, age, education level, and experience. You need to review the company’s employee profiles and offer an opinion regarding surface level of diversity and whether it’s good or bad regarding OB and how you came to that conclusion.

References

Duan, J., Wong, M., & Yue, Y. (2019). Organizational helping behavior and its relationship with employee workplace well-being. Career Development International, 24(1), 18-36.

Will, M. G., & Mueller, J. (2019). Change Management: The Organization as a Micro–Macro

System. In Management for Scientists (pp. 99-111). Emerald Publishing Limited.

Deliverable 01 Grading Rubric