Module 2: Reflection on Learning
HROB 5001EL 12: Organizational Behaviour
Submitted to
Professor Dr. Ivy Kyei-Poku
Submitted by
Arnobe William Rozario
0438522
HROB 5001EL 12
Module 2 Reflection on Learning: Organizational and Individual Behaviour
The learning exercises for this week have provided participants with perception, emotional
knowledge, and Self-concept - all of which are vital when understanding behavior at the place of
work and were discussed in the Book Chapters 3 & 4. Through the readings, self-evaluations,
and discussions on the case studies, I enhanced my understanding of how these concepts
manifest in individuals and teams.
Key Learnings:
Self-Concept and Its Impact
This week focused on Chapter 3 focuses on the self-concept, which includes self-esteem, self-
efficacy, and social identity. A positive self-concept enhances a positive and confident attitude
towards self, and work and improves workers' performance and wellbeing. On the other hand, a
negative self-concept leads to insecurity, low motivation, and eventually withdrawal. In as much
as the author was already aware of self-concept, the course has enabled the author to become
more sensitive to how it influences his/her behavior at the workplace. Of course, confidence in
abilities makes the person perform complex tasks and participate in team discussions while the
requirement of abilities limits his development. According to the self-efficacy theory, boosting
self-efficacy involves self-talk that centers on past successes and the formulation of achievable
goals
The Perceptual Process and Mental Models
In Chapter 3, mental models and categories filter information for perception. Stereotyping and
prejudices in the workplace may impair judgment and relationships. These paradigms must be
challenged, and perspectives improved via awareness, empathy, and open communication.
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Workplace Behaviour and Mental Health in the Workplace
The area within Chapter 4 is focused on the management of the dynamics of the workplace and
personnel, which is closely connected with the concept of emotional intelligence (EI). Negative
factors such as stress and fatigue might be attributed to EI which is the ability to regulate own
and other people’s emotions. EI may improve professional networking and relations, or
interpersonal self or other awareness to allow health professionals to offer first-class care. It is
unclear whether this skill set would promote a supportive environment and negate
misunderstandings in high-stress situations such as the Hy Dairy Ltd case.
Dissatisfaction and workplace stress
This module focused on job dissatisfaction and workplace stress, reviewing the effects of
expectation management and job heterogeneity on people in organizations. The situation in the
organization affected Rochelle since she had pulled out from the company due to dissatisfaction;
the stress management techniques for staff and management at Hy Dairy Ltd are Social support,
time management, and relaxation techniques.
In conclusion, this module has boosted my understanding of self-concept, perception, feelings-
vitality, and stress, on human and organizational performance. Analyzing the results of the Hy
Dairy Ltd case, as well as other assignments of this course, I appreciated the importance of self-
awareness and emotional intelligence in improving the quality of interpersonal relations and
reducing job dissatisfaction. These strategies will benefit me in my self-development as well as
help me acquire better skills in handling complex organizational issues while being a valuable
asset to my team.
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Reference:
Chapter 3: McShane, S. L., Tasa, K., & Steen, S. L. (2021). Self-concept and perception.
In Canadian organizational behavior (11th ed., pp. 57-87). McGraw-Hill Ryerson.
Chapter 4: McShane, S. L., Tasa, K., & Steen, S. L. (2021). Emotions, attitudes, and
stress. In Canadian organizational behavior (11th ed., pp. 88-117). McGraw-Hill Ryerson.
McShane, S. L., Tasa, K., & Steen, S. L. (2021). Canadian organizational behavior (11th
ed.). McGraw-Hill Ryerson.
HROB 5001EL 12