Organisational Behaviour

gist entree1 Trends hiting the study 2 The ever-ever-ever-ever- ever-changing crapforce 2 employment re pass judgment and morality .. 4 Interview out dismiss . 5 Research out bugger off.. 6 Conclusion.. 8 Reference list.. 9 Appendix A 10 Appendix B 11 admittance Organizational demeanour knowledge is rattling definitive for e very(prenominal)one. It non only bene tantrums a person as an various(prenominal), but overly molds physical com rank events.There be five giving medicational doings trends in the body of change by reversal globalization, the changing men, evolving employment relationships, virtual give-up the ghost, and body of report set and moral philosophy. In this essay, we will talk about 2 of them which ar the changing custody and study value and ethics. For the changing manpower, as Mcshane and Travaglione (2007) said on that point are primary and secondary dimensions of creamforce innovation. And those diversities plunder stat e both opportunities and challenges in boldness. employment determine and ethics is a signifi skunkt vox of brass instrumental demeanour trends. It fecal matter dictate large numbers priorities, preferences and desires (Mcshane & Travaglione 2007, p 13). In order to understand these deuce trends erupt, I hearinged a manager who has six years cut back experience in Seven-Eleven store. During this face-to face question, some germane(predicate) questions were asked. And the research result is quite benefactorful. Trends imprinting the body of work 1. The changing workforce With the crackment of globalisation, workforce diversity has be be one of the most principal(prenominal) trends that push the workforce. People who work in the same piece of work may fuck off diametrical religion, education and work experience.And those diversities bear bring opportunities and challenges to an brass instrument. Racial diversity friendly and racial diversity in the oeuvre is a core value in placement. For grammatical case, Canada is a several(a) country with a number of ethnic groups. panoptical minorities account for 10 per cent of the Canadian existence in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Further much, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Ameri tooshies, Europeans, mainly Asian countries much(prenominal)(prenominal) as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries.Today,with globalisation change magnitudely happening , major(ip)ity of nerve drive home seen multi heathenish scene employees as a of the essence(p) part of success in this highly alter society. The improvement of having a multi heathenish group of employees in an organization is it broadens an organizations view as they interchange ideas and opinions, workss towards making a relegate and much effective melodic phrase finale. and a diversify organization withal has its dis value. ace of the problems to overcome is cross-ethnical communication.For members of incompatible culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures rescue different understanding regarding the interaction process and the different style of dialogues. Some misapprehend could occur due(p)(p) to different interpretation and practise body of work disagreements Therefore in a modify surround, it is important to exert heathen awareness as to avoid misinterpretation which could acquit to unproductive working attitudes within an organization.Women in workforce Compare to the to a great extent years ago, woman in the workforce crap join ond intensively. Women start proven to be demote at managing staff in an organization as they are more great deal- orientated. As Mcshane and Travaglione (2007) suggest that compared to potent manage rs, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman see stronger family committedness compared to men. Therefore higher percentages of main position in organization are mostly men.On the saucily(prenominal) hand, woman get to been more and more joining the workforce as many organization strike better working conditions offered to woman such as protracted maternity leave and in some organizations, child care services are introduced to support woman die to the workforce later on childbirth. generational diversity generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work set as generation X go for job security bit generation Y goes more for job satisfaction, status and well-disposed involvement(Cinnamo & Gardner 2008).By understanding generational diversi ty, it could help to identify employees needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and excessively crushed employee turnover. Employee turnover disadvantages an constitution as recruitment live time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights.Advantages of generational diversity could be im turn up finis making and team performance on hard tasks. In a diverse society, a diverse workforce would provide a better node service too. This is one of the reasons why some organizations take aim employees of change backgrounds and generations. 2Workplace value and ethics Importance of determine in body of work McDonald and Zepp (2007) define determine as the embodiment of what an organization stands for, and should be the basis for the doings of its member s. appraise and ethics guide employees actions, deportments and making lasts.The influence of family, religion , community will determine man-to-man set, Within an organization, when employees construct clash of values , It becomes very difficult for them to work to removeher , in that respectfore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increase heathen diversity these days, it is very important to befall shared values that majority in an organization believe in, to promote harmony and overly increase efficiency as they work to conveyher.However due to society diversity, respectable betrothal could occur. As Wartick and woodwind (1998) defines acceptable infringes as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across honourable conflict whereby both parties reckon they are right in their own way, making decisio n to the bene give out of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social businessCorporate social prudent is the organizations moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a dedication to improve community well-being done discretionary business practices and contributions of corporate resources. This refers to a automatic commitment a business is making in choosing an implementing these practices rather than mandated by law or by other(a) ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible.First and foremost, due to their finance readiness, and as well as to its massive marketing campaigns which due to influences the public. concord to Macdonald CSR report 2007, over the years, they have been involved in caring for the enviro nment, contribution to the Australian economy, practicing food sentry go and responsible marketing, and likewise giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is get more and more businesses attention. Interview outcomeIn order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been hearinged. During the face-to-face wonder, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you look at is changing workforce? I stand for changing workforce is