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As a manager at ABC Corporation, I manage a team of 20 employees. I am tasked with conducting weekly team meetings, which allows me to stress the expectations of each employee. I have recently conducted one-on-one meetings with all team members. A couple of employees are currently not meeting expectations, and each has been reprimanded verbally. The employees have also stated they do not feel "happy" while at work because of "frustrations" with other coworkers' lack of work ethic. Some employees have also stated they like the job but wish everyone else "cared" about "doing a good job" and "getting the work done." As the team's manager, I have decide to hold a formal meeting with the team about the importance of employee behavior and the impact on engagement.

The current issue is that some employees are not meeting performance expectations.

Each employees have been reprimanded verbally.

The employees claim that they do not feel "happy" while at work because of "frustrations" with other coworkers' lack of work ethic

Employees have also stated they like the job but wish everyone else "cared" about "doing a good job" and "getting the work done."

Employees who are engaged with their job tend to be more productive.

-This is because they are motivated beyond personal factors. They are more focused and more motivated than their disengaged counterparts. This means they work more efficiently and with the success of the organization in mind.

Impact of high employee engagement:

-Increases focus and efficiency

-Decreases rate of employee's calling in sick.

-Engaged employees care more about their job.

-Employee's recognize the importance of their presence at work.

-Helps build the success of the company.

Organizations with high employee engagement excel in customer satisfaction and achieve high productivity, as well as profitability with the additional side effect of safer, healthier employees with lower absenteeism and reduced turnover.

Employee behavior can impact the organizations performance tremendously.

It has a direct link to the operations and the success of the organization.

Remaining professional and keeping a positive attitude helps employee's collaborate more effectively and work together in a constructive environment.

Employee's who demonstrate poor or unprofessional behaviors can hinder productivity, decrease morale and reflect a public image that reflects poorly on the company.

Some examples of unprofessional behavior include:

-Being late to work

-Refusing to participate in meetings and group activities

-Being disrespectful to coworkers and supervisors

-Failure to meet deadlines

-Not completing work, laziness

-Gossiping or spreading rumors

An employee's personality plays an important role in organizational behavior. Personality and behavior go hand in hand because an employee's personality The way people think, feel, and behave affects many aspects of the workplace. People's personalities influence their behavior in groups, their attitudes, and the way they make decisions. Interpersonal skills hugely affect the way that people act and react to things at work. In the workplace, personality also affects such things as motivation, leadership, performance, and conflict. The more that managers understand how personality in organizational behavior works, the better equipped they are to be effective and accomplish their goals.Traits such as openness, emotional stability, and agreeableness all predict that an individual will have less conflict, work better in teams, and have positive attitudes about his or her work.Positive interpersonal skills is a personality trait that greatly affects the workplace. Individuals who exhibit this trait generally enjoy working with other people, and they have the empathy and sensitivity that enables them to get along well with others.Decision-making and independence are greatly affected by personality. Personality traits such as self-efficacy, conscientiousness, and pro-activity contribute to good decision-making under pressure and independence, while traits such as neuroticism and not being open do not.

Cognitive culture consists of the shared intellectual values and assumptions that serve as a guide for employee's to succeed. If each employee in the group share the same values and have the same understanding, its easier for the group to be successful. Cognitive culture impacts an employee's behavior at work, and whether an employee is customer focused, if they display innovation, if they're team players.Emotional culture consists of the shared emotional values, norms, artifacts, and assumptions between employee's. Emotional culture manage the emotions people have at work and which ones employee's should suppress.The difference between cognitive and emotional culture is one is an employee's thoughts while the other is an employee's feelings. While cognitive is verbal and emotional is likely non-verbal.Due to the low management of employee cognition, organizations may end up suffering suffer.Employee emotions and cognition can influence an employee's satisfaction, burnout, teamwork, financial performance and absenteeism. Emotions play a large role on employee job performance, as well as how engaged and creative they are. Emotion also influences how committed an employee is to their organizations.If an employee displays positive emotions, they will likely perform better. On the other hand, negative emotions like anger, sadness and fear usually lead to negative outcomes, including poor performance and high employee turnover rate.

In order to positively impact employee behavior, organizations should:

Improve training programs by creating employee development plans that focus on goals, current knowledge, and skills.Ensure employees possess the tools necessary to do their jobs effectively.Recognize employee's who work hard.Set realistic goals.Take a poll on employee engagement. Find out what motivates that employee. Take action based off of feedback from poll.Be honest with employees. Ensure that the culture aligns with the organizational values. Prove to employee's that supervisors can be trusted.Conduct exit interviews to discover why the employee is leaving, is the company could have done anything better.Ensure interacting with HR is easy.Communicate often. Don't keep employees in the dark.Allow flexibility to employees.

After conducting weekly team meetings to ensure employees are aware of the expectations in the workplace, I've come to the conclusion that some employee's were not meeting expectations due to being unhappy at work as well as witnessing other employee's not pull their own weight with certain tasks. These employee's care less about the job because other staff do not care about their job or completing tasks.When is comes to organizational performance, employee engagement is a key factor to ensure the success of the company because when employee's are engagement, they are more productive at work.It is clear that engagement plays a significant role in determining rates of absenteeism, and when employers behave poorly in the workplace, things don't get doneAn employee's behavior also effects the success of the company. If an employee has a negative attitude, it can reflect bad on the company.To learn if an employee is a goof fit for the organization, employers must gage the employee's personality. If the employee has a positive and kind personality, it will reflect positively on the organization.An employee's emotions play a big role on team morale. If employee's share similar thoughts and feelings, its easier for them to set a goal and accomplish that goal in a timely manner.Lastly, in order to positively impact employee behavior, a plan must be in place to ensure that employee's are satisfied and engaged in the job. Employers will need to take the steps necessary to ensure employees are engaged and have positive behaviors in order for the team to be successful.