NATIONAL ECONOMICS UNIVERSITY SCHOOL OF ADVANCED

EDUCATIONAL PROGRAMS
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ORGANIZATIONAL BEHAVIOR
REFLECTION ESSAY

Name: Nguyen Thi Khanh Linh

Student ID: 11226277
Class: Marketing Management 64B
Lecturer: Ph.D. Nguyen Duc Kien

Ha Noi, Oct 2024

INTRODUCTION

"The important thing is not to stop questioning. Curiosity has its own reason for existing."
- Albert Einstein. This timeless quote from the renowned physicist has always resonated with
me, especially within the context of my Organizational Behavior studies. As a student
striving for academic excellence, I've consistently sought to comprehend the intricate nuances
of human interaction and behavior within organizations. This pursuit has led me to grapple
with diverse theoretical frameworks and practical applications, shaping my understanding of
the dynamics that drive individual and collective performance. This reflective essay delves
into three key concepts that have proven particularly insightful: The Big Five Framework,
Evidence-Based Decision Making and Effects of Restructuring On Performance. These
interconnected concepts offer valuable insights into the human element of organizations. I
will explore these main points in detail in this reflection essay.

THE INDIVIDUAL
LESSON: INDIVIDUAL DIFFERENCES
SELECTED TOPIC: THE BIG-FIVE FRAMEWORK

D - DESCRIBE:

The "Big Five" Framework, introduced in our Organizational Behavior course, has been
particularly intriguing. Engaging in lively class discussions about its application to real-world
scenarios, I found myself increasingly fascinated by the framework's ability to provide a
nuanced understanding of personality. The framework's core dimensions – Openness to
Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism – provide a
comprehensive lens for examining individual differences, a key factor influencing
interpersonal interactions, leadership styles, and team dynamics. [1] This framework's
insights have sparked my cognitive exploration, prompting me to consider the various ways
in which personality traits manifest in organizational settings and their impact on both
individual and collective performance.

I - INTERPRET:

This realization has significant implications for my understanding of organizational

dynamics. First, it implies that individual personality traits are not merely abstract concepts
but have concrete, measurable impacts on organizational behavior. The "Big Five"
Framework provides a structured approach to understanding these traits, allowing for more
accurate predictions of individual behavior and interactions within teams. [1, 2] This
understanding has opened my eyes to the potential for using personality assessments as a tool
for optimizing team composition and fostering more effective communication and
collaboration. Furthermore, it emphasizes the importance of recognizing and valuing
individual differences within organizations, promoting inclusivity and fostering a more
harmonious workplace.

A possible implication of this new understanding is that personality traits are not static and
can be influenced by various factors, such as work environment, organizational culture, and
individual experiences. [3] This raises the question of whether organizations can actively
foster positive personality traits within their employees through targeted training programs or
by cultivating a supportive and inclusive work environment. It also suggests that
organizational leaders should be mindful of the potential for personality clashes within teams
and develop strategies to mitigate conflicts arising from differing personalities. This new
understanding encourages a deeper exploration of the dynamic relationship between
personality traits, organizational context, and individual performance.

E - EVALUATE:

The concept of the "Big Five" Framework, as presented in our Organizational Behavior
course, is valuable for deepening my understanding of personality and its influence on
individual and organizational behavior. This framework, which posits five core personality
dimensions – Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism –
provides a robust and empirically supported lens through which to analyze individual
differences. Engaging in discussions about its application in real-world scenarios has been
particularly illuminating, demonstrating how these dimensions can predict a variety of
outcomes, from job performance to relationship satisfaction (John & Srivastava, 1999). This
understanding is important in a number of ways. First, it provides a common language for
discussing personality differences, fostering more nuanced and productive conversations
about individual behaviors and preferences within groups. Second, it helps to explain how
personality traits interact with organizational contexts, shaping how individuals navigate and
contribute to their work environments (Barrick & Mount, 1991).

Having realized the power of the Big Five Framework for understanding individual
differences, I wonder if similar frameworks exist for understanding differences in group
dynamics and organizational culture. The course material has emphasized the importance of
understanding these factors for achieving effective organizational performance and
facilitating positive change. I intend to develop my understanding of these areas, particularly
the role of shared personality traits and values in shaping group behavior (Gouldner, 1957).

P - PLAN:

This new insight into the "Big Five" Framework will be useful in this course, in my
bachelor's degree, in my future career as a marketer and in my life. In this course,
understanding the framework's ability to predict and explain individual behavior will help me
develop my understanding, analyze case studies and contribute to class discussions. This
knowledge will be invaluable in my future career as a marketer, as I will be able to better
understand the personality profiles of my colleagues, clients, and customers, fostering more
productive and effective working relationships. Furthermore, this understanding will enable
me to assess my own personality strengths and weaknesses, guiding my career development
and decision-making. In my personal life, this framework will help me navigate relationships
and understand the motivations of those around me, ultimately enhancing my ability to build
meaningful connections.
 THE GROUP
LESSON: DECISION MAKING AND PROBLEM SOLVING
SELECTED TOPIC: EVIDENCE-BASED DECISION MAKING

D - DESCRIBE:

Prior to this course, my understanding of decision-making was largely based on intuition and
judgment. This approach, while seemingly intuitive, often led to biased conclusions and a
limited understanding of the complexities involved. However, the debates in our class
challenged me to consider a more rigorous and data-driven approach. We were encouraged to
question our assumptions, analyze available research, and critically evaluate the evidence
before forming conclusions. This process forced us to acknowledge the inherent biases in our
own experiences and consider the broader body of knowledge on the subject.

