Organisational Behaviour Assignment: An Annotated Bibliography on Organisational Resilience

Question

Task: This is an individual organisational behaviour assignment. It takes the form of an annotated bibliography.

An annotated bibliography provides a brief account of the available research on a given topic. It is a list of research sources that includes concise descriptions and evaluations of each source.

To complete an annotated bibliography for this assessment you will need to identify and fully read 5 academic journal articles about “organisational resilience”. The annotation usually contains a brief summary of content and a short analysis or evaluation. You are also asked to reflect, summarize, critique, evaluate and analyze the source.

Answer

Introduction
This annotated bibliography is intended to consider journal papers on developing organisational behaviour in challenging times for an organisation on the basis of commitment and resilience. This paper has used five journal articles on the area of individual management in organisations. It will identify the problem statement, background, main arguments, and scope of the paper along with reliability and conclusions presented in the paper.

Annotated Bibliography
Article 1: (Hosain, 2019)
Statement of the problem
The paper revolves around unethical behaviour in a pro-organisational context that affects motives of any working environment. This study suggests active participation of leadership in creating specific organisational behaviour for individual management that can eliminate unethical behaviour from a workplace.

Background to the paper
Counterproductive work behaviour, sabotage, and fraud are critical parts of poor competition and highlighted behaviours within the workplace environment. Maintaining the highest ethical standard and equal responsibility is missing from the workplace that drives employees to behave unethically.

Scope of the paper
Identification of real motives of employees for behaving unethically to complete any work is the most critical scope of the paper along with finding out the procedure of mitigating this issue while creating organisations properly to eliminate such an issue.

Problem presented in the paper
The primary problem of the paper that is presented includes a higher need for inclusion with higher risks along with high performance working systems, psychological entitlement, and positive social exchange. Other critical parts regarding problems statement of the paper include higher affective commitment toward organisation and organisational identification and recognition.

Main argument
Unethical behaviour of employees that are intended to help the organisation to sell products or earning loyalty of customers can only harm the relationship of the organisation with the stakeholders in future. At the same time, this aspect can affect the entire process of individual development at challenging times.

Intended audience
Organisational leaders and the future researchers on the area of psychological aspects regarding organisational behaviour related ethics.

Research methods
Secondary method of data collection and a qualitative method of analysing data have been used in this research paper.

Conclusions
Sustainable competitive advantage is the most important factor in the field of management practices along with corporate social responsibilities and work ethics when it comes to developing an organisation.

Reliability
The article has proved its reliability from the aspect of presenting every aspect of data on ethical concerns within an organisation.

Relevance of the paper to the practice of organisational behaviour

Organisations will get help from this article to identify the most ethical ways to combat unethical behaviour of employees to create a better dimension of work and management.

Strength and limitation of the paper
Strength of the paper revolves around finding the reasons for the problematic unethical behaviour and processes of resolving them. Weaknesses include not using any statistical data that can reflect the validity and reliability most efficiently.

View on the paper
The view on this paper is that this paper could be better by using statistical data on the selected area of research along with managing conflicting information on sustained and ethical culture of work.

Article 2: (Schoemakeret al. 2018)
Statement of the problem
Leadership is the main statement regarding the problem of the research that can lead to a better organisational development on the basis of utilising individual capabilities and innovation through dynamic approaches. Strategic leadership is the key factor that helps in interwinding delivery of organisations regarding dynamic capabilities related to business model innovations.

Background to the paper
In this world of uncertainties challenges can occur in any moment in the form of changing marketing needs and emerging technologies. From that aspect, it is essential to go through budgeting systems and standard planning to stay always ready to implement changes regarding individual management and developing better organisations.

Scope of the paper
Strategic management researchers have already worked on organisational adaptations related to micro-foundations; however, individual management requires proper support from the leadership team. This article had scope of reaching large organisations and future researchers in this area of study.

Problem presented in the paper
Individual management procedures have been identified through needs for transforming organisations along with seizing opportunities and sensing changes all through the process of decision making. Leadership has moved beyond the problems regarding managing uncertainty and innovation simultaneously within an organisational setting.

Main argument
Primary argument of the study revolves around sensing changes and utilising opportunity of betterment of the processes related to decision-making. Transformation of the firm and implementing changes at the time of challenges is the only concern of the technological disruptions.

Intended audience
Organisational leaders from different industries help to ensuring better services and safety to consumers along with managing the stakeholders. Meeting needs and expectations of target customers is the crucial concern of any organisation, and this paper intends for the audience from the group that wants to excel the capacity of organisation regarding commitment and resilience in organisational setting.

