Final ReflectionThere are many indispensable concepts in organizational behavior that provoke and challenge managers to self-reflect and broaden their management perspective. The three most significant concepts I learned in this course were: the importance of communication, why people resist change, and the need for transformational leadership. While all of the concepts learned in this course are useful, these three concepts are noteworthy because I can personally relate to them. These elements have contributed to, but at the same time hindered, my professional success. The Importance of Communication Being a good communicator is one of the most essential skills a manager can possess on both a professional and personal level. Indeed, organizations could not exist without some form of effective communication (McShane & Von Glinow, 2015, p. 254). The ability to share an idea by forming a thought in your mind, encoding that message, and transmitting the message through a chosen channel is only part of the process. For good communication to exist, the message must be heard. This happens when the recipient realizes that a message is being sent through all the noise, decodes it and understands it. A communication received and understood should generate an action. Feedback helps clarify the message between sender and receiver (McShane & Von Glinow, 2015, pp. 255-256). Organizations rely on this tool to coordinate the work that needs to be completed. This facilitates the exchange of ideas and knowledge transfer between internal and external resources. Furthermore, it helps improve decision making. Finally, it is used to persuade/change the behavior of others (McShane & Von Glinow, 2015, pp. 354-355). At the beginning of my management career... half of the document...( 2012). Two paradigms on resistance to change. Journal of Organization Development, 31(3), 59-71. Retrieved June 19, 2014, from http://eds.a.ebscohost.com/eds/results?sid=9921a9b5-b8d8-44fb-b3dc-38ef3355abde%40sessionmgr4001&vid=2&hid=4208&bquery=resistance+AND+%22to%22+AND + edit+AND+organizational&bdata=JmNsaTA9RlQmY2x2MD1ZJnR5cGU9MCZzaXRlPWVkcy1saXZlMcShane, SL, & Von Glinow, MA (2015). Organizational behavior. New York: McGraw-Hill Education.Şahin, D. R., Çubuk, D., & Uslu, T. (2014). The effect of organizational support, transformational leadership, employee empowerment, work engagement, performance, and demographic variables on psychological capital factors. EMAJ: Emerging Markets Journal, 3(3), pp. 1-17. doi:10.5195/emaj.2014.49Senge, P. M. (1990). The fifth discipline: the art and practice of the learning organization. New York: Double Day.