Organizational Behavior Terminology and Concepts - Term Paper Example

(Robbins, & Judge, 2010). Similarly, it has become possible for organizations to manage a clientele from all parts of the world since no matter how far they are, they are always just a click away. This technological revolution, however, along with all its marvels, brings numerous challenges for the organizations as well, which need to be handled proactively. One such challenge is that of delegating an effective and efficient organizational behavior uniformly throughout the organization. (Robbins, & Judge, 2010).

Organizational behavior basically encompasses everything pertaining to human interaction and their relationships in any particular organizational setting. (Kinicki, & Kreitner, 2006). It includes intra-organizational interaction (i.e. among employees of all levels), inter-organizational interactions (i.e. with partners, competitors, distributors, suppliers, etc.) as well as extra-organizational interaction (i.e. interaction with customers). (Hellriegel, & Slocum, 2007). It deals with the culture that prevails within the organization, the relationships the employee share with each other as well as with various stakeholders and the image a company exuberates as a whole.

(Kinicki, & Kreitner, 2006). . (Keyton, 2010). It is a set of norms and principles pertaining to the behavior of the employees and their interaction with each other as well as the stakeholders. (Schein, 2004). It is the general environment of the organization that stems from the various values and attitudes defined by the organization. The organizational culture may be weak or strong. A strong culture inculcates an environment of unity and mutual trust. Employees tend to align themselves with the organizational values and rules and adhere to them strongly.

(Robbins, & Judge, 2010). Organizational commitment is higher, employees take ownership of what they do and there is higher employee motivation and loyalty. (Keyton, 2010). In order to induce a strong organizational culture, the organizational values should be clearly defined and should be uniformly followed across the board. The consequences should be similar for all and the compensation should be equitable. (Hellriegel, & Slocum, 2007). Source: (New Horizons, 2009). http://www.nhorizons.ca/en-change-culture-change.

asp Ideally, the values should be properly listed down. Moreover, the employees should be reminded of them in a polite and interesting manner every now and then. Various team building exercises and sessions may help strengthen the culture. (Schein, 2004). However, one drawback of a strong culture may be the presence of Groupthink, that is, when everybody tends to follow or agree with what one member of the group does or says in order to avoid mental effort as well as conflicts. (Keyton, 2010).

This can be avoided, though, through encouraging the employees to voice their opinions and concerns on an individual basis instead in the form of a group. (Schein, 2004). Organizational