The impact of this newfound understanding has been profound. In academic settings, I have
been able to engage in more rigorous analysis of research findings, contributing to scholarly
discussions with a more informed and critical approach. The application of evidence-based
decision-making has become central to my academic pursuits. Moreover, I am confident that
this approach will be instrumental in my future career, enabling me to make informed
decisions based on data rather than relying solely on personal intuition. The insights gleaned
from our Organizational Behavior class have empowered me to embrace a more data-driven
approach to decision-making, fostering a deeper understanding of human behavior in
organizational contexts.

I - INTERPRET:

This realization of the importance of Evidence-based decision making may have important
relevance for three reasons. First, it implies that our perceptions of human interaction,
particularly in academic and professional environments, are often biased by personal
experiences. Second, it highlights the need for a more rigorous and systematic approach to
understanding human behavior, drawing upon empirical research and data analysis to inform
our judgments and conclusions. Finally, this understanding underscores the importance of
critical thinking and analytical skills in navigating complex social situations and making
informed decisions in a variety of contexts. The concept of evidence-based decision-making
challenges traditional modes of thinking and encourages a more objective and data-driven
approach to understanding human interaction.

A possible implication of this new understanding is that it challenges the traditional view of
"common sense" and intuition as reliable guides for decision-making. Research in cognitive
psychology and behavioral economics has repeatedly demonstrated that our perceptions and
judgments are often influenced by unconscious biases and heuristics (Kahneman & Tversky,
1979). This suggests that relying solely on intuition can lead to inaccurate and potentially
harmful decisions. By adopting an evidence-based approach, we can minimize the impact of
these biases and make more informed and effective decisions. This shift in perspective may
also have implications for other fields, such as organizational leadership, management, and
communication, encouraging a more data-driven and ethical approach to decision-making in
these contexts.

E - EVALUATE:

The concept of evidence-based decision-making is valuable for deepening my understanding

of organizational behavior and human interaction. This understanding is important in a
number of ways. First, it provides a framework for analyzing and interpreting the complex
dynamics that shape individual and group behavior within organizations (Pfeffer & Sutton,
2006). Instead of relying on intuition or anecdotal evidence, which can be subjective and
prone to biases, evidence-based decision-making encourages us to consider a broader range
of data, including empirical research, organizational data, and stakeholder perspectives. This
more rigorous approach allows us to make more informed judgments and to develop
strategies that are grounded in evidence rather than assumptions. Second, this approach is
consistent with the core principles of organizational behavior, which emphasizes the
importance of scientific inquiry, data-driven decision-making, and the application of theory
to practical problems (Miner, 2015). By embracing evidence-based decision-making, I am
aligning my approach to studying and understanding organizational behavior with the core
values of the discipline.

Having realized the power of evidence-based decision-making, I wonder if its application can
extend beyond organizational contexts to other areas of my life. This approach might be
valuable in personal decision-making, as it encourages me to consider a wider range of
perspectives and evidence before making choices. By becoming more aware of these biases, I
can work to mitigate their influence and make more informed decisions across all aspects of
my life.

P - PLAN:

Understanding Evidence-based decision making will help me critically analyze case studies,
formulate more informed arguments during class discussions, and contribute to a more data-
driven approach to understanding organizational behavior. This knowledge will be invaluable
in my future career as a marketer because I will be able to make more informed decisions,
evaluate the effectiveness of various strategies and practices, and contribute to a more data-
driven and ethical workplace culture. Beyond the professional realm, this approach will also
empower me to navigate complex social situations and make more informed decisions in my
personal life, leading to more fulfilling experiences.

THE ORGANIZATION SYSTEM

LESSON: ORGANIZATIONAL STRUCTURE AND DESIGN
SELECTED TOPIC: EFFECTS OF RESTRUCTURING ON PERFORMANCE

D - DESCRIBE:
One of the most significant things I learned from the chapter of Organizational structure and
design, especially detailing Effects of restructuring on performance is that: "Although
restructuring can certainly address some issues, it is not a panacea and can lead to unintended
consequences." While some argued that restructuring could streamline operations and reduce
costs, leading to improved profitability, others, myself included, highlighted the potential for
negative consequences such as decreased morale, loss of expertise, and increased workload
for remaining employees.
Through some discussions, I gained a profound understanding of the human element involved
in organizational change. It became clear that restructuring initiatives, while intended to
enhance efficiency, can have significant consequences for employee morale, motivation, and
ultimately, organizational success. This realization has significantly informed my perspective
on human interaction both in academic and professional settings. I now recognize the
importance of open communication, empathy, and proactive leadership during periods of
organizational change to mitigate the negative impacts on employees and foster a more
positive and productive work environment.

