5-Star Review by Readers’ Favorite

The world has changed considerably in recent

years. Technology and globalization have had a
significant impact on many aspects of our lives,
including the way we work. If you have not been
able to keep up with the new trends but want to
run a successful business, I recommend that you
read Vibrant Publishers’ Organizational Behavior Essentials You
Always Wanted to Know. In this volume (an incredible mine of
information), you will have at your disposal valuable material on
development theories, how to manage diversity and inclusion, how to
motivate your team, and much, much more. Additionally,
Organizational Behavior Essentials You Always Wanted to Know
includes a very useful glossary, quizzes, and summaries for each
chapter.

It is rare to find a book that helps its readers in a significant way,

but Organizational Behavior Essentials You Always Wanted to Know
does this and more. Vibrant Publishers has done an excellent job
of researching and analyzing the issues that interest everyone who
wants to run a successful organization. I particularly like that Vibrant
Publishers stresses the importance of creating the best possible
atmosphere in the workplace. Moreover, I appreciate how they
emphasize the positive impact that diversity brings to every company.
Overall, Organizational Behavior Essentials You Always Wanted to
Know is very well-balanced and clear, and the chapter summaries
and quizzes are helpful. After reading this book, readers will not
doubt what is worth doing for the success of their organization. I
recommend it to anyone who wants to remain competitive in the
market.

This review is for an earlier edition.

This page is intentionally left blank
 TM

SELF-LEARNING MANAGEMENT SERIES

ORGANIZATIONAL
BEHAVIOR
ESSENTIALS
YOU ALWAYS WANTED TO KNOW

SECOND EDITION

A practical guide for mastering the three levels of

organizational behavior.

VIC CLESCERI
Organizational Behavior Essentials
You Always Wanted To Know
Second Edition

© 2024, By Vibrant Publishers, USA. All rights reserved. No part of this publication
may be reproduced or distributed in any form or by any means, or stored in a database
or retrieval system, without the prior permission of the publisher.

Paperback ISBN 10: 1-63651-230-5

Paperback ISBN 13: 978-1-63651-230-3

Ebook ISBN 10: 1-63651-231-3

Ebook ISBN 13: 978-1-63651-231-0

Hardback ISBN 10: 1-63651-232-1

Hardback ISBN 13: 978-1-63651-232-7

Library of Congress Control Number: 2021936892

This publication is designed to provide accurate and authoritative information

in regard to the subject matter covered. The Author has made every effort in the
preparation of this book to ensure the accuracy of the information. However,
information in this book is sold without warranty either expressed or implied. The
Author or the Publisher will not be liable for any damages caused or alleged to be
caused either directly or indirectly by this book.

Vibrant Publishers books are available at special quantity discount for sales
promotions, or for use in corporate training programs. For more information please
write to [email protected]

Please email feedback / corrections (technical, grammatical or spelling) to

[email protected]

To access the complete catalogue of Vibrant Publishers, visit

www.vibrantpublishers.com
 SELF-LEARNING MANAGEMENT SERIES

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BUSINESS LAW ESSENTIALS 9781636511702

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 About the Author
For more than thirty years, Vic Clesceri has
dedicated his career to developing and leading
people. He has done this within boardrooms,
conference rooms, and classrooms, as a
management executive, professor, consultant,
and certified coach. Vic is passionate about
serving people by helping them develop to
their fullest potential, both personally and professionally.

Vic brings a diverse background and experience in talent

management and organizational development, having led people
and teams across many industries, including food and beverage,
dairy, pharmaceuticals, nonprofits, education, and professional
services. He has led talent management and organizational
development initiatives across many disparate business functions,
including sales, strategy, analytics, customer development, and
business planning. Vic’s experience in this space has also served
organizations from $5 million to $15 billion.

