“Organizational behavior entails the study and application of people’s knowledge either in groups or as individuals. (Clark, 1998, Para. 1). “Organizational culture is a set of important assumptions about the organization and its goals and practices shared between members of an organization (Snell & Bateman, 2009, P. 26)”. These are shared values about what is important and beliefs on how society works. Depending on these, organization culture gives a framework on people’s behavior in an organization (Snell & Bateman, 2009). Organizational behavior and culture lead to general performance, individual satisfaction, and personal development in an organization (Clark, 1998). These are the elements of an organization’s existence.
Business is a social-economic activity while ethics are morals. Business ethics demands morals, social and business structures that are beneficial to moral values. Without these morals, a business cannot function. In business, people should not only consider making profits but also must bear in mind that professional integrity, responsibility, and fairness governs the way we should live with others. Business ethics are substantial as the business itself (Agalgatti & Krishna, 2007). Ethics in business seeks to identify the rules that are worth governing people’s behavior in an organization (Snell & Bateman, 2009). Ethics are guided by underlying values such as being honest, keeping promises, pursuing excellence, acting with integrity, and respecting others among many other principles of conduct (Snell & Bateman, 2009). Therefore, “business ethics comprises of the moral principles and standards that guide behavior in the world of business (Snell & Bateman, 2009, P. 5)”.
Communication in an organization is “a program that focuses on the general communications processes and dynamics within organizations (Middle, 2008, Para. 1)”. The communication process generates and results in shared meaning. Communication is about the creation of meaningful systems in families and cultures. It is more of understanding market segments to enhance persuasion and increase sales in a business setting. Communication can help an organization to beat its challenges (Miller, 2008).
Streater defines diversity as “the variety that exists in the race, gender, ethnic or cultural background, age sexual orientation, religion and physical or mental capability (Streater, 1999, P. 1)”. Diversity explains different ways, in which each and every person is distinct from the other (Streater, 1999). Diversity can be a good source of innovation for future development and competitiveness in an organization. Diversity helps an organization to develop and give a broad range of products and services. It creates an equal opportunity for all as it reduces discrimination. Open-mindedness is the key to achieving organizational diversity (Arredondo, 1996).
The management change is a managerial responsibility that involves the use of management tools to realize successful change with minimal disruption to an organization (Creasey & Hiatt, 2003). Management change enables managers to be more effective hence making it possible to prevent and manage resistance to change. In addition to that, it helps managers to avoid productivity loss and unnecessary turnovers thus increasing productivity (Creasey & Hiatt, 2003).
In Toyota Company it is believed that people are the company’s competitive strength. There is always a connection between the executives and those on the shop floor in the company. “Toyota has converted their values into practice through a detailed and carefully thought workforce planning systems (Hoseus & Liker, 2007, P.343)”. Toyota Company values the partnership with its employees to manage the company in such a way that prevents layoffs. They have managed to prevent these through a partnership with their employees in establishing long-term mutual prosperity (Hoseus & Liker, 2007).
References
Agalgatti, B. & Krishna, S. (2007). Business Ethics (4th ed). Budhwar Peth: Nirali Prakashan.
Arredondo, P. (1996). Successful Diversity Management Initiatives: A Blueprint for Planning and Implementation. New Barry Park, California, SAGE.
Clark, D. (1998). Organizational Behavior. Web.
Creasey, T. & Hiatt, J. (2003). Change management: the people side of change. Loveland, CO: Prosci.
Hoseus, M. & Liker, J. (2007). Toyota Culture: The Heart and Soul of the Toyota Way. New York, NY: McGraw Hill Professional.
Middle Tennessee State University. (2008). Organizational Communication. Web.
Miller, K. (2008). Organizational communication: approaches and processes (5th ed). Florence, KY: Cengage Learning.
Snell, S. & Bateman, T. (2009). Management: Leading Collaborating in a Competitive World (8th ed). New York, NY: McGraw-Hill/Irwin.
Streater, C. (1999). Diversity and Doing Business: A Look at Diversity Issues for the Real Estate Professional. Chicago, IL: Dearborn Trade Publishing.