Research methods
Secondary qualitative method has been used in this study to work efficiently when it comes to exploring management in a volatile world along with maintaining the dynamic capabilities related to resources and time.

Conclusions
Management team has ability to implement changes in organisations as per situational demand related to opportunities and challenges for an organisation. Best chance of responding to any challenging time needs to be found out to develop individual management in an organisational setting.

Reliability
Reliability of the study lies in the strategic discussion of the expected outcome of any changes along with qualitative discussion of the collected data from secondary sources.

Relevance of the paper
This paper is relevant to the practice of organisational behaviour when it comes to identifying the most suitable ways to manage the decision making process on the basis of dynamism of any situation whether it is challenge or opportunity. Renewal of business model and changes in leadership are critical aspects that can help in improving the entire procedure of work.

Strengths and limitations of the paper
Strengths include minute discussion of every aspect of leadership regarding organisational behaviour to make decisions on challenging situations. It also includes reaching conclusions regarding the relevance of leadership to manage business efficiently by preparing employees for any critical situation.

View on the paper
I find this paper efficient in the procedure of finding out the opportunities and challenges in a broader environment. Ordinary capabilities of organisations can be more competitive along with agility of organisations along with innovations.

Article 3: Stouten et al. 2018
Statement of the problem
Changes are inevitable in organisational settings; however, it is essential for the organisations to work on the factors such as advanced technology when it comes to working on globalisation and competitive pressures. This study has worked on sustainable planned changes related to challenges. Basic change processes are essential in this case that affects improving performance of the organisations.

Background to the paper
This article has analysed the importance of other aspects that can help in improving the entire procedure of companies and planned changes. Disputes within organisations regarding implementing changes are another critical aspect in the organisation setting that have been revealed in this study. Moreover, the background of the study reflects work of existing pieces of literature in this area of study.

Scope of the paper
Different frameworks and models along with scientific evidence have created a better impression of problem motivating changes and opportunity for organisations that can create a compelling vision of changes within an organisational setting.

Problem presented in the paper
Goals of organisations play a crucial role in setting vision regarding changes. It is the only communication process of the leadership management team to create better organisations. In this case, resilience from employees regarding changes in challenging situations affect the entire process of creating better scenes related to overall improvement of work. Empowering others within organisations is another critical part of the problem statement that provides equal opportunity to the employees. Hence, employee empowerment is another critical problem for this study that has intrigued the improved intention of the management team regarding individual management.

Main argument
Argument of the study revolves around organisational setting and recognition of management regarding effectiveness of changes that can be implemented. It is also crucial for the management team to ensure the employees regarding empowerment and procedure of managing employment and ownership when it comes to analysing the responsibilities and development of specific actions that can create a better dimension for the organisation and employees simultaneously.

Intended audience
Mobilising is the most crucial part of the article that has targeted the organisational management team along with the employees to create better opportunities within the working environment. At the same time, it has targeted future researchers in the field of self-efficacy and organisation when it comes to managing resilience and commitment for better services to consumers.

Research methods
Secondary method has been used in this study by focusing on different aspects of organisation and individual behaviour, including social networks and influence of learning and goal setting. At the same time, it has used qualitative techniques of analysing data from systematic review of collected information.

Conclusions
This study has concluded the importance of employee participation to complete any task of developing an organisation. Most importantly, a leadership team can create successful changes within an organisational setting only after identifying the goals for every employee. Furthermore, it is also crucial to involve employees and motivate them to participate in this case with earnestness. Practicing managers need to develop scientific evidence regarding importance of the changes as per the situational need, and this aspect can only help in influencing the employees to participate in the changing environment.

Reliability
Reliability of the data collected from secondary sources revolves around providing accurate information regarding the cited texts and the theories related to organisational behaviour. It has also gone beyond personal bias that has not affected the entire procedure of managing data and exaggeration of completing any task. It has also found required data from relevant journal articles along with analysing the collected data without affecting the basic needs and expected outcome of the study.

Relevance of the paper
Organisational behaviour is a critical part in improving the participation level of employees along with the motivating approaches of the organisational management team in implementing changes. Moreover, this paper has worked efficiently on presenting the importance of employees and their participation in challenging situations when it comes to applying changes. Changes within an organisation can be implemented after identifying the goals and sharing the justice and fairness in the working environment whether it is micro-level or macro-level.