Vic is the Founder and Leader Sherpa of The Management Sherpa,

a boutique talent management and organizational development
consultancy. He works as both an executive coach and business
advisor within these spaces. In addition to this professional work,
Vic is a Visiting Assistant Professor with Miami University’s
Farmer School of Business and an adjunct faculty member for
Mount St. Joseph University’s Master of Science in Organizational
Leadership program, where he teaches courses in Talent
Management & Development, Organizational Behavior, and
Change Management. Vic holds an MBA from Webster University
and an MAEd from Central Michigan University.
 What experts say about this book!
This book provides an exploration of how managers and employees
work in groups for the completion of organizational objectives.
Emphasis is placed on the growing dependency on understanding the
behavior and personality of communities of practice (teams) in the
workplace. The textbook equips students with insights regarding the
ability to manage work teams, operate and navigate teams successfully,
and obtain successful results via team dynamics. Researchers tell us
that opportunities to succeed need to be more abundant in today’s
workplaces; the author of this book is the proverbial knock and invitation
for students to open that door.

– Fernán R. Cepero
Organizational & Global Leader

(1) The study of Organizational Behavior is complex. Yet, this well-written

textbook titled “Organizational Behavior Essentials” makes it easy for a
student to master the subject matter in a textbook using the self-study
method; (2) Students take a quiz at the end of each chapter. This ensures
students' success in mastering organizational behavior; (3) Answers
are provided for each quiz making it easy for a student to self-evaluate
after its completion; (4) the textbook is in a focused style and written
examples are provided for each concept for the student. As the textbook
is illustrated with examples, a student is expected to learn the concepts
easily. Overall, excellent writing and format of the textbook, and the
price is right.

– Dr. Benito Garza

South Texas College
 What experts say about this book!
This book will be an industry standard on how you provide a blueprint for
creating a more sustainable and equitable work environment. The four
major areas that are important for readers to understand are: A) Culture
and Communication; B) Diversity and Inclusion; C) High Performance
Work Teams, and D) Talent Development. Organizational Behavior
Essential Matters! It will provide a strategic developmental framework
for re-invigorating your employees to high-level success.

– Denean Robinson
Instructor of Workforce Continuing Education

Organizational Behavior Essentials provides a concise guide in helping

the reader understand the components of organizations as well as
identify what makes a successful organization. This includes leadership
character, the importance of high-performance teams, the need for
talent development and training, successfully communicating the
need for change, and employee relations. All subjects address the
increasing globalization of the workplace and the need for a diverse and
multicultural approach to be successful. This book is well-written, very
clear, and very helpful for someone who wants an overview of what is
meant by organizational behavior. I liked the importance it placed on
leadership character, training, and development. A minor plus for me was
the acknowledgment that high-performance teams also need a sense
of empathy and inclusiveness or else they would create a very negative
workplace atmosphere.

– Jeff Conner
Library Director, Command Fleet Activities Yokosuka (CFAY), Japan
 What experts say about this book!
Organizational Behavior is a vast subject of study and it requires a
comprehensive and holistic approach to understand it. This book has
nicely presented the essential concepts of Organizational Behavior in
easy language for the students of management programs. The quizzes at
the end of the chapters are helpful in self-assessments. All essential and
relevant aspects related to Organizational Behavior are considered in this
book and it is useful for practitioners too.

– Anant Kumar Srivastava

Professor- Information Systems and Analytics,Asia-Pacific Institute of
Management, New Delhi

It is important to have reliable and trustworthy leadership in every

aspect of life. Organizational Behavior Essentials You Always Wanted to
Know is a great tool and resource to have on any manager’s bookshelf.
Its reference to leadership skills and advice on how to manage
effectively can help anyone coming into the role develop their practices.
I recommend this book if you are learning the art of leadership, or just
need reminders on the aspects of management.

– Annie Bahringer
Library Director, North Shore Library
 What experts say about this book!
Organizational Behavior Essentials is a well-organized and insightful
course or text designed to teach you how effective and forward-thinking
organizations should be managed in today’s modern and changing
environment. Each chapter is structured to present a lesson relating to
the chapter topic, followed by a chapter summary to reinforce the lesson,
and finally, a “brief” quiz to ensure the reader has absorbed the lesson
that has been presented. Human resources and talent development
within the modern organization is the primary focus of this text with
a concentration on the development of high-performance employees
and teams. Organizational Behavior Essentials emphasizes the need to
be inclusive and embrace diversity and cultural differences at all levels
in the organization while highlighting the costs and risks incurred when
organizations ignore diversity. Even the less human resources-oriented
chapters on communications, power & politics, or decision-making &
conflict still concentrate on the human impact that the subject has on the
organization.

