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Self Reflection Organizational Behaviour

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This paper will address two situations experienced by me and they will be related to aspects of these theories in the Organizational Behavior book. What is interesting to demonstrate the importance of aspects related to this issue in our day to day. The criterion chosen to begin this self reflection paper was not based on the chronology of events but the degree of importance they had in my life, in order to my professional and personal growth. I’ll start this self reflection paper with the situation more meaningful in my professional life.

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And, more pertinent precisely because it was the hardest to deal with, of all the adverse situations that everyone goes throught into their work. To make clearer the context involved, is important the detailed description of all points referents to the situation. To elucidate all the points I chose the format of a case study, just to be a good teaching material. FIRST SITUATION: COMPANY: ESPM JUNIOR MARKET CONSULTANT Approximately four years ago, I worked in a marketing consultancy “junior” in Brazil.

A company “Junior” is a company created in college and formed only by students. It function as a normal consultation, the students take care of projects but each project is supervised by at least two teachers, who are people with strong academic base and large market experience. According to the participation of renowned professors, the service becomes attractive for companies, since junior companies charge less than half the price of firms ‘real’ and has the support of valuable professionals .

These, when renowned, providing services to even large businesses. The “Junior” company has a hierarchy like any other company, and requirements for promotion dependens on time of company and exams that tests the knowledge of the company and marketing concepts. The negotiation with clients is made by the managers (students usually around one year and a half of the company) together with the guiding teachers without the participation of the employees who will actually conduct the project.

To understand the contents and discussed the needs of the client, there is a meeting between students allocated for the realization of the project with the guiding teachers and managers of the company CONTEXT OF THE SITUATION: After about six months working for this company, I was finally allocated as a “project manager”. Which meant that I would have the responsibility to lead a project and therefore a team with four members. Since the closure of the project happened in the same period as the selection process, and hence the entry of new students in the company, my group was composed mostly of newly arrived people.

Of the four members, three were new and only one “old” employee, with more or less my time in the company. An interesting point to note is that one of the new students at the company, was actually older and had more faculty time than me. In other words, I lead a person that had, theoretically, more knowledge on marketing than me. The project was being carried out research for a college that would like to understand the students impressions (includes students from other universities) about this university . Our job was collect data, tabulate the information and make the analysis.

The questionnaire questions had been raised by teachers. THE SITUATION: After meeting with directors and teachers, I found that we would do interviews with three different colleges and each sample was around 300 people. So, we should interview them at the time of departure of his universities. However, considering that we, the interviewers, were also students, and that the departure time from other colleges coincided with ours, we concluded that we would lose some classes. Since we should be at the colleges, which were far from ours, even before the students leave the classroom.

But even though, the team was very excited and enthusiastic about the project. But once we started the search, the sense of frustration gripped the entire team. It was difficult to approach the exit, because the students were eager to go home, or had lunch cause mostly had class after lunch. And we had only one week, to interview 900 people! And finally we realized that there was something strange about the project. The description of it was incoherent .. But until that point, it was only guesses, after all, we were beginners in this matter.

But when I realized that the results were far from being attained, I decided to have a meeting with my team. Before the meeting, I was at home thinking about the qualities of each team member individually, I wrote down everything on paper, and remodelie some functions to try to regain lost motivation . At the meeting, I talked, explained my ideas, asked for opinions andI mencioned all the strengths of each of one, and soon after I met individually with each of them and said how much I believed in the person, and I told why she or he was important to the team.

And I also did an activitie for each one point the reason why the person in the group that is on your side is crucial for the realization of the project successfully. And the result was exactly as I expected, all “wore the shirt” of the project again, they were working overtime, nights tabulating and tipped everything evolves at an amazing pace. But I, as the project manager , had a responsibility to control everything that happened. As soon as I realized that despite the effort, it would be impossible to complete the project in a week and I got an excellent argument to talk with the directors.

I found out that the sample set for two of the three schools chosen were inconsistent with the number of students in these colleges . Therefore, the project was not viable! After the meeting, the board is redeemed, and also decrease the incorrect samples, gave us a bigger deadline and we had another 2 weeks to complete. After this meeting, I communicated the news to the members of my team, who cheered and demonstrated to be more motivated than ever. With the exception of one member.

