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Question: Discuss about the Examine workplace mindfulness and relation. Answer: The aim of this research essay is to gain a thorough understanding of Organization behavior (OB) in the workplaces. However, this essay will mainly argue on the fact that for enhancing the productive performance of the employees whether care needs to be taken with the job design, working environment, goal setting, motivation and rewards. Thus, keeping in mind the topic this essay will start will the theories of OB, which are suitable for organizational setting followed by identifying the organizational issues related to culture, ethics and social concerns along with their managerial interventions and finally comparing and contrasting on the present developments in OB. OB is an important concept to study because it teaches why employees behave like the way they do in an organization. Thus, it guides to understand the complicated nature of employees behavior by identifying their causes and effects of those behaviors. OB further helps in encouraging employees, improvising relations as well as guiding in effective exertion of human resources in the organization (Kinicki and Kreitner 2012). Douglas McGregor was the original proposer of the fact that an employees motivation gets an impact from the attitude of the manager. Thus, he came up with two motivational methods known as Theory X and Theory Y management, which seems to have opposing each other (Kopelman, Prottas and Falk 2012). The theory of X management states that for any individual work is inborn distasteful and so they tries to avoid it as much as possible. Therefore, most of the employees are not ambitious and needs to be directed, as they have no desire to take responsibility. However, as per this theory the main source of employees motivation is monetary then security. On a total contrary comes the theory Y of management, which states that work can become easier if the working conditions are comfortable. Employees are bound to self-directed if they are committed to the organizational objectives. Therefore, through this theory there are chances that an employee can align his or her personal goals with that of the organization by utilizing their own needs for fulfillment as their motivator. Another theory of organizational behavior is Hierarchy of needs theory by Abraham Maslow. This theory is also among those effective theories, which can be applied in the organizational setting (Deci and Ryan 2014). According to Maslow, every employee in the workplace has to cross through a series of needs in association with their employment in which they mainly move from the fulfillment of their very basic needs to survive until the final need of self-actualization. Under this theory, the employees are said to have utilized their time in enhancing their job roles and advance their careers. Victor Vrooms expectancy theory is also applicable for organizational settings for enhancing the productive performance because not like other theories but it focuses mainly on the results. As per this theory, Vroom has proposed that whether the employee will enhance his or her productivity will depend on three variables, which are expectancy, instrumentality and valence (HemaMalini and Washington 2014). Therefore, the interaction in between these three variables in an employees unconscious mind will create a motivating force that will in turn determine how much effort the employees will exert on their jobs. Lastly, Frederick Herzbergs Two-factor theory is there which is also very much applicable for organizational settings. This theory states that an employees motivation will come from his or her job design whereas their job satisfaction will come from the work environment like illumination, companionship and so on (Ozguner and Ozguner 2014). The cultural concerns can have an impact on the employees productive performance, which can raise problematic situations in the organizations. Employees needs to feel that they are an essential part of their organizational culture otherwise their performance will be hampered and they will fail to deliver productive results to achieve the organizational goals. For instance if organizational culture is like the employees can only raise their voice when it is necessary or if one department is more outspoken as well as socially active, then in such cases there can be conflict in the organization among the departments (Hogan and Coote 2014). Thus, here in one organization, each department will develop their own culture, which will affect the performance of the employees, as they will not feel that each one of them belongs to one particular culture and all are equal for the organization. Therefore, managerial intervention is an important part, which can solve these cultural issues in the o rganization. Managers should structure their recruitment process at the very beginning and thus, should hire those officers who have almost similar beliefs and values, which comprises the organizational culture (McFarlin and Sweeney 2014). Managers should act in a fair and uniform manner to all their employees to deal with workplace diversity successfully. Moreover, managers should also encourage interaction between the employees of various cultures backgrounds. The next crucial issue is related to the ethical concerns in a workplace. Good ethical culture can direct an employee towards productive performance as well as to built love and belonging among employees. Code of ethics is always a good indicator of employees commitment, which in turn will increase their productive performance. An employee who has good work ethics will always deliver good work through his or her physical, emotional and mental effort to their job. Thus, they will also look forward to deliver the best work to the organization (Simha and Cullen 2012). Therefore, managers should intervene and take charge of this as well as encourage employees work ethics so that they can deliver productive performance. Managers should act as the role model because if they r into unethical activities then other employees will also follow him because maximum employees have a tendency to mimic their higher authority. Managers should appreciate as well as recognize good ethics of the employe es, which can act as strong motivators for the employees to continue their good work. Lastly, another organizational issue comes from their social concerns, which also is directly affecting the performance of the employees. Lack of ethnicity, racism as well as gender biasness is among those crucial issues, which can have a major impact on the employees performance. Managers should be alert enough to avoid all these by equally treating and maintaining peace in the organization (Heilman 2012). According to Wood et al. (2012), job design has been said to be having a strong impact on work satisfaction, engagement and performance. Authors like Truxillo et al. (2012), have further supported this viewpoint and through his research have concluded that productive performance is related with two dimensions and they are design of the job and high involvement management. Job design highly motivates employees and enhances their performance through increasing the efficiency of work and job specialization. On a contrary to this Bakker, Tims and Derks (2012), have stated that why only job design, there is a major role of working conditions as well which help the employees to proactively balance their work and environment so that they can stay focused and their productive performance increases. Working condition is among the essential determinant for employees to deliver quality performance. If the working condition is, such where employees are able to concentrate totally that will autom atically decrease their rate of error, absenteeism and increase the rate of output, their level of motivation and their length of services. Another factor that has been highlighted in the literature is the setting of goals, which is also associated with productive performance. Leblebici (2012) has stated that having a set goal by the employees help them to enhance their performance because they can set their focus and priorities their work based on their goals and to attain that they will at any cost give their best quality work. Employees will become highly productive in order to reach their goal, which will make them perform well in the organization. Arguing with this statement Wong and Laschinger (2013), has said that primary factor for extracting productive performance is through empowerment of the employees. He has further stated that motivation, goals, rewards, job design or work settings are all secondary when it comes to employees actual performance. As per the findings of the research, it is said that empowering employees will make them more responsible regarding their work. Therefore, they will be more frank and less hesitant to share their suggestions or feedback related to their work or the organization. Being empowered the employees will be co nfident enough to find innovative ways for their tasks which will make their performance more productive and fruitful because they will have that liberty to innovatively handle their errors. Dane and Brummel (2014), has also stated another factor, which also has a major role to play to enhance employee performance, and it is the work engagement. He has stated that work engagement is positively related to that of work performance and active learning with the highly conscious employees.Thus, to conclude this research essay it can be said that as per the aim of this essay a detail understanding has been obtained regarding Observational behavior in the workplaces. The theories of OB, which are much suitable for organizational settings, are found to be the X and Y theory followed by hierarchy of needs theory, expectancy theory and the two-factor theory because these are highly relatable for productive performance of the employees. Moreover, the organizational issues are mainly observed t o be related to cultural, ethical and social concerns in the workplaces. Lastly, there have been contradictory states as well from the researchers who have stated that job empowerment and engagement also increases productive performance of employees in the workplace. References Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), pp.1359-1378. Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job performance and turnover intention.Human Relations,67(1), pp.105-128. Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace.The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32. Heilman, M.E., 2012. Gender stereotypes and workplace bias.Research in organizational Behavior,32, pp.113-135. 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