Organizational Behavior Essentials will make a valuable addition to a

business library or a public library with a business collection.

– Tim Neale
Aurora Public Library
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 Table of Contents

Section 1: Introduction

1 What is Organizational Behavior? History, Theories,

Global Perspectives 1
1.1 The Changing Workplace 3
1.2 The Challenge of Increased Quality 4
1.3 Employee Motivation and Commitment 5
1.4 Global Organizational Behavior 7
1.5 Leadership Responsibilities 9
1.6 Training 10
1.7 Diversity and Inclusion 10
1.8 Globalization and Leadership 13
1.9 Global Culture and Communication 16
Quiz 18
Chapter Summary 22

Section 2: The Individual

2 Understanding People at Work: Diversity and Individual

Differences 25
2.1 Inclusion Leadership 30
2.2 Workplace Diversity 31
2.3 Managing Differences 32
Quiz 34
Chapter Summary 38
3 Motivation and Reinforcement 39
3.1 Key Concepts of Reinforcement 41
3.2 Motivation 43
3.3 Expectancy Theory of Motivation 45
3.4 Performance Management and Motivation 46
Quiz 48
Chapter Summary 52

4 Perceptions, Decision-Making, and Problem Solving 55

4.1 Perceptions and Behavior 57
4.2 Problem Solving 59
4.3 Decision Making 61
4.4 Decision Making Framework 62
Quiz 64
Chapter Summary 68

5 Theories in Talent Development 71

5.1 Talent Development and Training 72
5.2 ADDIE - Analysis 76
5.3 ADDIE - Design 77
5.4 ADDIE - Development 79
5.5 ADDIE - Implementation and Evaluation 80
5.6 Kirkpatrick Model 81
5.7 Globalization of Training 84
Quiz 85
Chapter Summary 88
 Section 3: The Group

6 Group Behavior, Teamwork and High-Performance Teams 89

6.1 Stage 1: Forming 90
6.2 Stage 2: Storming 90
6.3 Stage 3: Norming 91
6.4 Stage 4: Performing 91
6.5 Stage 5: Adjourning 92
6.6 Team Development 95
6.7 Cultural Differences 96
6.8 Qualities of High-Performing Teams 97
6.9 Talent Acquisition 98
6.10 Rewards and Motivation 99
6.11 Leadership and Communication 99
6.12 Empowering Teams 100
Quiz 101
Chapter Summary 105

7 High-Performance Job Designs 107

7.1 The Value of High-Performing
Work Systems 109
7.2 High-Performance Work Systems and
Employee Empowerment 110
7.3 Role of Human Resources in High-Performance
Job Designs and Work Systems 111
7.4 Technology in High-Performance
Organizations 112
7.5 Align Goals with Business Strategy 112
7.6 Performance Management in HPWS 113
7.7 Impact of High-Performance Work Systems 113
Quiz 115
Chapter Summary 119
8 Information and Communication 121
8.1 Communication Within Organization 125
8.2 Groups and Teams 125
Quiz 129
Chapter Summary 132

9 Power and Politics 135

9.1 Different Ways Organizations Use Power 137
9.2 Power at all Levels 139
9.3 Power and Leadership 140
Quiz 141
Chapter Summary 144

10 Decision Making, Conflict, and Negotiation 147

10.1 Decision Making Leadership 150
10.2 Communication 151
10.3 Motivation and Accountability 152
10.4 Building Positive Relationships 152
Quiz 154
Chapter Summary 158
 Section 4: Organizations