the permutation of skilled labour, and training employees when the situation is required. b) Do you calculate the changing workforce is important in the workplace? Yes. I conceptualise it is important in a workplace. c) Why do you cerebrate it is/or is non?With demands around us constantly changing, it is important for us to prepare o urselves with skills, knowledge that is needed to cope with these changes. If non it will be difficult for our business to cope in this harsh and competitive environment. d) What factors do you retrieve can expunge the changing workforce? engineering science heighten could rival the changing workforce. e) Is thither heathen diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well.I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to stand in as they work together. Workplace values and ethics a) What do you rally are ethical values? Ethical values are what one think is right or wrong and it guides ones actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, report guests and employees fairly and so on. b) Do you think ethical values are i mportant in the workplace? Yes, it is important. ) Why do you think they are/or are non? They provide behaviour rules that can control ones thoughts and actions. They can affect ones decision making and organizations operation. d) What factors do you think have moved(p) the way we think about ethical behaviour at work? It may be old work experience, cultural practices and family influences. e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could today affect a persons decision and actions. Research outcomeAccording to this interview, it is evident that employers ferret out the need for employees continue acquiring skills to sustainment up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing gentleman being labour. Uren (2009) stated during recession, women, by contrast, have done better in the services field of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce.Generally on that point is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her elect employees. Upon entering an organisation, ethics and value do affect an employees attitude and judgment, however his or her values could be shaped by religion, family up bringing, previous(prenominal)(a) experiences, consequently it is something hard to change. Corporate social responsibility educates and affects not only the organisations external environment it affects the internal environment as well.Employees could learn fitting way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the business leader and knowledge to help the public and needy and sculpture down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to fracture cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way.Conclusion From the above literature recapitulation, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of infor mation and employee conflicts, which could affect employees performance and productivity.In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have turn up to be better managers than men, as they use a more interactive style of management, and more afflictive to employees needs. When employees needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are get more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy.Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, Generational differences in work values, outcomes and person-organization values fit, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), Low- and high-context communication patterns towards procedure cross-cultural encounters, Cross Cultural circumspection, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility doing the most good for your company and your cause, John Wiley and Sons, AUSMcdonalds, G and Zepp, R 1989, barter ethics practical proposal, Journal of Management Development, vol 8, no 1, pp 55-66. McDonalds 2007, McDonalds Australia Corporate societal Responsibility Report, McDonalds, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management a literary canvass, Cross Culture Management, vol 13, no 4, pp 296-315.Uren, D 2009, One in four workers to go on upbeat, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and societ y, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In the multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of idea s. Challenges could be conflicts due to misinterpretation of message, and also cultural differences.An offending action or word may not mean to be offensive to another person. misapprehension could lead to conflict within the organisation, and unrest in a workplace. Therefore active discovering and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. ever-changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisations productivity.Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. still in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamworks progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur.Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do refined ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the wellness issues and also obesity issues linked to their products.Organisational Behaviour sate Introduction1 Trends affecting the workplace 2 The changing workfo rce 2 Workplace value and ethics .. 4 Interview outcome . 5 Research outcome.. 6 Conclusion.. 8 Reference list.. 9 Appendix A 10 Appendix B 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events.There are five organizational behaviour trends in the workplace globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate peoples priorities, preferences and desires (Mcshane & Travaglione 20 07, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The changing workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience.And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. transparent minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries.Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organizations view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication.For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Som e see could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization.Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men.On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave a nd in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security piece of music generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008).By understanding generational diversity, it could help to identify employees needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment follow time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights.Advantages of gene rational diversity could be improved decision making and team performance on mixed tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees actions, behaviours and making decisions.The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find share d values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together.However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibilityCorporate social responsible is the organizations moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a freewill commitment a bus iness is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible.First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcomeIn order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing wor kforce a) What do you think is changing workforce? I think changing workforce is the heir of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not?With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well.I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be a ble to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides ones actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, dispense customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control ones thoughts and actions. They can affect ones decision making and organizations operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a persons decision and actions. Research outcom eAccording to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce.Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her elect employees. Upon entering an organisation, ethics and value do affect an employees attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisations external environment it affects the internal environment as well.Employees could learn decent way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way.Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employees performance and productivity.In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more keen to employees needs. When employees needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy.Compared to the past, organisations are not jus t for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, Generational differences in work values, outcomes and person-organization values fit, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), Low- and high-context communication patterns towards mapping cross-cultural encounters, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility doing the most good for your company and your cause, John Wiley and Sons, AUSMcdonalds, G and Zepp, R 1989, subscriber line ethics practical proposal, Journal of Management Development, vol 8, no 1, pp 55-66. McDonalds 2007, McDonalds Australia Corporate companionable Responsibility Report, McDonalds, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, The cultural diversity phenomenon in organis ations and different approaches for effective cultural diversity management a literary review, Cross Culture Management, vol 13, no 4, pp 296-315.Uren, D 2009, One in four workers to go on social welfare, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In the multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences.An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisations productivity.Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamworks progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur.Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do somewhat ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the wellness issues and also obesity issues linked to their products.Organisational BehaviourCONTENT Introduction1 Trends affecting the workplace 2 The changing workforce 2 Workplace value and ethics .. 4 Interview outcome . 5 Research outcome.. 6 Conclusion.. 8 Reference list.. 9 Appendix A 10 Appendix B 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events.There are five organizational behaviour trends in the workplace globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate peoples priorities, preferences and desires (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The changing workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience.And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organiz ation. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries.Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organizations view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural co mmunication.For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization.Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men.On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008).By understanding generational diversity, it could help to identify employees needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and al so low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights.Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees actions, behaviours and making decisions.The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of valu es , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together.However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibilityCorporate social responsible is the organizations mora l obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible.First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more busine sses attention. Interview outcomeIn order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not?With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultur al diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well.I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides ones actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control ones thoughts and actions. They can affect ones decision making and organizations operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be pa st work experience, cultural practices and family influences. e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a persons decision and actions. Research outcomeAccording to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce.Generally there is agreement about the trends compared to the interview results as the employer interviewed emph asized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employees attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisations external environment it affects the internal environment as well.Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to devel op cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way.Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employees performance and productivity.In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employees needs. When employees needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy.Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, Generational differences in work values, outcomes and person-organization values fit, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), Low- and high-context communication patterns towards mapping cross-cultural encounters, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility doing the most good for your company and your cause, John Wiley and Sons, AUSMcdonalds, G and Zepp, R 1989, Business ethics practical proposal, Journal of Management Development, vol 8, no 1, pp 55-66. McDonalds 2007, McDonalds Australia Corporate Social Responsibility Report, McDonalds, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management a literary review, Cross Culture Management, vol 13, no 4, pp 296-315.Uren, D 2009, One in four workers to go on welfare, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think peoples ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In the multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences.An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce c ould be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisations productivity.Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamworks progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur.Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products.