Organizational Behavior Discussion Question 1

OrganizationalBehavior Discussion


Provideone (1) specific scenario of an employee using goal-setting toincrease work motivation and task performance, reduce stress, andimprove the accuracy of performance evaluation

Inthe working environment, the output of any employee is very vital tothe success or failure of a given organization. Of importance to theperformance of any employee, is the goal setting aspect. This will bethe key driver of the employee in day to day performance of his orher duties.

Bysetting the goals that one intends to achieve at the end of the day,one is motivated because he or she understands the reward that willcome out of his hard work. Due to motivation, one will be able towork even at odd hours of the day and extend to weekends[ CITATION Gri11 l 1033 ].This will translate to improved performance and as a result, one willbe paid well and even gets promoted to a high rank.

Afinance manager can decide to have all the financial analysis of theorganization finished two months to the end of the financial year. Bythis, he will have to work extra hard in the days before that timecomes. He may have to work late night so as to achieve his goals.

Aftercompleting the work within the two months to the end of the financialyear, he will have all the time to check for the errors that werepossibly committed by him and the team at large. As such, he willtake the initiatives of making the corrections. The stress associatedwith the last time rush will be avoided as he will be makingcorrections if any, at his leisure.

Theevaluation process for the organization will have been improvedtremendous as no room for mistakes will be available. The performanceof the financial manager will have improved to a much extent and nostresses of the work.


Watchthe video titled, Social Media Policy (4 min 20 s). You can also viewthis video at, examine the major effects that an employee not following acompany’s social media policy can have on the employer and theemployee. Give two (2) examples of the impact and consequences of anemployee not following a company’s social media policy may cause

Itis very important for all employees to abide by the policy that arerelated to the social media. Failure to do so can lead to seriousimpacts to the organization. An example can be someone posting ontwitter or face book about a colleague with a negative comment. Onething for sure is that such comments will be available to many peoplewho will start to think badly about the organization.

Someof the consequences will be destroying the reputation of theorganization making others to believe that it’s the nature of thatcompany to talk ill of others in the social media. Another negativeimpact will be the deterioration in the reputation of thatindividual. For the people working for that organization, they willdefinitely be aware of what is happening. May be the individualposting the remarks is the one having problems. This will make himhave a poor working relation with others.


Watchthe video titled, Lauren Mackler at Harvard Business School -Managing Up (3 min 07 s). You can also view the video at, explain the importance of an employee managing the relationshipwith his or her boss. Provide one (1) example of how theemployee-boss relationship may benefit the employee’s career

Itis very necessary for any employee to have a good working relationwith his or her boss. This can be achieved if one gets to know andunderstand better the personality of the boss. One should understandthe communication style that the boss is used to and his free to use.For instance one may be free with face to face communication, anotherone through email or even another one with calls. If an employee doesthis, then his relationship with the boss will be well managed.

Oneof the benefits that an employee will have to his or her career bymanaged relationship with the boss will be promotions on his side.This is so because the boss will have trust on this particularemployee and incase of anything, he will be the beneficially.


Griffin, R., &amp Moorhead, G. (2011). Organizational behavior. Cengage Learning.

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