The impact of competitive strategy on culture and organizational Essay

The impact of competitive strategy on culture and organizational behavior - Essay Example Organizations have to be conscious of their effect on their workers’ behavior both within as well as in their personal lives outside the company. This is especially true where multinational corporations such as ‘Xerox’ which have foreign subsidiaries are concerned. Xerox, a $22 billion firm which was founded in 1906, is a multinational corporation which operates in 160 nations, and has 160, 000 employees. Companies of such magnitude naturally have to tackle different issues concerning organizational behavior so as to inspire members of staff from different cultural backgrounds and remain relevant in the competitive business industry. The success of Xerox is actually dependent on the productivity of its workers. Levels of the Analysis of Organizational Behavior The main objective of seeking to comprehend principles concerning organizational behavior is to acquire a better understanding of concepts that affect group as well as individual dynamics in the workplace. S tudying organizational behavior consists of conducting three levels of evaluation on corporate resources. In the first level of analysis, which considers the individual, the study of organizational behavior will take into account factors such as the learning patterns of the individual, the individual’s creativity, turnover, motivation, cooperative behavior, cognition, and ethics. The psychology of the individual, and how it affects his or her decisions in the workplace, is considered (Schermerhorn, Hung, and Osborn, 2005). Individual personality plays a big role in determining if organizational behavior will be based on being cooperative or portraying deviant behavior. Workers are suited to different types of organizations because of their personalities (Schermerhorn, Hung, and Osborn, 2005). For example, individualistic workers tend to be openness to new experience, self-monitoring, and possess other proactive qualities. Workers who are more individualistic in nature will re adily take risks, generate different forms of communication, and engage in proactive socialization. In the second level of analysis, which takes into account the significance of groups in organizations, the subjects that are evaluated have to do with dynamics such as cohesion, intra- and intergroup conflict, power, leadership, networks, interpersonal communication, and roles (La pierre and Hackett, 2007). What is emphasized in this stage is the function of sociological processes within the workforce in an organization. In the third level of analysis, what is emphasized on is the dynamics concerning the organization. These could include organizational structure, corporate culture, inter-organizational cooperation, cultural diversity, and external environmental forces. In organizational analysis, the investigation of corporate behavior is based on office politics and anthropology. The Role of Workers in determining organizational Behavior In order for a company to assess the success o f organizational behavior within its workforce, it has to conduct a number of internal examinations. According to Luthans and Youssef (2004) ten percent of workforce behaviors in nearly all organizations are responsible for 80% of organizational performance. It is therefore important for an organization to ensure that it identifies these critical behaviors. People who work