LITERATURE REVIEW

Introduction

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Men are social animals who live in groups most of which may be called organizations (Furnham, 2005).

Even if you are an entrepreneur, company owner or an employee, we are living in a society that

everyone spends their days in organizations. We live, we work, we are happy or suffering throughout

our lives all from and between organizations. Organizations have a large impact on perceptions of

behavior and vice versa, the behavior in each of us plays an important role in the growth and profits of

organizations. That’s why Organizational Behaviour has been an interesting field of research for

decades.

Every entrepreneur wants to build a wealthy organization, which can be described as an organization

can become fitter, stronger, faster, and more competitive. Building a wealthy organization with effective

behaviors is not the duty of one leader himself or become less of a priority, it sticks with “pressing”

goals of profits and growth (Markovit, 2016). Behaviour help shaping a wealthy organization. This report

is essential to review the concepts from sociology that focus on how behavior which divided into

communication and conflict in the workplace affect the development of a wealthy organization. This

may help assess the problems may come from wrong conducts, misunderstanding or disregard.
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Literature Review

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Organizational communication is studied in the literature in detail by considering many aspects.

In general, organizational communication included two main dimensions; communication with coworkers

and communication with managers.

Communication with coworkers play an important role in the organization, it improves the

understanding between employee and helps them to do the right things in the right ways and commit to

improvement. It has been recognized that effective and appropriate communication is a vital ingredient

in the success of any change program (Kotter, 1995). Internal communication represents the

communication and interactions between the employees and members of an organization. Traditionally,

internal communication was defined as “communication with employees internally within the organization”

(Cornelissen, 2008).

Kreps (1990) defined organizational communication as the process whereby members gather

pertinent information about their organization and the changes occurring within it. The primary objective

is to inform the workforce about their tasks and the policy issues of the organization (De Ridder, 2003;

Francis, 1989). It is defined as “transmitting news about the work from organization to employees and

through employees (Phattanacheewapul & Ussahawanitchakit, 2008; Chen, J. C., Silverthone, C., & J.

Y. Hung 2005).

To build a strong organization, the individual makes an unshakable commitment to increase the

value provided by doing the right work in the right way with continuous monitoring of processes and

structured coaching for everyone (Markovit, 2016). More than one “right” words appeared here, it shows

the relationship between communication and behavior. It is assumed that with right communication, the

employees have more right attitudes about the organization lead to increasing their productivity and the

organization should be more effective. An employee’s performance depends on what is and what is not
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proper among his or her peers, which in turn affects that individual’s behavior and motivation to participate

in and contribute to the organizational framework (Asimkhan, 2005).

Communication is the human activity that links people together and creates relationship (Duncan
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& Moriaty, 1998). The effective communication help employee in an organization connect and understand

each other. There are many ways to communicate with coworkers like discussing, email, meeting… No

matter what is management functions, planning, organizing, leading or controlling, it all need an effective

communication to get effective results. Every department in an organization needs through

communication to reach the common goals.

At the management level, to develop a competitive advantage for organizational performance and

improvement, we need an effective communication system. (Gray and Laidlaw, 2002) state that leaders

need to enact strategies to improve communication that could lead to positive work consequences. The

effective communication will assist organization manages diversity by promoting equality and integration

in the workplace.

Leadership styles can be the difference, but obviously that if the leader has good communication with the

employees, effectiveness will be high on the part of the employees. The effective communication from

management level also expressed in their behavior. (Podsakoff et al, 1990) said that leadership behavior

can affect trust and satisfaction of employees to the organization and organizational citizenship behavior

further enhances the relationship between leadership style and organizational commitment directly.

On the other hand, the conflict between organization also known as conflict within the individuals. The

conflict within the individual is usually started from the difference of opinions, the competitive and the

diversity in work place. Immigration and globalization, combined with new civil rights laws and changes

in public opinion, have resulted in vastly increased workplace diversity in the last half-century (Stockdale,

M. & Crosby, F. 2004).

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According to (Kazimoto, 2013) workplace conflict is described as the presence of discord that

occurs when goals, interests or values of different individuals or groups are incompatible and frustrate

each others’ attempt to achieve objectives in an organization.