Strengths and limitations of the paper
Usage of proper articles to collect secondary data is the most crucial strength of the present article. Deep analysing and argumentative approaches are other essential strengths of the article that has made this study more relevant to this area of research.

Weaknesses regarding this aspect include not using statistical data and not using primary sources of data.

View on the paper
I have a clear view on the importance of the article in presenting the clear aspects regarding changes in leadership and management processes to help employees to know more about the changes. At the same time, eit is also crucial for the management team to make interventions in changes of motivation level of the companies and other aspects of work from the aspects of employees.

Article 4: (Ta?tan and Davoudi, 2017)
Statement of the problem
Power and achievement are critical factors within organisational settings that affect values of the working environment along with employees and managers. In such a condition, it is crucial to confirm efficiency of organisations in implementing changes when it comes to managing any challenging situation. At the same time, it is also crucial for the management teams to ensure organisational development to manage any challenge to come with positive outcomes and positive approaches towards organisational climate.

Background to the paper
Innovation and technology are two most important aspects of the changing environment of working and marketing. External and internal environment of businesses are changing faster than ever. In such a situation it is sentinel to work in the constructs and achievement related procedure and conflicts within organisational setting. It has also been identified as tests of hypotheses that help to delve into organisational innovativeness that create opportunity for changes without making any mistakes. Strategic innovation along with the behavioural, processes, and marketing aspects help companies to create values related to financial outcomes and indicators for marketing outcomes.

Scope of the paper
The paper has come with the scope of delving deep in the procedure of changes in organisational climate that revolves around management and employees along with analysing the overall prevalence of employees and managers. Organisational innovativeness is the most crucial part in this case that can help in improving conditions regarding success of a business by improving behaviour of employees and management team towards goals and individual values towards innovativeness.

Problem presented in the paper
The paper has presented the problem related organisational behaviour in minute details even in the case of reviewing existing literature. It has also been identified that this article has used the most crucial parts of process innovativeness and market innovativeness that affect power, reputation, and social status to achieve competition and success.

Main argument
This article has presented a beautiful argument on individual values, organisational innovativeness, strategic processes, and organisational climate, contribution to exchange, and creativity and innovation to present the entire article with minute details. It has also argued on the procedure of evaluating innovativeness to defeat any challenges in both external and internal marketing environments. It has also been noticed in the article that technological developments play a vital role in making any minor changes through complex approaches.

Intended audience
Audience of the article is organisations with the need for changes and proper guidance before making any moves regarding willingly making changes in the procedure of innovative conditions. Along with that, it has also been identified that first-time features of exceptional behaviour and changes within dynamic markets have gone through enlargement of markets, services, and products along with economic-social spheres.

Research methods
Quantitative method is used in this article as a research methodology to collect information and analyse data through statistical analysis approaches. Most importantly, this article has used more than 500 sectors to collect information from 1,555 managers regarding personal connections of companies and individual involvement when it comes to setting organisational behaviour in any situation. It has also used a 13 items scale to measure organisational culture as an instrument of collecting data. Moreover, the structural equation model played a vital role in every aspect of the study.

Conclusions
This article has concluded on the innovativeness of an organisation regarding testing the moderate role of employees and managers to develop crucial recommendations regarding basic framework related to this research. Moreover, this study has reached the objective of the article regarding finding out the importance of organisational behaviour in the case of changing attitude of employees and management team to reach any conclusion.

Reliability
Structure and content reliability was mentioned in this article through the validity of the questionnaires that have helped in collecting information on more than 1500 managers. Along with that, Cronbach’s alpha was used in this article to identify the relevance and reliability of the study when it comes to strategy, products, process, behaviours, and marketing concepts within an organisation.

Relevance of the paper
Practice of organisational behaviour revolves around encouraging the employees and management team simultaneously to manage any task. From that aspect, designing innovativeness is an essential aspect to show the important aspect of consistency in internal procedure of business.

Strengths and limitations of the paper
This study has shown its streets in the form of using a large number of statistical samples to set the relationship between variables along with identifying significant positive aspects of the organisational innovativeness and climate. However, it also comes with some weaknesses such as not so detailed analysing and lack of arguments in some places when it comes to discussing the collected data.

View on the paper
I have clear understanding and views on the selected article as it has helped in identifying importance of organisational behaviour in the process implementing innovativeness and changes when it comes to fighting challenges in this uncertain and volatile world. Along with that, strategic approaches of organisations play a crucial role in organising the most concentrated procedure of implementing views and values of employees and management teams to complete any task without making any mistake.

