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Guided Response: Answer any questions your instructor has about your initial post, and respond to at least two of your classmates’ postings by Day 7. Each of your responses to your classmates should be at least 100 words in length. Ask about your classmate’s perspective regarding the positive and challenging aspects of diversity. Share an example about workplace diversity and inclusion that will help your classmate understand your point of view.

· Discussion 1A reply

The informal components of an organization include values, attitudes, personalities, perceptions, conflicts, and culture. All organizations have employees that contribute not only through their skill sets but also through their personalities with different values and attitudes, and beliefs. Those components determine how they will interact with other employees and with management. Organizational behavior (OB) is a field that studies the interactions to better understand employees and helps managers lead and motivate to be productive (Kinicki & Williams, 2018). Organizational behavior is one of the most important factors when it comes to leaders and managers motivating employees.

The values, attitudes, and behaviors in the organization play a critical role in enhancing employees’ productivity and performance. Values are employees’ guidelines that drive thinking and behavior, attitudes are employee’s beliefs and feelings towards someone or something and behaviors are employees’ judgments and actions (Kinicki & Williams, 2018) Each company need to create an environment that makes it possible to develop those aspects among the employees. The role of a leader or manager is to identify those informal aspects and help employees develop them among themselves. As a leader or manager, you can have a positive or negative impact on employees’ attitudes, values, and behaviors. As Kinicki and Williams (2018) stated the environment in which employee performs can influence their attitudes, values, and behaviors. Managers and leaders make decisions on a daily basis that impact employees, thus through their actions, they can ensure that employees achieve job satisfaction among employees and are motivated. If the job satisfaction is high and motivation is high, the company will be able to achieve greater results. Motivation has a long-term impact on employees’ attitudes (Herzberg, 2003). Herzberg (2003) stated that there are two factors and organizations can adjust to influence motivation, and they are motivators (within the job) and hygiene factors (surrounding the job). When managers and leaders understand and implement this theory, they will be able to create a better work environment for their employees where employees will be motivated thus creating high performing organization.

The one example I can think of is my previous manager at work. She positively influenced my attitudes and behaviors by producing me with motivators. She was able to give me special, challenging projects to work on in addition to my actual job, this gave me an opportunity to grow in my career and get promoted. This gave me a feeling of achievement and since the work always varies this kept me motivated.

Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business Review, 81(1), 87–96. https://hbr.org/magazine

Kinicki, A., & Williams, B. K. (2018). Management: A practical introduction (8th ed.). McGraw Hill.

· Discussion 1B reply

Informal Components of Organizations

            The informal components of organizations that can affect employee engagement and performance would be employee attitude, value, and behavior.  Values are the abstract ideals that delineate a person’s thinking and behavior throughout their decision making.  In childhood and early teen years, a person’s values tend to be those that are instilled in them during this impressionable age.  However, as a person becomes older, his or her values may become subject to the results of life events such as sudden illnesses and deaths (Kinicki, 2017).

            Attitudes are the behaviors shown by employees as a response to specific objects, people, or events.  Moreover, attitudes can be described as a learned behavior towards a given stimulus (Kinicki, 2017). Attitudes have a direct affect on our performance both within the workplace and out of the workplace

            Together, attitude and value influence behavior.  Behavior can easily be described as one’s actions and judgements (Kinicki, 2017).  It is important to point out the element of OCB or Organizational Citizenship Behavior when talking about behaviors in the workplace.  OCB is essentially one’s behaviors in a group setting and is a common term used to evaluate behaviors within the workplace (Lee & Ha-Brookshire, 2020).

Types of Influence by Leaders and Managers

            Managers need to be aware of how a person’s values may affect their work.  Items such as concern for others, self- motivation and independence will have direct effects on an employee’s work.  By understanding these values of an employee, managers can assign work based off of them (Kinicki, 2017).  For example, my manager assigned me a project based around making donations to shelters because she knew how important charity work and giving back to the community was to me personally.

            Managers need to understand that employee attitude has a strong link on employee performance because it strongly affects performance outcomes.  For example, research shows that happy employees have a low turnover and upset employees have a high turnover.  It is imperative that managers know where their staff’s attitudes lie.

            Managers need to also be cognizant of employee behavior since it is directly tied to value and attitude.  Research shows that employees who feel valued and engaged are happier and more loyal to the company.  Studies also show that strong OCB has a direct correlation to long term sustainability of companies (Lee & Ha-Brookshire, 2020).

Influence of Leaders and Managers on Employee Motivation

            Organizational commitment or performance is the extent to which an employee is dedicated to an organization and its goals.  Employees who feel valued, have a high performance and productivity, and regular manager feedback feel like they are a part of the company and thusly stay longer.  Managers who give employees opportunities to prove themselves and their worth often feel valued and therefore more dedicated to the company. When employees feel valued and encouraged, their productivity rises (Kinicki, 2017).  Other ways managers can motivate employees include reducing time at work, wage increases, benefits, and communication training.  There are also studies showing a direct link between employee empowerment and performance. The higher the empowerment or opportunities presented, the higher the productivity and dedication (Herzberg, 2003).

Managerial Example

            I had a manager who took their job for face value and paid little to no attention to our team.  This individual only communicated with us when we did something wrong which created a toxic, negative atmosphere.  My team did not feel valued, and it thusly affected our behavior in that we were unmotivated and undedicated to completing tasks beyond what it took to just get the job done.  Our manager’s lack of attention to our team made us feel like we were not important and those behaviors were reflected in ourselves as acceptable creating further negative communications. 


Herzberg, F. (2003). One more time : how do you motivate your employees? Harvard Business Review Reprint Service.

Kinicki, A. (2017). Management (8th Edition). McGraw-Hill Higher Education (US). https://uaglobalcampus.vitalsource.com/books/9781259899065 (Links to an external site.)

Lee, S. H., & Ha-Brookshire, J. E. (2020). In pursuit of corporate sustainability: factors contributing to employees’ workplace behavior. Journal of Fashion Marketing and Management: An International Journal, 24(2), 235–249. https://doi.org/10.1108/jfmm-09-2019-0203