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I had conducted a group discussion with some staffs in my previous company seeking their

opinions about “how conflict impacts their performance”. Discuss the conflict, they think that there is not

much conflict in the company. According to the company culture and principles, the first standard to

evaluate their performance is “attitude”, not their “ability” or “working result”. They express that they don’t

feel the conflict while working there, the company don’t need them to innovation or be different. So in this

company, the ability is not the first standard, and it seems that they don’t need you to be aggressive,

positive, active… they just need to obey leader commands and do exactly what the bosses say. This is

quite influenced by their behavior and trait, after times they may lose their innovation ability and become

de-motivation and dissatisfy. In this situation, a conflict which comes from competitive and differentiation

have been the necessary elements to make the improvement of a particular organization.

In contrast, if there are too many negative conflicts in the organization but there is no appropriate

management, it may be affect the organization by turning the positive competitiveness among staffs into

negative hysterical jealousy. It can lead to negative deviant behavior. Workplace deviant behavior is

pervasive and brings harmful implications to individuals, groups and organizations (Mazni et al. 2013).

Be aware of potential conflicts, determines whether it will generate a positive or negative effect on the

organizational performance and immediately explain to avoid negative conflicts is an effective way to

manage conflict in the workplace. According to Rahim (2002), conflict management involves designing

effective strategies to minimize the dysfunctions of conflict and enhance the constructive functions in

order to optimize learning and effectiveness of an organization. its management.

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Conclusion
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The Organizational Behavior demonstrate its importance in the workplace which mainly related to the

company benefit and growth. An effective code of behavior helps the company achieve its goals and it

sticks to the commit of improvement between employee and leaders. Organizational behavior is reflected

in how things are done and how problems are solved in an organization. It may be defined as the ethos

of a company or the shared values and team sprit (Flanagan, 1995).

The value of Organization behavior is undeniable, but building it not only the duty of leaders, it is also

the responsibility of all employee by following the standard communication and manage the conflict

appropriately. The effective communication within an organization must come from both coworkers and

leaders to improve the understanding and commit to improving the company value. The conflict

sometimes positive and sometimes negative, organizations need to forecast figure out the issues and

manage the conflicts effectively.

References

Asimkhan. (2005). Matching People with organizational culture. California:Business management

group
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Chen, J. C., Silverthone, C., & J. Y. Hung (2005). “Organizational communication, job stress,

organizational commitment, and job performance of accounting professionals in Twain and America.

Leaderships and Organization Development Journal, 27(4), 242-249

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Cornelissen, J. (2008). Corporate communication. A guide to theory and practice (2nd Ed.). London:

Sage

De Ridder, J. (2003). “Organisational communication and supportive employees”. Human Resource

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Duncan, T. & Moriaty, S. E. (1998). “A communication-based marketing model for managing

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Flanagan, P. (1995). The ABC of changing corporate culture; Management review: AMA

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Furnham, A. (2005). The Psychology of behavior at work . New York: Rout ledge

Gray, J. & Laidlaw, H. (2002). Part-time employment and communication satisfaction in an Australian

retail organization. Employee Relations. 24(2), pp.211-228

Kazimoto, P. (2013). “Analysis of Conflict Management and Leadership for Organizational Change”.

International Journal of Research in Social Sciences, 3(1), pp.16-25

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Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, pp.1-

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Kreps, G. L. (1990). Organizational communication (2nd Ed.). United Kingdom: Longman

Markovit, D (2016). Building the fit organization. McGraw-Hill Decucation

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Podsakoff P. M., MacKenzie S. B., Moorman R. H. and Fetter R. (1990). Transformational leader

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Rahim, M. (2002). “Towards a Theory of Managing Organizational Conflict”. The International Journal

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Stockdale, M. S., & Crosby, F. J. (Eds.). (2004). The psychology and management of workplace

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