HR Management Paper on Snake Pit Critical Thinking

Snake Pit Critical Thinking

Organizational behavior is a systematic application and study of people and groups act in an organizational setting. In each and every organization, there are two groups of individuals, the clockwork metaphor and the snake pit metaphor. Howard Swartz has clearly demonstrated the boundary faced by individuals in an organization in his writings on organizational behavior. Clockwork employees are preferred more an organization compared to the snake pit, whose behavior will negatively impact the running of any organization. The paper explains the theory surrounding the clockwork and the snake pit metaphors and the importance of educating people on organizational behavior.

The clockwork metaphor conveys an organized scenario of an organization behavior that does not have conflicts among the workers because all of them mesh smoothly. These types of employees are known to be supportive in their workplace. Most of them are happy at their workplace, the level of anxiety is low and technical issues are solved by the person who has the expertise. The snack pit metaphor portrays the daily struggles, conflicts and people not wanting to take responsibilities of their failures at their place of work. Both metaphors displays the complication of human behavior, the disturbing side that is witnessed during workplace violence. Many people have described organizations as clockwork in which individual behavior is logical and rational. In many cases, people know about snake pit metaphor. This is the main reason when students were asked by Howard Swartz on the organization that they best prefer. It was not shocking that three quarters of the students chose the snake pit metaphor.

Understanding organizational behavior entails comprehending the reality of oneself. One benefit of learning organization behavior is that an individual can explore new skills and behavior in a totally safe environment. It is better to lose your temper in a classroom learning about new behavior. This will have less consequences as opposed in an environment where you are dealing with a potential client. The ultimate objective of learning these skills and experimenting them in a classroom is that you will be in a better position to practice those skills in a work environment. Even if students tend to rely on the snake pit metaphor, Howard Swartz insists that he will continue to educate his students on the clockwork metaphor because it has much benefit. Students are not trained in organizational behavior. They are educated because organizational behavior is an applied discipline. The different between the two models, that is training and educating, is that education has more direct impact on knowledge or skills.  Educating someone installs knowledge that may be used later, sometimes considerably later when as opportunity arises. In a diverse area of knowledge, such as organizational behavior, one can think of the immediate solution about the subject and topics that were taught long time before. Finally, organization behavior should be taught because customers are focused on high quality. The competition around the world has made organization to focus on meeting customer quality expectation. High quality has a potential of attracting and maintaining customers. Quality as a philosophy of management has a direct implication on organizational behavior. Employees need to be equipped with skills that meet the quality needed in meeting the customer’s needs.

In conclusion, teaching of organization behavior in schools is of much importance because individuals will be equipped with skills that they can use at their workplace. In most organizations the clockwork type of behavior is more considered than the snake pit type of behavior since it advocates for better ethical behavior than the snake pit. Finally, organizational behavior should be taught in the early stages of one’s life probably in school.