Individual Integrative Paper
Every organization has an organizational behavior that varies from industry to industry. The United States Army is a unique organization that requires a closer look to determine how traditional organizational behavior is applicable. This paper provides an integrative approach to tying three organizational topics to the Army work environment. The first topic discussed is the consequences of distress. Each individual responds to stressful situations differently and the result is either eustress or distress. Individuals in the Army face three major types of distress and this paper examines how the Army overcomes them.
The next topic of organizational behavior is changing organizational culture. As the world constantly evolves by becoming more culturally diverse, the workplace must evolve at the same place. This is a challenge for managers everywhere. This paper takes a look into the most recent culture change experienced by the Army, which is the repeal of the “Don’t Ask, Don’t Tell” policy. The last topic covered in this paper is the withdrawal stage of the career model. The withdrawal stage is very important for managers because employees expect their employer to contribute somehow to their future in the form of retirement or even unemployment between jobs. To integrate this topic with the Army, this paper describes how the Army plans to change the current retirement plan and transition assistance programs.
Consequences of Distress
Each person handles stress differently. Some people thrive under stress and perform well, while others crumble under the pressure. Positive responses to stress are termed eustress, which is a combination of the words euphoria and stress. Conversely, distress is used to describe the negative aspects of stress. When it comes to distress, it can come in the form of individual distress or organizational distress (Nelson & Quick, 2011).
Individual distress is categorized by psychological disorders, medical illnesses and
The next topic of organizational behavior is changing organizational culture. As the world constantly evolves by becoming more culturally diverse, the workplace must evolve at the same place. This is a challenge for managers everywhere. This paper takes a look into the most recent culture change experienced by the Army, which is the repeal of the “Don’t Ask, Don’t Tell” policy. The last topic covered in this paper is the withdrawal stage of the career model. The withdrawal stage is very important for managers because employees expect their employer to contribute somehow to their future in the form of retirement or even unemployment between jobs. To integrate this topic with the Army, this paper describes how the Army plans to change the current retirement plan and transition assistance programs.
Consequences of Distress
Each person handles stress differently. Some people thrive under stress and perform well, while others crumble under the pressure. Positive responses to stress are termed eustress, which is a combination of the words euphoria and stress. Conversely, distress is used to describe the negative aspects of stress. When it comes to distress, it can come in the form of individual distress or organizational distress (Nelson & Quick, 2011).
Individual distress is categorized by psychological disorders, medical illnesses and
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