Carla *, a new student in the company, but one of the oldest and with more time in college than all the members, was frowning throughout the meeting and took no apostive face about the news. In the days following resolution of the new project, she began to miss or leave early, always with excuses relating to commitments such as doctor, dentist, therapist .. At that moment, my mistake was to ignore these signals, clearly uninterested and adhere to the project, and i didnt try to discover what might be happening.

It was after that the next day, one of the companys directors, that was Carla’s classmate, asked to talk to me. It was a rough and tough talk, he said it was clear that I “had lost the control of the team”,”it was also clear that all of the members were profoundly discouraged”. I argued that it was unaware of these facts, and I knew everything was going well and the entire team – except for maybe a member – was extremely involved with the project. Then, the conversation ended the same way it began: hard and rough.

I got out of there extremely hurt, feeling the worst leader of the world, but with a hint of suspicion that it might have something to do with his relationship with Carla. So, in that moment, I decided to have a conversation with my whole team with the goal of telling what happened and at the same time understand the views. All, except Carla, spoke out and went against everything the company director had said, even proposing to write a letter listing all the mistakes the company’s development project and all postivie team points that was responsible to convert a project doomed to fail in a project succesfull.

As Carla had not positioned, I decided to ask her views about the fact. At that point she expressed her opinion against everything that the other members had said. She also said that did not like my leadership, complained that the second meeting to make adjustments in the project, should have her presence . And then I got the real reason for her annoyance. I agreed with her and said that as was known to all who had read the terms of the company, was a company standard procedure, that in meetings with managers, only one team member can participate. If one team member should have gone, that someone had to be me! ” I’m older and I’m almost graduarting “she said shouting and looking at all, expecting an expression of approval of any member. At that moment, all other members defended me, saying that they always knew that Carla was envious of my position in the project and that she was always criticized and even invent arguments to justify my incompetence and that all we had thought to tell me, not only did so because they felt that this could hinder the progress of the project.

And also she tried to persuade them saying that she has more experience than me, cause she already worked in big companies, also she is best student than me, and a lot of other arguments that she used in order to be more respected than me in the company. Carla got extremely embarrassed but said this was really her opinion. Despite being extremely surprised and angry, I explained calmly that my intention was that all team members were present, but unfortunately the standard of the company have a person representing the team meetings, as is also a company’s standard that this person has to be the project manager.

And it happens in any company in the world. The function of a manager is to lead, coordinate and manage a team and the fact that people on the team are older or has more theoretical knowledge does not alter the functions of a manager. After that conversation, I continued to progress the project along with the team, even more motivated, (with the exception of Carla who still did things unwillingly, late and often missing). In the end, we managed to accomplish the project with both excellence and execution as the result was highly praised by our customer.

Unbeknownst to me, three members of the group drew up a letter and delivered to managers and teachers saying the importance of my leadership and management throughout the project and listing the failures that the company did. CONCLUSION: The first point to note is that by citing a concept present in chapter 13, Carla tried to use her “expert power” , because through her knowledge and past experience in large enterprises she tried to persuade other employees of the team.

Moreover, one can identify that Carla has developed a conflict in the group with the specific intention of competing, so as the chapter 14: Conflict and Negotiation , she was worried by her interest and at no point defended the team’s participation in the meetings but only her own participation. A situation that is uncooperative for the good of the team, as demonstrated by one of the views contained in this chapter. And i also think that I hadn’t had a good attitude in resolving this conflict.

Maybe if I had used the BATNA (best alternative of a Negotiation Agreement) the situation was resolved in a better way, but as I felt offended and hurted, I ignored and somehow helps her to stay excluded and the conflict was not resolved . To conclude, despite not having been satisfied with my performance in conflict resolution , I think I’ve had a good leadership position since I could engage and motivate more than 70% of the team, and has given frequent feedback and coaching to my subordinates. Moreover, one of the points mentioned in the letter sent by he board officials about me, refers to chapter 8: Motivation, she said that a major positive chicks have had my management has been my ability to motivate the team , ie: show each one individually and collectively what were their motives (what build the motivation) to do the job so successful. Finally, citing chapter 11: Communication, I realize that there was a miscommunication when I noticed that Carla was disinterested, missing and giving excuses to leave early or arrive late, but even with the signs, I preferred not to mention, and she also didnt tried to tell me why she was annoyed and unhappy with the way the project was conducted.

