Leadership and Organizational Behavio

Question: Discuss about the Leadership and Organizational Behavior. Answer: Introduction The organizational effectiveness is an important part of the organizational behavior that is required to ensure the efficient functioning of the internal organizational operations. This assessment discusses the key components of the organizational effectiveness including open system perspective, stakeholder relations, learning perspective, and high performance working practices addressed by the organization of Wal-Mart to improve the organizational internal functioning (Champoux, 2010). Components of Organizational Effectiveness Learning Perspectives- Wal-Mart is a learning organization where the learning perspectives, such as training and development programs, seminars, and learning programs are important for improving the knowledge and learning experiences of the working staffs. The senior management at Wal-Mart provides a good learning environment including the adequate training and skills development through expert trainers and coaching staff, good supervision and learning from the senior team members support to assist in improving the skills, relevant job knowledge, values and abilities as well as in resolving the grievances and dissatisfaction conflicts among the staff members. At Wal-Mart, a pleasant and supporting learning environment is rendered to its employees for their skills development as well as job satisfaction that may lead to the improved employees performances and productivity outcomes. The new hire employees training program at Wal-Mart includes videos and information about the foundation and working of the company for providing the general and specific knowledge to the employees about the companys culture and expectations associated with this culture (Hellriegel and Slocum, 2012). The senior management and team leaders give directions for following principles, such as learn from the past, listen to colleagues and customers, to learn about the customers needs and preferences, learn from past, innovation and risk-taking, have clear goals and values, agree when you stand, employ the right people, admit your mistake, and enjoy while working are such fundamental principles that assists in creating a good learning and supporting environment to the working staffs at Wal-Mart store chains in Canada. The organizational learning theory by Argrys and Schon (1996) identifies the three levels of learning including single loop learning, double loop learning, and Deuterolearning for improving the learning processes and learning cultural understanding at all levels at organization. For ex- single loop learning is based on feedbacks or productivity outcomes in which an effective strategy is developed/ modified in response to unexpected productivity outcomes/results. E.g. sales falls, the marketing manager is required to investigate the root cause and tweak the strategy to bring back the sales on track. The double loop learning provides the learning to change in strategy through modifying the entire marketing or sales process after incorporate significant changes to values, strategies, and assumptions to create more efficient learning environment in order to achieve the expected results. The deuterolearning involves improving the learning processes and systems itself as it is composed of the behavioral and structural components to determine how the learning takes place within the organization. This theory could be applied to the Wall-mart retail stores in Canada to improve the learning processes, systems, and environment within the organization (Jones and Mathew, 2008). Another theory, cognitive learning theory promotes the knowledge management and information sharing system practices to create a leaning environment to all employees. This theory explains the knowledge, understanding, ideas, thoughts, perceptions, and interpretation of the employees about themselves and the environment. This theory defines learning as the outcomes of the deliberate thinking on a cognitive problem or situation based on the facts, findings, and responses in an objective and oriented manner. This theory explains that the employees learn the objects, events, and responses from the environment depending upon the meaning to the stimuli. This theory could be used at Wal-Mart stores to improve the cognitive knowledge, learning attitude, and experiences of the workforce from the environment so that they could deliver the effective customer service. Stakeholder Relationship This is another important component that is majorly responsible for the organizational effectiveness of Wal-Mart. This is an indispensable part of the organizational planning that aims to achieve the good productivity outcomes by improving and maintaining the healthy working relationships with the stakeholders. Wall-Mart is one of the leading retailing stores chains in the world that works in accordance with the stakeholder theory by putting the stakeholders needs, interests, and expectations at front. The stakeholder relationships could be achieved through a long-term commitment to a structured process by focusing on identifying and understanding the needs and interests of the stakeholders, managing their expectations, monitoring the efficiency of the stakeholder engagement activities, and continuous review of the stakeholder community. It is also necessary for the firm to treat ethically with all its stakeholders by considering their needs, interests, and expectations while impleme nting the organizational planning and strategy (Chance, 2013). According to a stakeholder theory by Edward Freeman (1984), who emphasized the importance of stakeholder relationship approach in the organizations. This theory promotes good stakeholder relationships in order to attain the desired productivity and good perforce results. According to Freeman, the stakeholders relationship could be developed and maintained within the organization of Wal-Mart to develop the stakeholders competences. Along with this, the stakeholders competences could be achieved and maintained by making commitment to monitor the stakeholders needs and interests, develop the strategies to deal with the stakeholders and their concerns effectively, categorize the stakeholders needs and interests into manageable segments, and ensure good match between the organization functions and stakeholders needs, interest, and expectations. According to another stakeholder relationship approach by Clarkson (1995), the stakeholders participation in the team meetings and organizational decision-making is important for the stakeholders interests and satisfaction as well as long-term survival of the organization. This theory could be applied to Wal-Mart store chains to protect the stakeholders interests, expectations as well as working well their rights, responsibilities, and objectives ethically. Another stakeholder approach by Botan and Hazelton (1989) signifies the value of an on-going stakeholder engagement via two-way and dialogic symmetrical communication by inviting the stakeholders in the organizational decision-making process (Griffin and Moorhead, 2013). According to this, the stakeholder relationship management could be maintained at Wal-Mart organization by involving the stakeholders participation and consistent communication for consultation, measurement, auditing, and reporting with them that may improve the o rganizational productivity by improving their performance. Noland and Phillips (2010) identifies two recent trends in the stakeholder relationship-Habermasians (moral conversation by ensuring the pleasant conditions of communication where the ethical communication to be held by avoiding corrupted or unethical practices, such as power difference and strategic motivations) and ethical strategist (improving the stakeholders engagement in an ethical way). Conclusion From the above studies, it can be concluded that the learning practices, such as training and learning programs, e-studies, and senior management support are important for improving their skills, knowledge, and work experiences of the working staffs at Wall-mart store chains. The theories related to the stakeholders relationship approach will be significant for the organization for enhancing the corporate image as well as productivity outcomes of the company by meeting the needs, interests, and expectations of the stakeholders. References Champoux, E. J. (2010). Organizational Behavior: Integrating Individuals, Groups, and Organizations. UK: Rout Ledge Publication. Chance, P. (2013). Introduction to Educational Leadership and Organizational Behavior. UK: Rout Ledge Publication. Griffin, R. and Moorhead, G. (2013). Organizational Behavior: Managing People and Organizations. Canada: Cengage Learning. Hellriegel, D. and Slocum, J. W. (2012). Organizational Behavior. Canada: Cengage Learning. Jones, G. R. and Mathew, M. (2008). Organizational Theory, Design and Change. Canada: Pearson Education Inc.