11 Basic Attributes of Organizations 161

11.1 Different Leadership Role and Skills 163
11.2 Organizational Global Culture 163
11.3 Organizational Environment and
Motivation 165
11.4 Managing Workplace Stress 167
11.5 Leadership: Fundamentals and
Emerging Perspectives 168
Quiz 170
Chapter Summary 174

12 Strategic Competency and Organizational Design 177

12.1 Technology Supports Technology 179
12.2 Organizational Design and Talent Pool 181
12.3 Cultivate Leadership 182
12.4 Elevate Training Initiatives 183
Quiz 185
Chapter Summary 189

13 High-Performance Organizational Cultures 191

13.1 Creating a High-Performance Culture 194
13.2 From Vision to Performance 195
13.3 Traits of High-Performance Work Teams 196
Quiz 198
Chapter Summary 202
14 Change 205
14.1 Change Management 206
14.2 Successful Change – What it Takes 209
14.3 Assessing Organizational Readiness and
Adaptability to Change 212
Quiz 216
Chapter Summary 220

15 Human Resource Management Systems 223

15.1 HRMS Effectiveness and Efficiencies 227
15.2 Recruitment Tracking 229
15.3 Confidential Personnel Files 229
15.4 Payroll 229
15.5 Benefits Administration 230
15.6 Learning and Development 230
15.7 Performance Management 231
Quiz 232
Chapter Summary 235

16 Assessments Used in Organizational Behavior 237

16.1 Surveys and Questionnaires – Unveiling
Organizational Insights 238
16.2 Personality, Behavioral, Emotional Intelligence,
and Strengths Assessments 241
16.3 Team and Organizational Effectiveness
Assessments 252
Quiz 257
Chapter Summary 261

Glossary 263

Bibliography 267
 Preface
Organizational Behavior is the study of the complex inner
workings of organizations. It is a macroscopic view of employees,
teams, departments, divisions, and other parts of businesses,
corporations, governments, and other groups. Organizational
Behavior covers the relationships between individuals, between
groups within an organization, and between an organization
and the rest of the world. The world of work in this century
is very different from what it was 15 years ago. Today’s work
environment is technological, innovative, and multicultural.
Businesses encompass diverse global teams to fulfill their goals.
In any organization or its respective divisions, there is more
prominent diversity in terms of demographic characteristics,
interests, and cultures than in past decades.

Mental and physical abilities remain important attributes for

predicting job success, personality, and interpersonal skills.
Organizational behavior is the study of individual and group
performance and activity within an organization. The study
incorporates parts dedicated to job performance: amplifying job
fulfillment, advancing innovation, and inspiring leadership.
 How to use this book?
1. This book can be used as a guide or reference to understand
the role of Organizational Behavior within an organization
as well as the role of Human Resources or OD practitioners
in leading organizational change initiatives.

2. The book should be approached with an open mind

regarding the possibilities and the paths to which it could
lead. This is the case because Organizational Behavior is
an evolving discipline with new research being added
consistently, and the impact of technology being a driving
force behind organizational change.

3. It should be read as a general introduction to the subject.

Each section itself could be its own book. Should a
particular section or chapter inspire the reader, (s)he should
follow up by researching that specific area of interest.

4. For practitioners, the book should also serve as a sounding

board or reality check. Over time, one tends to start building
comfort and prejudice in certain areas of the subject.
The same might happen with Organizational Behavior,
especially in the areas of which tools or models to use.

5. Recognize the bibliography as a comprehensive list of

resources and tools to research and investigate further.
 Who can benefit from this book?
This book can be useful for a cross-section of people:

1. For a management professional, it will provide a

foundational understanding of Organizational Behavior
with a comprehensive assessment of tools to be used for
organizational development and change management
initiatives within an organization.

2. For an OD or Human Resources professional, it should

serve as a refresher on some of the core concepts and
disciplines but it also offers deeper insights in terms of
assessing an organization’s readiness for change and
evaluating individual, team, and organizational strengths.

3. For a business school professor, it will offer a

comprehensive evaluation of Organizational Behavior to
be used as a primary or supplemental read within their
courses.

