Reflection paper on organizational behavior

Running head: THE Marriage of Finance and Organization

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THE MARRIAGE OF FINANCE AND ORGANIZATION

The Marriage of Finance and Organization: A Reflection Paper

The Marriage of Finance and Organization: A Reflection Paper

When someone encounters the word organization, first comes to mind would probably be chart-boxes, arrows, and functions. A chart represents what organization is, and how it functions. My entire course in Organizational Behavior, however, has thought me how to understand and look beyond what is seen in a chart. This paper describes what I’ve learned in the entire term including the things that I find most interesting and the things I wish to be improved on. More importantly, I am going to share how the knowledge in organization behavior will help me in the practice of my major.

Analysis of Organizational Behavior

A shared goal is the purpose why organization exists. In achieving this goal, an organization uses different techniques or methods in achieving them. Not able to do so follows the failure of the goal. It also important to note that organizational behavior does not only explain what organization is, but also gives careful elaborations on how organization works and why some fail. In this course, the importance of every member of organization is realized; that an organization’s success is not just because of a single person but how harmonious a group is. Different leadership styles, ethical performance of responsibilities, and effective motivations are just some of the few concepts that were highlighted in this course that I find so much relevant in my major.

Decisions are what lead organizations to their goals. As Kreitner and Kinicki (2013) define decision making as “identifying and choosing alternative solutions that lead to a desired state of affairs.” The emphases on this definition are identify, choose, alternative solutions. These elements are further understood as I share some of the important theories and concepts discussed in this course.

Kreitner and Kinicki (2013) discuss that decision making is both art and science. It is an art because different creative strategies, such as the ethical decision tree, can be applied. It is also a science because a wise decision is usually a result of rational process. Enumerated in this paper are some of my personal preferences.

The Rational Model

Kreitner and Kinicki (2013) explain the rational model as a process where managers use a rational four-step approach in decision making. This includes the following: 1) identify the problem/opportunity, 2) generate alternative solutions, 3) evaluate alternatives and select a solution, and 4) implement and evaluate solution chosen. This process is one of the fundamentals, yet many people fail to consider. I believe giving value to each step mentioned assures the organization that it will come to the best and most efficient decision. Furthermore, just like doing a science experiment, following the model step by step affords the organization easily identify which part of the process is wrong and thus can be changed and/or adjusted to come up with desired results.

Evidence-based Management

A type of decision making process that entails a careful processing of available data and evidence in making managerial decision (Kreitner and Kinicki 2013). What appeals to me, as a Finance Major, is the value for rigorous gathering of data and evidence prior to making a decision. Furthermore, this process gives importance to the views of stakeholders as it welcomes everyone’s ideas. While this is a tedious management style, the chances of having mistakes are lessened.

Personal Contribution

Individual’s efforts in a group are vital in an organization. One’s failure could affect the whole organization. It is then important to give significance on how each functions, and how each sees him/herself in the organization. With these, manager must always consider the welfare and motivation of each member.

In the entire semester, I have encountered different leadership styles and how important for a leader to know what is apt for the organization. Moreover, a positive leader considers and ensures that his/her members are well motivated and taken care of.

Ultimately, an efficient leader must empower his/her members. He/she must welcome dissents and let every ideas be presented on the floor especially when it comes to decision making. Doing so makes the members feel that their opinion matter and that they belong to the organization. A sense of belongingness of the members warrants dedication and commitment from them.

Compelling Components

Aside from the mentioned models mentioned above, some of the significant lessons for me are the seven implementation principles and group problem-solving techniques. I find them compelling because they are the most practice ones.

Seven Implementation Principles

Kreitner and Kinicki (2013) enumerate seven principles that are for me practical guides in implementing decisions. Coming up with decision is one thing and being able to implement it properly is another. Hence, I find this set of principles very helpful. I am not as concerned with implementation before as I am now. Indeed, this may be one of the most taken for granted aspect when it comes to organizational behavior. Following these principles would lower the chances of wasting resources in implementing projects.

Group Problem- Solving Techniques

I am not comfortable in dealing with group problems. I always find myself in awkward situation every time I am face with this kind of situations. Kreitner and Kinicki (2013) group problem- solving techniques open my eyes to processes that I could do the next time I am in a group problem-solving situation. As a Finance Major, I usually encounter problems with data but not with group problems. I am used to solve problems on my own. Thus, following these techniques step by step is a helpful guide on what to work on, and where to start in solving different problem.

Difficult Components

The term has been indeed a productive one. Definitely, I have a lot of takeaways. However, if there are concepts I still find ambiguous or wish have been further elaborated these are the garbage can model and consensus building. Perhaps, it’s not because they weren’t given enough emphasis, but these are just concepts that I hope were given more practical examples.

Garbage can model

Kreitner and Kinicki (2013) explain that this model show when decision making was done hastily and disorganized. I just wish that more elaborate examples were given as to how, and what kind of important decisions were made successfully using this model. Moreover, it is interesting to note if there are decision that can be done using this model without sacrificing the quality of the outcome.

Consensus building

One important aspect in organization is being able to come to a consensus. Kreitner and Kinicki (2013) share that this is the point where all members agree to a single decision. For me this is vital in every organization. I aspire to know more about when does consensus need not to be achieved, what the consequences will be if it won’t be achieved, and what mechanisms can an organization do to always come to this point.

Significance of the Course

As a Finance Major, this course is probably one of the most practical courses I have under my curriculum. My major trains me to be organized, careful and meticulous in everything that I do. More importantly, my degree demands cooperation from the other people around me; from getting appropriate data, linking information, communicating to people, and being a productive member of a group. This course has helped me acquire concrete skills that I must always consider and value in performing my duties.

After this course, I am confident that I can now be a productive member or even a leader in an organization. The skills and knowledge learned in this subject would definitely help me not just to become better in my field but also to contribute more efficiently to whatever organization I am going to work with in the future. Even if the course may not be required, I will recommend this to other people.

Reference

Kreitner, R & Kinicki A. (2013). Organizational Behavior 10th Edition. New York, NY. McGraw-Hill