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CLA 2

BUS 540 Organization Behavior

Westcliff University

Presidential Business School

Professor Hari Om Sharma

Nilisha Nyachhyon

20th June,2021
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Introduction
Organizational behavior is the study of human behavior of what people think, feel and behave

within an organization. It aids in the process of explaining, analyzing. forecasting, sustaining,

and altering employee’s behavior in an organizational environment. The case of Hy Diaries

exemplifies how critical it is important to understand people and their wants or expectations.

Rochelle Beauport is associate brand manager of Hy Diaries. She is one of the few women of

color in the business and has has a promising career with the company. Syd Gilman, vice

president of marketing of Hy Diaries, Inc., on the other hand, was pleased with Miss

Beauport and seeing her potential he offered her the role of marketing research coordinator.

Gilman believed that he had rewarded Beauport by providing her with a fresh chance to

explore and advance her career at Hy Diaries. Beauport was liking her role as a brand

manager since she was feeling more challenged in direct field work which has a direct impact

on Hy Diaries earnings. She believes that the job Gilman is giving will divert her attention

away from the company’s bottom line activities, and she reason this because of her skin color

and gender disparities. Even though she was not happy with this but she accepts the offer

without actually saying anything and clearing out her thoughts.

We can see the lack of organizational behavior study on the both sides of this case study. Due

to the misunderstanding between them it has caused an adverse effect and negligence on the

company. In this paper, I want to discuss the difficulties in the Hy Diaries, and how

organization behavior can help managers, leaders, people as an individual and giving

suggestion as a management student as well as revieing this case as a consultant according to

my findings of this case.

Problems and Issues in Hy Diaries

Stereotyping

In the case of Rochelle at Hy Diaries, the organization was on the point of giving her with a

new job offer because her position was now more competitive than the job she was offered.

The thought of a work with less challenge than the one she has generated an uncomfortable

sensation in her. She assumed the reason behind this decision was because of her gender and

race. So, we can see the issue of gender stereotyping that can occur in the organization

though in this case it was a completely misconceptions and perception.

Social Identity Theory

Members of the organization have various perceptions of each other that they develop over

time after admitting their actions and adjusting them to perceive the most severe extravert to

similarly diversify the talent from the skilled individual whether in group or individually. The

social identity theory considers group of people who have a comparable sense of belongings.

() Rochelle though that Mr Gilman would want her to choose a job with less work and less

responsibilities believes that because the corporation is a male driven society so confusion is

ruled in the organization.

Individual Behavior

Rochelle was the lady who supported women and developed a culture that will appreciate the

dominance that has been done to black women in the community that is severely in the

protection of behaviors. While Gilman wishes to make the best option for

Perceptual Errors

We can identity perpetual mistakes such as stereotype, social identity, halo effect.

There are a few factors that contribute to perceptual error: -

1. Communication breakdown
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2. Unfamiliarity with the employee or employer

3. Lack of adaptability

4. Lack of drive or remuneration

Findings

Communication Effectiveness

To begin successful communication, the organizational’ s goals must be targeted and

accomplished for the completion of group and individual responsibilities. As observed at the

highest management level, communication may be based on the base level of employees in

order to handle the level of standards.

Misconceptions

As for how to behave and act based on how others see the work, the situation is always tough

because people’s behaviors are matched. The organization’s conviction will assist the values

of the background, aspect, and surroundings, which will aid in seeing the components of the

might of turn, which will aid in understanding how the individual interacts.

Workforce diversity

It is a well-known truth that an efficient business consists of a diverse range of people from

various castes, colors, expertise, skill sets, and social backgrounds. As a result of the

connection, many instances will emerge, and several additional virtues that may relate to the

values of the job that a person and group may accomplish will have to be established.
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Recommendations

1. Active Listening

Undivided attention is the process of properly hearing the speaker, interpreting the message

conveyed, and then responding to the issues is order to make a valid judgements or

investigations. (Robert,2005). Both Rochelle and Gilman heard each other’s points of view,

but they were uninterested in deciphering the message that was most likely generated by the

debate. They could be better tuned in to one another’s point of view, the situation might have

been extraordinary, which would generally aid for increase in authoritative efficiency.

