Coordination Analysis And Reflection
BACKGROUND: Imagine you are applying for a position at a local health care organization. Since culture is important to workplace satisfaction, you plan to examine their organizational behavior to determine if you will be a good fit for them and if they will be a good fit for you. But first you need to complete a self-assessment on what creates a good fit for you. The best way to self-assess is to examine current and past work experience. This assessment will help you determine the impact and application of organizational behavior. It may provide some insight into how health care managers can use their coordinating skills to improve the overall team and organizational behavior.
Preparing for the Assessment
Consider the Infographic below. Organizational behavior starts and ends with people, particularly how individuals, groups, and the organization communicate and interact with each other – positively or negatively. Research aspects of culture and organizational behavior as you complete the grid for this assessment. (Keep scrolling for further directions)
Individual circle within a group circle within an organization circle. For individuals: What type of employee are you? What motivates you in a work setting (e.g., training, empowerment, etc.)? How do you, as an employee, impact the overall organization? For group: What type of leader do you have? How does your team impact the overall organization? For organization: What are the performance expectations for employees (i.e., high sales, quality of care, etc.)? What resources does the company put into their employees (i.e., empowerment, training, etc.)?
Assessment Deliverable
Use the circle grid as inspiration as you develop your responses to the following prompts for an organization you currently work for or one you worked for in the past. Note: The organization you choose doesn’t have to be health care specific.
This is a self-assessment activity and needs to be understandable to the reader. Use the WORD document "Week 2 Summative Assessment template" provided below to respond to each of the questions In Part 1. Consider phrase or sentence-length answer for each of the prompts. Then in the same document write your reflection for Part 2 listed below.
You will be using the WORD document template attached below for Part 1 and Part 2 of this assignment. It is required. If the WORD document attached here is not used, a 10% deduction will be assessed without the chance of resubmission.
HCS370 Week 2 Summative Assessment Template.docx
Assessment Support
Review the rubric for guidance on deliverable expectations.
Review the coordination reflection and analysis example to guide your work. Do not copy any information.
PART 1
Individual
What type of employee are you?
What motivates you in a work setting (e.g., training, empowerment, etc.)?
What impact do you, as an employee, have on the overall organization?
Group
What type of leader do you have?
What impact does your team have on the overall organization?
Organization
What are the performance expectations for employees (i.e., high sales, quality of care, etc.)?
What resources does the company put into its employees (i.e., empowerment, training, etc.)?
PART 2
Write a 350- to 525-word reflection addressing the following questions:
What did you learn about effective organizational behavior?
How can you impact organizational behavior at your workplace?
How can organizational behavior lead to the success or failure of an organization?
Applying the Self-Assessment Grid (Using the Week 2 Summative Assessment Template)
Part 1
Individual
- What type of employee are you? I am a detail-oriented and proactive employee who thrives in a collaborative environment. I take initiative and ownership of my tasks, but also value teamwork and knowledge sharing.
- What motivates you in a work setting (e.g., training, empowerment, etc.)? I am intrinsically motivated by a sense of accomplishment and a desire to learn and grow. Opportunities for professional development through training and mentorship are highly motivating for me. Additionally, I appreciate being empowered to make decisions and contribute my ideas.
- What impact do you, as an employee, have on the overall organization? I strive to contribute to the organization by consistently delivering high-quality work, meeting deadlines, and collaborating effectively with colleagues. I also aim to maintain a positive and supportive work environment, which can benefit overall morale and productivity.
Group
- What type of leader do you have? My previous leader was a supportive and delegative leader who provided clear goals and expectations but also trusted me to manage my workload and make decisions. They were open to feedback and encouraged collaboration within the team.
- What impact does your team have on the overall organization? Our team played a vital role in ensuring efficient project completion. Through open communication and collaboration, we were able to identify and address potential roadblocks early on, minimizing delays and contributing to achieving organizational goals.
Organization
- What are the performance expectations for employees (i.e., high sales, quality of care, etc.)? In my previous role, the performance expectations focused on accuracy, efficiency, and meeting deadlines. Attention to detail and a strong work ethic were highly valued.
- What resources does the company put into its employees (i.e., empowerment, training, etc.)? The organization offered some training opportunities but primarily focused on on-the-job learning. There were limited opportunities for professional development outside of specific job skills.
Part 2: Reflection on Organizational Behavior (350-525 words)
This self-assessment exercise has provided valuable insights into the impact of organizational behavior on both individual employees and the overall success of an organization. Here are some key takeaways:
- Effective communication: Clear and open communication within teams and across the organization is crucial. When employees feel comfortable sharing ideas, concerns, and feedback, it fosters collaboration, problem-solving, and innovation. My experience with a supportive leader who encouraged open communication highlighted the positive impact it has on team dynamics and overall morale.
- Motivation and Empowerment: Employees who are intrinsically motivated by a sense of accomplishment and who are empowered to make decisions are more likely to be engaged and productive. In environments where training and development opportunities are limited, intrinsic motivation can be stifled. While my previous role provided some sense of accomplishment, the lack of investment in professional development limited my growth potential.
- Performance Expectations and Resources: Clearly defined performance expectations are essential for employee success. However, these expectations need to be balanced with the resources provided to achieve them. My previous organization focused on efficiency and accuracy, but limited investment in training made it challenging to consistently meet those expectations.
Impacting Organizational Behavior at My Workplace:
Based on these insights, I can actively contribute to positive organizational behavior in future workplaces.
- Promoting Open Communication: I will strive to create an open and collaborative environment within my team by actively listening to colleagues, sharing information openly, and fostering a safe space for feedback.
- Highlighting the Importance of Training: I will advocate for increased investment in training and development opportunities. This demonstrates the organization's commitment to employee growth and can contribute to a more skilled and engaged workforce.
- Maintaining a Positive Attitude: I will maintain a positive and professional attitude, which can have a ripple effect on colleagues and contribute to a more supportive and productive work environment.
Organizational Behavior and Success:
Organizational behavior plays a critical role in the success or failure of an organization. Here's how:
- Employee Engagement: Effective organizational behavior practices that prioritize clear communication, employee empowerment, and investment in professional development contribute to higher employee engagement. Engaged employees are more likely to be productive, innovative, and committed to the organization's success.
- Reduced Turnover: When employees feel valued and supported by the organization, they are less likely to leave. This reduces costs associated with recruitment and training and ensures continuity of knowledge and expertise.
- Improved Customer Satisfaction: When employees are empowered, engaged, and have the resources to perform their jobs effectively, it translates to better customer service. This can lead to increased customer satisfaction, loyalty, and ultimately, organizational growth.
Conclusion:
By understanding and promoting positive organizational behavior practices, both employees and organizations can thrive. This self-assessment has equipped me