Article 5: (Warrick, 2017)
Statement of the problem

Productivity and morality of employees play a crucial role in mitigating challenging situations for any organisation. Along with that, it is crucial for the organisational strategy development team to consider the individual development processes in creating better dimensions regarding making changes. Hence, the problem statement of this article has focused on identifying works of recent researchers to improve the entire procedure of work. Cultural differences of organisations also make them create different dimensions of work.

Background to the paper
Organisational culture often affects the relationship between customers and employees. In such a situation, making changes in the procedure of business affects the motivation and productivity level of employees. From that aspect, this paper has worked on identifying real-life expectations of employees from their organization to create solid changes in the actual process of making changes.

Scope of the paper
The paper comes with changes of implementing natural procedures of gaining competitive advantages when it comes to creating value for the company. It has also been identified that cultural implications are essential aspects in improvement of the working process in any organization. Understanding organisational culture is another scope for the paper that leads to the importance of changes in the working process for any business organisation.

Problem presented in the paper
Cultural aspects and groups of working teams can only help in improving the conditions regarding managing challenges in a business organisation. From that aspect, it has also been identified that new processes and approaches can create better opportunities for the employees and managers to match the pace of work of competitors. Most importantly, cultural involvement of employees and positive examples from leaders can also help in going beyond traditions related to group dynamics.

Main argument
Most important argument in this case regarding the objectives of the paper includes the importance of behaviour of employees in creating better dimensions for working approaches. Along with that, it has also included valued behaviours of employees that can only help in shaping up undesirable and desirable concerns of working.

Intended audience
Identified audience of the study includes future practitioners in this field and researchers with the intention of delivering on the importance of the organisational culture to develop behaviour of employees and the management team to create positive changes. Identifying differences in culture is another critical part of the business process regarding vulnerability and strong approaches of culture have also targeted the students in this field to know about organisational changes.

Research methods
Thematic analysis has been developed in this study by focusing on secondary sources to collect data on the basis of managing and building culture on the basis of managing and monitoring stories of reinforcing culture in organisational settings along with ceremonies and symbols.

Conclusions
The paper concluded the importance of leadership in influencing employees to behave in a specific way within an organisation that can gain advantages among competitors. Hiring is the most crucial part of stating this aspect and creating better dimension for making changes within the organisational setting. Therefore, this article has identified the importance of active participation of the employees in resolving issues regarding resilience to changes by focusing on the commitment towards positivity.

Reliability
Secondary data based reliability has been produced in this study that has involved management and monitoring of the entire culture regarding this article.

Relevance of the paper to the practice of organisational behaviour
Organisational behaviour is the key concern of the study that has been identified in the form of avoiding toxic culture from the organisation by influencing employees to work more efficiently.

Strengths and limitations of the paper
Strong points of this article include key insights related to the organisational culture and management process presented for the employees to show their values regarding productivity and morality.

View on the paper
My personal views on the paper reflect my interests in understanding the importance of organisational culture in its successful business process. At the same time, I came to know about the building of efficient team to complete such works that can help in portraying values.

Conclusion and Recommendations
This annotated bibliography has documented annotations from five articles that have focused on organisational behaviour through commitment and resilience of employees in making changes. Occurrence of challenging situations is quite common in the case of innovative approaches of companies to manage entire business. Moreover, it is recommended for future researchers to select mixed methods and using more analytical method to discuss the findings. Moreover, these articles have found out that it is essential for the leadership and management team to influence and motivate employees to take active part in facing any challenges and getting most opportunities out of them. ?

Reference list
Hosain, M.S., 2019. Unethical pro-organisational behaviour:
Concepts, motives and unintended consequences. Asia-Pacific Journal of Management Research and Innovation, 15(4), pp.133-137.

Schoemaker, P.J., Heaton, S. and Teece, D., 2018. Innovation, dynamic capabilities, and leadership. California Management Review, 61(1), pp.15-42.

Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change: Integrating the management practice and scholarly literatures. Organisational behaviour assignmentAcademy of Management Annals, 12(2), pp.752-788.

Ta?tan, S.B. and Davoudi, S.M.M., 2017. The relationship between organisational climate and organisational innovativeness: testing the moderating effect of individual values of power and achievement. International Journal of Business

Innovation and Research, 12(4), pp.465-483. Warrick, D.D., 2017. What leaders need to know about organizational culture. Business Horizons, 60(3), pp.395-404.