2. Building familiarities

Being familiar with the employees or the employer is critical in any type of misperceptions

or disputes in the organization. It is usually tough to have a talk with an employer about

aunting that the employee likes or dislikes, which often leads to confusion and

misconceptions. As a result, it is critical to get to know one other and feel comfortable talking

g to each other. Giving clear explanation and reasons can clear out misunderstanding

3. Open communication

It is very important to have a clear open communication with a reason. If Gilman had clearly

stated out the reason behind his good intentions on her sudden change of department and role

it can build a healthy relationship as an employee and employer.

4. Motivation and reward system

Staff who are motivated are more likely to produce high quality of work, and reward systems

encourages employees to be more attentive and committed. As, organization may benefit

from motivation and incentive systems to keep employees motivated and focused.
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5. Group decision

Group decision making generates more options, which helps to create a more effective choice

than solo decision making. Individual choices are less reliable made as a group. It helps in

making a strong bond between organization and employees.

Models and theories that can applied

As a consultant according to my findings I would advise the company to go through this

model for understanding the employee’s personality and behavior.

1. The five-factor model of personality: This model might aid in understanding the

various personalities of employees. Human resource managers should utilize this

to better understand the personality qualities of their workers. Personality traits are

extremely stable and can be used to affect individual’s behavior. An individual’s

personality has a significant impact on their involvement and work participation

(Yadav & Katiyar,2017).

2. Myers-Briggs Type Indicator: Varied types of people have different needs,

values, interest, motivations, emotions, and talents. As a result, we may argue that

they perceive differently and arrive at distinct conclusions. This model assists in

identifying people’s responses, as well as their basic perception and judgement

preferences. It can assist in determining if a person is extraverted or introverted,

sensing or intuitive, reasoning or feeling, judging or seeing.

3. Maslow’s Needs Hierarchy Theory: In these types of circumstances, a hierarchy

model can be quite beneficial. It is critical for a manger or leader to understand

which employees are in which layers.

4. Job Characteristics Model: This is also a valuable tool for a company. This

approach is based on the assumption that task is most important factor in

employee motivation. A terrible or boring work, can demotivate the employee, but

a difficult and interesting job can encourage an individual.

So, these factors can be applied by the business and organizations in order to better

understand the culture of their organizations, as well as to alter and manage any

conflicts that may arise within them.

Conclusion

This case is an example of stereotyping and perceptual mistakes. To avoid this type of

incident, the company need diversity awareness and training. Training can help to reduce

inequity, unfairness, and racial discrimination in workplace. It can be stated that, while there

are numerous causes generating conflict between Beauport and Gilman, if the issues are

resolved on time using appropriate techniques, it may address the problem, manage the

disputes, and aid the company in its development.

Course Learning

From this case we can learn about the importance of good communication and organizational

behavior from this instance. Companies are primarily concerned with outcomes and profit

maximization, but they often overlook the employee’s mindset and the detrimental effects

that an inefficient organizational culture may have. Every company’s primary focus should

be on comprehending the needs of the team.

In today’s competitive world we can sense the need for team building, effective

communication by holding meetings, employee feedback, training and reward system,

program to motivate employees, monthly employee and management chat and tea breaks,

sessions and employee expectation and plan programs, company open talk and awareness

about the issues and way to solve gender stereotyping, through active women participation
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References

Devine, P.G. (1989). Stereotypes and Prejudice: Their Automatic and Controlled

Components. Journal of Personality and Social Psychology,5-18.

Gilroy., & Sutherland, W.J (2007). Beyond Ecological Traps: Perceptual Errors and

Undervalued Resources. Trends in Ecology and Evolution,22(7),351-356.

Nwosu, J.C., & Makinde, O.G. (2014). Conflict Management in an Organization. Kuwait

Chapter of the Arabian Journal of Business and Management Review, 3(6),28-38. Retrieved

from https://search.proquest.com/docview/1510284229?accountid=158986

Patrick, H.A, & Kumar, V.R. (2012). Managing Workplace Diversity: Issues and Challenges.

Sage Journals.

https://doi.org/10.1177/2158244012444615

Pocock, B. (2005). Work /Care Regimes: Institutions, Culture and Behavior, and the

Australian Case. Gender, Work, and Organization,12(1).32-49.

DOI:10.1111/j.1468-0432.2005.00261.x

Yadav, A., & Katiyar, D. (2017). Workforce Diversity and Individual Differences:

Implications for Employee Engagement: Indian Journal of Commerce and Management

Studies, 8(3),7-15. DOI: 10.18843/ijcms/v8i3/02