Organizational Behavior Analysis
Andrea D. Davis
June 02, 2013
Dr. Cheryl Moore
This paper explorers the organizational behavior for type of culture, modes of communication, nature of authority, motivational techniques, areas of EQ incorporated, the components of a virtual organization embraced and how the organization embraces new paradigms such as teleworking and virtual offices within The Internal Revenue Service. Managers in organizations engage in a variety of activities every day, among them supervising and directing employees. Organizational behavior concentrates on the people side of a business, nonprofit, or governmental entity. Organizational behavior concepts are designed to help a company or nonprofit fulfill its potential by creating a satisfying and positive environment that leads to profitability, growth, and other measures of success, thereby connecting the human element with the operational elements of an organization. Organizational behavior (OB) may be defined as the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels.
Organizational Behavior Analysis
Consequently, in the United States, organizational behavior and management researchers started studying the role that culture plays in the business community. The investigation led to some confusion. Some believed that the national culture of Japan was the driving force behind the competitive successes of businesses in that country. To others, however, it was the cultures of specific companies that created the advantage. My Company uses the Pluralism method. The first distinction to be made when studying culture is the level of analysis—a nation versus a specific company. An individual company constitutes the level of analysis. Therefore, organizational culture consists of a set of shared meanings and values held by a set of members in an organization that distinguish the organization from other organizations. An organization's culture determines how it perceives and reacts to the larger environment (Becker, 1982; Schein, 1996). Culture determines the nature of an individual's experience in an organization in both for-profit companies and nonprofit enterprises. Over time, employees find out how the company works, what is rewarded, and what is punished. Questions, answers, myths, stories, and jargon all become part of the organizational experience. When the person matches the organizational type, the fit produces the best chances for individual success. Company leaders enjoy distinct advantages when an organization exhibits a positive culture. Positive cultures are democratic and progressive. They nurture and value the contributions of members. Positive cultures tend to be more flexible and adaptable, making the organization better able to meet the challenges of a dynamic world (Benn, 2011). Organizational leaders have vested interests in trying to build positive cultures over time. Some studies suggest that culture can play a larger role in employee motivation than pay (Gifford, Zammuto, Goodman, & Hill, 2002). Organizational culture can help managers reach their goals while helping employees adapt to company life. The benefits of a positive culture include stability, employee self-management, and assistance in integrating new employees into the workplace. •Communicating with the IRS for a taxpayer regarding the taxpayer's rights, privileges, or liabilities under laws and regulations administered by the IRS. •Representing a taxpayer at conferences, hearings, or meetings with the IRS. •Preparing and filing documents, including tax returns, with the IRS for a taxpayer. •Providing a client with written advice which has a potential for tax avoidance or evasion. Furnishing information at the request of the IRS or appearing as a witness for the taxpayer is not practice before the IRS. Other individuals...
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