4. For students, it will introduce the topic of Organizational

Behavior and its link to Organizational Development and
Change Management, offering vocational awareness to
pursue a career in the discipline and understand its critical
role within organizations.

5. For business leaders, the book may create awareness and

offer diagnostic tools to identify and evaluate potential
strengths and shadows within their organizations through
the facilitation of a comprehensive library of assessments,
equipping them with the tools and insights to proactively
lead organizational development and change management
initiatives.

6. And, of course, anyone with a desire to learn more about

the subject would benefit from this book as well.
This page is intentionally left blank
Chapter 1

What is Organizational
Behavior? History, Theories,
Global Perspectives

B eginning in this chapter and continuing throughout

this course, we will cover numerous examples of
how companies from around the world meet the challenges
of global competition. Organizational behavior helps to
build enhanced workplace interactions and connections
between workers. Organizations plan for success using
either fundamental or innovative strategies. They set goals
and build teams to meet those goals. They hire visionary
leaders who can see beyond current market trends and plan
for a successful future. They create a structure to efficiently
plan, collaborate, communicate, solve problems, and meet
customer demands. They navigate change while either
steadfastly maintaining a certain course of action or by
pivoting to gain an edge over their competition or shaping

Self-Learning Management Series

2 Organizational Behavior Essentials You Always Wanted To Know

the market with bold action. Organizations are complex,

unique, and varied. They have similarities and differences we
will investigate.

What will be covered in this chapter

● The changing workplace

● The challenge of increased quality

● Characteristics of high-performance organizations

including (high-performing teams, strategic planning,
change readiness, knowledge skills and abilities,
communication, high-performance leadership)

● Employee motivation and commitment

● Global organizational behavior

● Organizational behavior dimensions including (strategy

and structure, obtaining management support,
empowering and developing teams, seizing opportunities,
remaining customer focused, influencing corporate culture,
shared purpose and vision, coaching people, shaping the
environment, agile leadership, leading through change,
promoting the company’s vision)

● Leadership responsibilities

● Communication Impacts on Organizational Culture

including (strategic alignment with employees, leadership
behaviors to build the system, measuring performance
through success with customers, continuous process
improvement)

● Training and development

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What is Organizational Behavior? History, Theories, Global Perspectives 3

● Diversity and inclusion

● Globalization and leadership

● Global culture and communication

1.1 The Changing Workplace

Technological disruptions have hindered the work

environments in numerous ways. They can be visually perceived
in the augmented utilization of automation, robotics, and expert
systems such as Human Capital Management (HCM), Enterprise
Resource Planning (ERP), and computer-integrated manufacturing
systems, which altered the way many products are manufactured
today. Such changes influence not only production proficiency
and product excellence but also the nature of jobs. Many
businesses are replacing front-line supervisors with self-managing
work teams who assume accountability for overall department
operation as well as production planning, quality control, and
even performance appraisals.

These constant innovative and technological changes require

business leaders to implement workplace transformations to
adapt these technological disruptions while still developing their
workforce. Managers can respond to the technological imperative
while preserving and improving the human resources of the
company. In terms of corporate resilience, striving to become
more efficient is perhaps the biggest challenge for management
Greater competition requires careful consideration of people,
groups, and whole organizational structures.
Self-Learning Management Series
4 Organizational Behavior Essentials You Always Wanted To Know

1.2 The Challenge of Increased Quality

To stay ahead of competitive advantage and establish market

competitiveness and other correlated factors such as cost-efficient
operational efficiency, production and manufacturing efficiency,
budget controls, learning and development investments. Total
Quality Management is responsible for enhanced quality
control of products and services that are constantly requested
by customers. Total Quality Management is defined as the high-
level efforts to monitor and improve quality of product and
processes within a firm. As an example, automotive giant BMW is
recognized for its high standards, quality, and service. Therefore,
the competitive advantage for BMW is the superiority of its luxury
cars.

Principally, if organizations want to stay ahead of their

competition, they must be dedicated to high quality products for
their customers. One of the biggest challenges an organization
faces is to encourage their employees to create a superior quality
of products and services.

