SCHOOL OF BUSINESS

ASSIGNMENT COVER SHEET

STUDENT DETAILS

Student name: Charmaine Lopez Student ID number: 20175450

UNIT AND TUTORIAL DETAILS

Unit name: Organisational Behaviour Unit number: 200585

Tutorial group: 2 Tutorial day and time: Monday, 3pm
Lecturer or Tutor name: Khalida Malik

ASSIGNMENT DETAILS

Title: REFLECTIONS
Length: 1594 Due date: 2.10.2020 Date submitted: 2.10.2020
Home campus (where you are enrolled): Sydney City Campus

DECLARATION
☒
I hold a copy of this assignment if the original is lost or damaged.

☒ I hereby certify that no part of this assignment or product has been copied from any other student’s work or from
any other source except where due acknowledgement is made in the assignment.

☒ I hereby certify that no part of this assignment or product has been submitted by me in another (previous or
current) assessment, except where appropriately referenced, and with prior permission from the Lecturer /
Tutor / Unit Coordinator for this unit.
☒ No part of the assignment/product has been written/produced for me by any other person except where
collaboration has been authorised by the Lecturer / Tutor /Unit Coordinator concerned.

☒ I am aware that this work will be reproduced and submitted to plagiarism detection software programs for the
purpose of detecting possible plagiarism (which may retain a copy on its database for future plagiarism
checking).

Student’s signature:
Note: An examiner or lecturer / tutor has the right to not mark this assignment if the above declaration has not been
signed.
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REFLECTIONS Rewrite when donedone

Type your responses in the boxes below ensuring that you combine the information for all
three PIAs in a cohesive manner:

Summary: Describe the PIAs that you selected and explain why you chose them. (225 words). 247
The PIA I decided to compete for the Individual part is the positive practices survey, which self-assessed the
individual behavioural traits and if they are also positive especially when working in groups. I took this survey
as I wanted to know what values I virtue and if I displayed them positively when I am working with others.
Secondly, for the group PIA, I chose the communicating supportively survey, where its insights on how
individuals behave when working with others with means of communication and how effectively they can
convey it. Group communication is one of the most important aspects that look for when I’m working formal
since it allows me to talk to a vast of personalities which they also share their own unique ideas when
working together. I hoped before I went through the survey that I can improve my ways of communicating
with others.
I selected the tolerance for ambiguity for the organisation PIA, which focuses on how individuals would react
to different kinds of events that occur in a workplace organisation and its environment. I am very shy and
have a timid personality, so I wanted to know about how I handle the ambiguity of the various events that
come my way as well as if I am handling them normally or to a high or low standard.

Emotional State: Describe how you felt while doing the PIAs and why you felt that way. (225 words). 272
During my completion of the individual PIA, I was glad that I am able to answer the questions in a more
positive light since when I work with others, I would always act honestly to others because it would show I
am really like and I would think highly of others in their work ethic without judging their personal interests.
Whilst I was partaking the group PIA, I was very satisfied with how the questions were on about because I
have most of the elements that would highlight being a supportive communicator. In my past experiences, I
would never discourage anyone when we are working in team or group projects because I am the type of
person that encourages everyone and will always give feedback regardless if it is positive or negative. I
always expect the best for every member to do try their hardest when reaching our goals.
I felt a bit shameful when I was doing the organisational PIA because even if I like the possibilities of new
challenges that occur when I work in various situations, I do not really like the process that comes along with
it. New challenges would anticipate me in learning new stuff and explore experiences that I never faced
before but at the same time, there would also be risks and problems that may possibly harm me when I work
in these situations. So, I would become very timid and unsettled during the whole process.

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 Evaluation: Describe the purpose of the PIAs, describe the advantages and disadvantages of the PIAs, ans
determine how or why the PIAs met or did not meet its objectives. (350 words) 331
During my completion of the individual PIA, I was glad that I can answer the questions in a more positive
light since when I work with others, I would always act honestly to others because it would show what I am
like plus I would think highly of others in their work ethic without judging their interests. However, there were
times I do get a moody
Whilst I was partaking the group PIA, I was very satisfied with how the questions were on about because I
have most of the elements that would highlight being a supportive communicator. In my past experiences, I
would never discourage anyone when we are working in team or group projects because I am the type of
person that encourages everyone and will always give feedback regardless if it is positive or negative. I
always expect the best for every member to do try their hardest when reaching our goals.
I felt a bit shameful when I was doing the organisational PIA because even if I like the possibilities of new
challenges that occur when I work in various situations, I do not like the process that comes along with it.
New challenges would anticipate me in learning new stuff and explore experiences that I never faced before
but at the same time, there would also be risks and problems that may harm me when I work in these
situations. So, I would become very timid and unsettled during the whole process.

Analysis: Use OB theories to explain the PIA results and individual behaviours, in the group context and
organisational contexts. (350 words) 530
For the PIA individual. I scored and average of 5.2 where it collated all the dimensions
of positive practices. Although this score doesn’t overall mention what is the best positive
practice score, all of my dividual dimension scores were higher than the cohort’s results,
as well as the global’s results. (Pearson PIA-survey: positive practices). I am an
individual that displays positive traits, so I try to prevent myself from doing something
negative regardless of what happens around me. This PIA explores on how I mostly
experience the very basic moods (Robbins et al. 2017). The effect is what I mostly
experience regardless if it is high or low such as exited, happy, serene and calm.
Additionally, emotions (Pearson PIA-survey: positive practices) are what you feel
towards other people. Respect, integrity and gratitude (Pearson PIA-survey: positive
practices) are one of the emotions I highly express and also one the highest scores that I
express with others. However, forgiveness is the lowest score I received, this may be
due to when someone makes mistakes, I get a bit frustrated at them, but I would not
highly express in words, only a bit in emotions. This briefly surrounds with the Affective
Events Theory where certain events would employees would emotionally react in their
jobs. This frustration would keep in my mind when I work and shortly detracts me from
focusing on work at hand.