These two omissions led to the conflict occurred. The second situation exemplified cite elements of leadership and teamwork and it happened on my second job, about 9 months ago. COMPANY: AB INBEV The leading global brewer and one of the world’s top 5 consumer products companies. CONTEXT OF SITUATION: At the beginning, I was very enthusiastic with all my activities and even more so for having been very well received by all my colleagues and especially my boss. My boss, Rodrigo *, was a person with immense heart, easy going, extremely competent, hardworking and was an excellent conflict mediator .

But over time, I noticed something that he could not handle .. He could not motivate or involve their subordinates in the projects in which they were allocated. His executor ability was undeniable, but it lacked some essential features so wouldn’t be possible to consider him a leader indeed. Overall, he was a successful professional and always reached his goals and had good results, but very centralized. He centered things out so exaggerated, that on the eve of delivering projects, large meetings or conferences, he turned nights in the company doing it all yourself.

Become overwhelmed, was an option for him. And to make matters worse, days before the deadline , he almost always got rolled up and realizing that it would be impossible to finish all alone, he give all tasks to team members, without even explaining the content, how to implement or goals. And what happened was that the employees had to interrupt their daily activities to help him and were extremely stressed because they had to work under pressure and without prior guidance of what to do.

But, then, Rodrigo was transfered to another city and we received the news that a new manager had been chosen. We were introduced to Caio*, a manager with a personality quite similar to Rodrigo’s, but a completely different management style. He insisted that his employees were present at all meetings of the company, and always consulted the schedule of all employees before scheduling any meeting, to be sure he could count on everyone. Caio shared all the tasks and had the habit of always checking with each of the staff if everything was going well, if there were any questions or need some help.

Every week Caio was in a meeting with the team to understand how was the project’s progress and also provided an individual meeting, if an employee felt uncomfortable about talking about some problem in group. The result was that our team broke the record of goals and hits its management system was adopted by the company in a program called “best practices” where, as the name says, the best practices are disseminated throughout the company to persuade all employees using the methods disclosed.

In addition, employees who possessed evaluation marks medians had increased their grades by at least two levels and all, without exception, had become more valuable to the company and received proposals from other areas and other venues. CONCLUSION Rodrigo was not a good boss and not only because it pressured its employees and exposed them to situations of extreme stress, without preparing and lead employees to carry out the activities, but I think his major problem was to centralize the activities so, that did not have time to develop your staff, invest in professional growth of the them.

If he had divided the tasks among employees, nobody would be overloaded, everyone would have the opportunity to learn in addition to bringing personal satisfaction to them, cause they would feel part of a relevant work for the company. The way he led the project, staff was excluded and despised, because they saw that in other areas the employees participated in all phases of the projects. And so they got discouraged and did not produce the equivalent of their potential as they had to do everything without planning, instead of doing the project in a planned and organized way.

Quoting the 10th chapter: Understanding work teams, I realized that Rodrigo had no notion of aspects concerning the formation of teams, for example did not know the difference between groups and teams, so, we worked in a group format, since no one knew what the other did, neither the importance of your colleague’s work in your own work. Effective teams have a meaningful purpose, a vision, direction and commitment that provides for members and It was not what happened in our team, since in our case, we worked with specific goals.

But the new boss, was a leader example, and responsible for building a real team. Because of his new management style, combining technical expertise, Interpersonal Skills, Problem-solving and Decision-making skills he changed the employees’ pace of work, and achieved more results because they understood the importance of the projects they were doing and had frequent feedback on their performance as well as an effective coach.

Cite this Self Reflection Organizational Behaviour

Self Reflection Organizational Behaviour. (2018, Jul 29). Retrieved from https://graduateway.com/self-reflection-essay-organizational-behaviour/

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