The Connections Among Phenomena, Essay Example

Organizational behavior is a broad managerial area that studies how people in an organization act. Multiple issues affect management and organizational behavior that include type of work done, the industry, rules and policies of the company among many others. All these elements work together in establishing a culture in the organization, provides direction and guidance to employees as they go about their work. In improving management practices, managers are encouraged to use organizational behavior knowledge and theories to effectively work with and influence employees to attain the goals of the organization. Successful organizations have made the best use of their employees’ energies and talents and hold an advantage over their competitors. Through managing people, organizations build on involvement, organizational competence, commitment and learning. Skilled managers in organizational behavior can work effectively with colleagues and employees across the organization through influencing and assisting their support and achieve the goals of the organization. Organization-wide behavior (theory) is studied by many because it helps explain how organizations structure work and power relationships. More so, how the system is used in terms of decision making and control is a vital part of the study. The cultural affects of behavior, how organizations learn and adapt to competitive, social, political and economic conditions of change are relevant.

In the case of Target, the new CEO’s cognitive framework is inextricably tied to his thinking. His previous work experiences show that his capacities of processing information and mental processes have been able to shape and govern his perceptions, behavior and language. Thinking highlights areas like assumptions, perception and social cues importance. He utilizes Theory Y and views the theory positively by ascribing beliefs of employees being committed and naturally motivated. Therefore, Brian Cornell will fully tap on employee talents by fostering employee responsibility, growth and development of their potential in Target. His success at PepsiCo, Wal-Mart Stores Inc. and Michael’s Stores Inc are reasons enough to put confidence in him.

Ben is an individual who promotes employee productivity because he follows all set standards of the organization. Moreover, he will provide the needed resources, tools and education of employees to perform their job effectively. His experience in managerial positions will be helpful in meeting Target’s goal through implementing diversity strategies of management that will attract, select, develop and retain diverse employees for the organization. Diversity in an organization is an aspect that brings about increased efficiency and effectiveness because it rolls down to increased profit margins and investment opportunities for the parent company. Ben should be able to utilize effective programs that embrace diversity of work . Hence, he will be able to look into expanding the stores in Canada.

Furthermore, the attraction-selection-attrition framework asserts that it is the people who make the place and organizational practices, climate and culture are determined by the people within the organization. In this theory, it is evident that new members of the organization fit the framework through the process of socialization. As such, Ben wants to work with people similar to him and the effect is found when he searched for a job (attraction). Later, he was selected by Target (selection) and was employed (attrition). This is a cycle, and the effect is that people within Target will become more like one another, which will lead to homogeneity in the workforce.  From the articles, it is evident that the more a top team member differs with his colleagues, the greater are his likelihood of leaving the top team. In the case of Mr. Steinhafel, the top management team of Target failed to investigate his psychological variables like attitudes, values and personality in regard to organizational goals and objectives.

As a result, the diffusion of innovations theory appears to fit in the situation of Target having to embrace e-commerce. The population of Target need to take up a new innovation since the approach focuses on change as an evolution (reinvention) of behaviors. Therefore, they become better fits for the needs of groups and individuals in the organization. The online platform of Target needs reinvention because it has a relative advantage, ease and simplicity of use, triability and is compatible with existing practices and values of the organization. Target is perceived to look into emphasizing peer-peer communication or other viral marketing platforms that will recruit well-connected individuals. Hence, they will spread new ideas through the social network and increase the customer base and target market of the organization. E-commerce targets early adopters who are looking out for something that gives them a social or economic edge. Consequently, Ben will need to work with early adopters by promoting them to be fashion leaders and maintain relationships with them that culminate down to regular feedback. Moreover, strong face-to-face support should be offered to early adopters during the trial stage of online platforms. This will enable the organization understand their target market and meet their expectation hence, sustain and maintain long-term relationships.

Ben will need to adapt the transformational leadership model that caused a change in social systems and individuals. Furthermore, it creates valuable and positive change to followers bearing in mind the end goal of the organization that will develop followers to become future leaders. This model of leadership enhances performance, morale and motivation among its followers through connecting with their sense of self and identity. In this regard, looks at the mission and identity of the organization collectively. In addition, he comprehends the strengths and weaknesses his followers and will be able to align his followers with tasks that optimize on their performance levels. Basically, Ben will want to create significant change in the life of the organization and its people. Consequently, redesigns values and perceptions, and brings change to employee aspirations and expectations. Ben is an idealized leader because he works towards attaining benefits for individuals in the team, community and organization.

The decision-making process of Target needs to be re-evaluated because it has created conflict within the organization. It is evident that the new CEO needs to be quick and ethical when it comes to decision-making processes because they reflect on his organizational behavior and process of management. Before the implementation phase of the decision, managers like Ben will need to be in certain environments to be able to predict results of each of the chosen alternatives. Therefore, the behavioral decision theory fits Target managers because it accepts the world the way it is, bounded with rationality and decision-making views. Hence, Ben should be able to act in terms of what he perceives of the given situation. The behavioral decision theory recognizes that individuals operate in bounded rationality with cognitive limitations. This theory fit with a chaotic world filled with uncertain conditions and limited information. Hence, encourages decision making that is satisfactory. The other theory is the garbage can where participants, problems, solutions and choice are under scrutiny. Thus, is more appropriate for dynamic settings. In terms of judgmental heuristics, Ben is under the anchoring and adjustment because it bases its decision on adjustments that are incremental in nature to an initial value predetermined by historical events or even a point of reference.