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RUNNING HEAD: ReflectionBrittany GrahamSouthern New Hampshire UniversityOL-342 Organizational Behavior
Reflection28-2 Journal: ReflectionThe lessons from this term have influenced my knowledge of what a leader should and should not do within the workplace with regards to building culture and creating a value-add workplace. In my organization I would ensure there was no silo behavior as the organization is onecompany that has numerous departments. Silo behavior is a highly toxic behavior and it is the duty of executive leaders and managers to break down this destructive barrier. This behavior not only wastes resources and hinders productivity, but it also jeopardizes the achievement of theorganization’s goals. The ‘my department’ mentality needs to become an ‘our organization’ mentality with a common goal that leads to achieving the organization’s vision.I would also do everything I can to improve performance; which encourages things like growth, profitability, and more. Within an organization performance may be lacking due to dissociated employees. Considering that employees are the driving force of growth and profitability as they are the face of the company, it is imperative that they are happy. The best way to have a happy employee is through evolving the company culture. Creating a culture that is inviting and builds trust within the employee will make them want the company to perform well ensuring longevity of not only their career but of the company itself.I, as a leader, would also utilize the Organizational Collective Motivation (OCM). The OCM is essentially the framework for managing the effects of new business processes, any changes within the organizational structure, or the cultural changes. This approach helps the organization ensure that all its employees are working to achieve the same goals. Not only does the OCM focus on collective aspects of the organization but it also has a focus on the individual aspects like identity, actions, and commitment. The OCM is used to understand what motivated