I - INTERPRET:

This realization about the effects of restructuring on performance has important relevance for
three reasons. First, it implies that organizational change is not simply a matter of
implementing new structures or processes. Rather, it necessitates a deep understanding of the
human element involved – how employees perceive, respond to, and ultimately, are affected
by these changes. This underscores the need for leaders to adopt a more holistic approach to
organizational change, one that prioritizes communication, transparency, and employee well-
being. Second, this understanding challenges the traditional view of downsizing as a purely
economic strategy. While it may achieve short-term cost savings, the long-term consequences
for organizational performance can be significant if employee morale, motivation, and trust
are not carefully managed. Third, it sheds light on the complex interplay between
organizational structure, culture, and individual behavior. Restructuring initiatives can have
profound impacts on organizational culture, shaping employee attitudes, values, and
interactions. This reinforces the importance of considering the broader context of
organizational change, including the existing culture, values, and norms, when implementing
restructuring initiatives.

A possible implication of this new understanding is that it requires us to re-evaluate our

assumptions about the relationship between organizational change and performance. While
the conventional wisdom often focuses on the efficiency gains of restructuring, my
understanding now emphasizes the critical role of human factors in determining the ultimate
success or failure of these initiatives. This has prompted me to consider further research on
the impact of leadership styles, communication strategies, and employee support programs on
the effectiveness of restructuring efforts. Moreover, this understanding raises questions about
the ethical considerations involved in organizational change. How can we ensure that
restructuring initiatives are implemented in a way that is fair, transparent, and respectful of
employees? How can we mitigate the negative impacts of change on employee well-being
and create a more resilient and adaptable workforce? These are crucial questions that demand
further exploration and discussion.

E - EVALUATE:

This concept of restructuring and its impact on performance is valuable for deepening my
understanding of organizational behavior in several ways. First, it challenges the traditional,
often solely economic, view of organizational change, highlighting the crucial role of human
factors. By considering the psychological and social implications of restructuring initiatives, I
can better understand why some changes are met with resistance and others are embraced.
This is particularly relevant given the growing body of research on the impact of stress,
anxiety, and uncertainty on employee motivation and productivity (Ashforth & Humphrey,
1993). This new understanding has also shifted my perspective on leadership. I now
recognize the importance of effective communication, transparency, and empathy in
navigating organizational change. Leaders who can effectively address employee concerns,
build trust, and foster a sense of shared purpose are more likely to succeed in implementing
restructuring initiatives that benefit both the organization and its employees.

Having realized the interconnectedness of organizational structure, culture, and individual

behavior, I intend to develop a more nuanced approach to analyzing organizational change.
This means considering not only the formal structures and processes involved but also the
existing culture, values, and norms. By incorporating this broader perspective, I can better
understand how restructuring initiatives might impact employee attitudes, motivation, and
ultimately, organizational performance. Furthermore, I will incorporate this understanding
into my own work as a team member and leader. By being mindful of the potential
psychological and social impacts of organizational change, I can contribute to creating a more
positive and productive work environment.

P - PLAN:

This new understanding of restructuring is likely to have significant implications for my

future career. Firstly, it encourages me to critically evaluate restructuring initiatives,
questioning the potential impact on individual employees and the organization's long-term
success. Secondly, it emphasizes the importance of effective communication and
transparency during periods of change, fostering a sense of trust and shared understanding
among employees. Finally, it highlights the need for proactive strategies to mitigate the
negative consequences of restructuring, such as employee support programs, training
initiatives, and open communication channels. This comprehensive perspective on
restructuring is crucial for navigating the complexities of organizational change and ensuring
the well-being and engagement of employees.

CONCLUSION
Through this exploration of the Big-Five Framework, Evidence-based decision making, and
the Effects of restructuring on performance, I have come to deeply appreciate the intricate
dance of human behavior within organizations. Each concept has illuminated a unique aspect
of this dynamic, revealing the power of individual personality, the importance of data-driven
choices, and the often-overlooked human cost of change. The quest for understanding is an
ongoing one, and the constant pursuit of knowledge and insights into the complexities of
human interaction will undoubtedly shape my future approach to leadership, teamwork, and
organizational effectiveness. The lessons learned in this reflective journey are not simply
academic exercises, but valuable tools for navigating the ever-evolving world of work. Just as
Einstein embraced the pursuit of knowledge through questioning and exploration, I strive to
remain a lifelong learner, constantly seeking to understand and improve the human
experience in organizational settings. Equipped with this knowledge, I believe that we can
foster collaboration and unlock the full potential of both individuals and organizations as the
adage: “It is not the mountain we conquer, but ourselves”.