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What is Organizational Behavior? History, Theories, Global Perspectives 5

Figure 1.1 Characteristics of a high-performance organization

Strategic
Planning

Design and
Change
Map
Readiness
Processed

High
Performance
Teams
High Knowledge
Performance Skills and
Leadership Abilies

Communicaon

1.3 Employee Motivation and Commitment

Adversarial relationships between leadership and employees

that organizations accepted in the past are a major hurdle in
the pursuit of industrial competitiveness. Organizations face
situations where the average employee clearly sees no reason to
increase output or improve the quality of current outputs whether
an organization is unionized or not. The company’s reward
system frequently restricts performance, rather than improving
it. At other times, rewards encourage employees to increase
quantity at the expense of quality. Furthermore, North American
organizations often view their workforce as a variable expense
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6 Organizational Behavior Essentials You Always Wanted To Know

and often cut jobs over short term operational or budget gains. As
a result, the organization is lacking employee commitment. Rates
of turnover and absenteeism are often unreasonably high, further
eroding the efficiency and effectiveness of the performance.

If businesses are to succeed in an increasingly turbulent

environment, managers need to find better ways to create and
motivate employees. The workforce of an organization is often
its largest asset and failing to appropriately manage it results in a
poor return on the organization’s investment.

In the business world, organizations that manage the global

complexity and interrelationships will accomplish high levels of
organizational efficiency and competitive advantage compared
to other organizations. Many global organizations are currently
wrestling to meet the quality demands of the customers and
as a result, companies are becoming more and more dynamic
and competitive to adapt new mechanisms, tools to make their
organizations more agile and flexible. This approach is helping
organizations to strengthen economic initiatives globally.
However, to achieve this effectiveness and flexibility within
the organizations many companies are moving toward shared
service models for functions such as product management,
human resources, finance, supply chain, etc. These functions
are centralized and serving different business units of the
organizations. To align with the shared service models, the
organizations employ Human resource business partners, finance
business partners, product manager business partners in every
business unit that interact with shared functions and yet support
sales leaders of their respective business units.

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What is Organizational Behavior? History, Theories, Global Perspectives 7

Global organizations and the international economy have

been around for decades; however, today’s global and economic
business activities pose different challenges for organizations.
Developing global strategies and managing global and diverse
cultures is the new norm for the managers. Business leaders
are expected to have a motivational approach; a total rewards
system that ties into employee growth, organizational design is
customized for different work groups. Innovative approaches are
required to serve the global market as opposed to the traditional
markets.

1.4 Global Organizational Behavior

Business leaders of global companies must have local

sensitivity with global knowledge and strategic skills to
understand and serve local markets with global flavor. Few
examples of global companies with local presence like McDonalds
for U.S. Customers serve different flavors, while McDonalds
in India and China have different local offerings, Proctor and
Gamble’s detergent is customized for European markets due to
the different make of the washing machines. These are just some
of the examples of organizations serving local markets with global
presence.

This global dynamic adds more complexity to the culture of

the organizations. Companies need to implement and manage
cross-culture, cross-border groups. The need for global networks,
systems, processes, compliance adds to the culture’s complexity.
Companies should not ignore the cultural differences while
developing a cross-cultural environment. Managers must learn

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8 Organizational Behavior Essentials You Always Wanted To Know

to manage individual differences while organizing functions,

business units, skills/tasks, etc. Communication skills are a key
factor in globalization. Managers with global teams will need to
be able to communicate with diverse culture teams, multilingual
skills will be a plus.

Global organizations have many complexities to work around

from people, structure, processes, etc. However, there are some
best practices that can mitigate some of the risks.

Figure 1.2 Organizational Behavior Dimensions in Organizations

• Agile Leadership • Strategy &

Structure
• Lead Through
Change • Obtaining
Management
• Promong
Support
Company’s Vision
• Empowering &
Developing Teams

• Shared Purpose • Seizing

And Vision Opportunies
• Coach People • Customer Focused
Culture
• Shape The
Environment • Retransformaon

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