For the PIA group, I scored an average 101 overall with 15 of knowledge of coaching
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 and counselling, 31 with providing effective negative feedback and 55 of communicative
effective effectively. The indicative of communicating supportively is very vital in the
performing stage of the stages of group development (Robbins et al. 2017). The
performing stage is where the group becomes more functional and start working towards
the group roles. Providing the need to communicate supportively allows members to be
motivated to work especially for me. When I give feedback and my assistance to my
fellow members, most of them thank me and they gain the motivation to work harder.

For PIA Organisation, I scored 4.5 on the novelty, 2.2 on complexity and 2.7 on
insolvability. Having a high novelty score means I can cope with change forces (Robbins
et al. 2017) that occur in the workplace such as competition and social trends. This
means I can enjoy working in in a setting that is diverse and fast paced like when I go to
new places and meet new people. My complexity score is low as I may not be able to be
comfortable in complex situations. Although I do like new places, the new events that I
may newly experience do frighten me like the changing nature of the workplace (Robbins
et al. 2017). My low insolvability score explore that I have a low level of comfort of
problems that have no solution. Threats to expertise is the resistance of change
(Robbins et al. 2017) that associates with insolvability. Changes that occur in the
workplaces such as new methods make me feel anxious as I would always stick and
favoured with old methods that I may been building up skills in rather than new methods
that can lead me to do many mistakes at the start.

Conclusions & Recommendations : Draw conclusions about yourself as an individual, a group member
and organisational member. For example, do you work well in teams and/or what roles would you be most
comfortable in. Describes what actions you should take to improve/change yourself so that you can be a
better employee, group member and/or manager. (350 words) 234

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 PIA (Individual): My personality is positive most of time and this PIA affirms this very well. The emotions
(Robbins et al. 2017) that I express to others always reflect in a brighter mood such as happiness more than
negative moods. However, for me to supress bit of control of anger when people do mistakes, I may need to
regulate my emotions (Katana et al. 2018) such as surface acting where I mask my true feelings and put on
a face. Another way is mindful acceptance (Katana et al. 2018) where I shift attention away from the sources
of negative emotions and change it into a learning experience opportunity. This way, I may able to transform
to a manager or leaders that maintains a positive outlook that can affect my teammates moods to work
better.
PIA (Group): The method of how I display supportive communication are not lacking but can be better. I
would be suited for a normal team member that can normally help others rather than leader.
PIA (Organisation): I need to immensely improve my ways of complexity and insolvability. Ways I can
improve is education (Yilmaz, D. and Kilicoglu, G, 2013) so I can take special lessons about the new
methods which can be explained and improve my timid personality. Additionally, support (Yilmaz, D. and
Kilicoglu, G, 2013) such as therapy can allow me to calm down when ambiguity occurs.

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 References

Use the Harvard WesternSydU Style Guide to complete your reference list and type your
reference list in alphabetical order author’s LAST/SURNAME below:
Please ensure that you use MyLab to cite and reference the PIA
as well as any theories used to support your arguments.

 Gue, Perry 2018, ‘Positive Practices in the Workplace: Impact on Team Climate, Work Engagement,
and Task Performance
https://www.researchgate.net/publication/325092688_Positive_Practices_in_the_Workplace_Impact_o
n_Team_Climate_Work_Engagement_and_Task_Performance
 Katana, M, Rocke Christina, Spain S & Allemand M 2019 Emotion Regulation, Subjective Well-Being,
and Perceived Stress in Daily Life of Geriatric Nurses viewed 19, Sept, 2020
https://www.frontiersin.org/articles/10.3389/fpsyg.2019.01097/full
 Pearson PIA-survey: Positive Practices n.d., viewed 2 Sept, 2019
https://www.mathxl.com/Student/OverviewHomework.aspx?homeworkId=569316630
 Pearson PIA-survey: Communicating Supportively n.d., viewed 2 Sept, 2020
https://www.mathxl.com/Student/OverviewHomework.aspx?homeworkId=569316631
 Pearson PIA-sscale: Tolerance of Ambiguity n.d., viewed 2 Sept, 2019
https://www.mathxl.com/Student/OverviewHomework.aspx?homeworkId=569316632
 Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017, ‘Emotions’ in Organisational behaviour, 8th edn,
Pearson Australia, Sydney, pp. 104 – 125
 Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017, ‘Foundations of group behaviour, in
Organisational behaviour, 8th edn, Pearson Australia, Sydney, pp. 202 – 223
 Robbins, SP, Judge, TA, Millett, B & Boyle, M 2017, ‘Organisational change and stress management’
in Organisational behaviour, 8th edn, Pearson Australia, Sydney, pp. 438 – 464
 Katana, M, Rocke Christina, Spain S & Allemand M 2019 Emotion Regulation, Subjective Well-Being,
and Perceived Stress in Daily Life of Geriatric Nurses viewed 19, Sept, 2020
https://www.frontiersin.org/articles/10.3389/fpsyg.2019.01097/full
 Yilmaz, D. and Kilicoglu, G, 2013 “Resistance to change and ways of reducing resistance in
educational organizations; viewed 28, Sept, 2020
https://www.researchgate.net/publication/301292908_Resistance_to_change_and_ways_of_reducing
_resistance_in_educational_organizations

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