Organizational Behavior - Assignment Example

Organizational Behavior Introduction Organizational behaviour is a study on how individuals or people act and interact within a given setting or surrounding, and the factors are mostly based on the culture which is the totality of socially transmitted behaviour patterns distinctive of an organization or company including the structure of the organization and the roles that are present within (Cohen et al 2004: 552). Such roles are the leadership style, the prevailing values, norms, sanctions and support mechanisms as well as the traditions and legends, methods of enculturation and characteristic ways of interacting with people and institutions outside the culture such as customers, suppliers, competition, government agencies and the general public (Cohen et al 2004: 553). Much like different groups formed and managed at different times throughout history, organizations have developed distinctive cultures that are very dissimilar to others. All organizations have their own particular ceremonies, rights and privileges that may be formal or informal; which are usually attached to success and improvement in the business, as well as various types of sanctions or disciplinary actions which are tied to failure (Cohen et al 2004: 553). Moreover, organizational culture has observable remnants that may come in the form of reports or video tape office activities. And while many organizations fall into identical types and sectors of industry, they operate on definite sets of core values or beliefs that guide the actions of the organization as well as the direction in which it moves (Cohen et al 2004: 554). Since organizational behaviour is quite a new field of study, researchers generally categorize it as a set of shared meanings which is largely based on common attitudes and experiences. As individuals, part of how we perceive the outside world or environment is a reflection of the culture we live in (Glassman 2000: 410). This is very essential in conducting organizational behaviour tests and study because cultural ideas and individualism can play a role in how researchers think about behaviour. Culture is significant because of its effects on the observations we make and how we interpret them (Glassman 2000: 410). Originally, it was concluded that groups give inclination to the making of riskier decisions than the individuals who comprise the group; however the dynamics of the groups or group polarization often leads to decisions which heads off from the individual decision of the members (Glassman 2000: 410). But whether group decisions are riskier or more conservative depends on culture as well as other factors (Glassman 2000: 410). In this regard the system approach is generally employed where the different departments or sectors inside the organization must complement each other aside from doing their own particular work within the company. This type of principle ensures that every worker from the different departments or sections need to have the correct attitudes and must perform their respective jobs accordingly and support each other in order to move towards a common goal (Bizcovering 2009: 1-2). It is vital to understand that culture affects the way individuals behave and no understanding of individual behaviour can ever be complete without being familiar with that aspect (Glassman 2000: 410). Body To make things a little easier to understand – social organizations are very much like a human body. Typically, it starts small and develops slowly into a highly complex system (McConnell 1986: 129). But since social organizations do not have “genes” to direct them like the human body, they have formal rules and regulations to control their functioning or operations (McConnell 1986: 129). Being able to write these said rules and regulations down in formal language can definitely help an organization in many ways. These written languages are a property that may have been formed when large organizations were created (McConnell 1986: 129). Relevantly, it does not matter from an organization’s point of view the individual who personally fills in the various roles within the company as long as all the essential positions are filled and all goals are met so that the organization survives (McConnell 1986: 129). Hence, social roles are stereotyped or a systematic way of behaving or thinking about something which instructs an individual on how to act if he or she wishes to play a certain part or role in society (McConnell 1986: 129). The intention of organizational behaviour is to gain perception of situations which makes use of the individual and group dynamics which is normally present in every organization setting (Fuller n.d.: 1-3). Although the study of organizational behaviour is more related to psychological and sociological forms of sciences, the scientific field of study is likewise taken into consideration since organization behaviour includes numerous levels of investigations to fully understand the manner or behaviour of individuals in the workplace and in the organization as a whole; because people act and react to different situations and surroundings differently. The variety of individuals is nearly boundless yet most of these differences are insignificant and have remained largely unnoticed (Pervin et al 1997: 261 -262). Overtime people have found some individual differences that are particularly significant in their interactions and have developed ways for easy indication to them. These peculiarities communicate or convey information about individual differences that are important to our well-being or that of a particular group or clan (Pervin et al 1997: 261 -262). They are valuable because they serve the purpose of prediction and control that provides assistance in forecasting what others will likely do and thus be able to implement or have a control system that can be implemented once needed in order to manage life outcomes in a more positive manner; proving information on how individuals are likely to behave across a wide range of relevant situations (Pervin et al 1997: 261 -262). In congruence to the foregoing paragraphs, the dynamic approach is also used in determining organizational behaviour as it discusses personality growth and development and gives emphasis on behaviour as the product of the individuals-as-a-whole (Lindgren 1993: 13). The dynamic approach is based largely on the following principles: 1) all behaviour is caused; 2) all behaviour is purposive; 3) causes and purposes are multiple; 4) behaviour is a continuing process; and 5) behaviour involves the total human organism (Lindgren 1993: 13). Conclusion In general, an organization can adjust its culture by building and continuously developing a working environment which commonly compensate good behaviour and satisfactory results (Yahoo answers n.d.: 1). The study of organization behaviour is vital because this will lead to a better understanding how employees are affected by the environment of their workplace and why their performance either become satisfactory or lousy given a particular circumstance (csupomon.edu, n.d.: 4-9). It is normal for any organization or group to have a conflict of interest, especially between the management level and the rank and file. Everybody must realize that the success of the entire organization depends on the behaviour of the individuals within and the environment settings that may or may not be conducive to efficiency and productivity (csupomon.edu, n.d.: 4-9). As such the culture or behaviour of the organization can be mainly distinguish with its set of objectives along with the reality on whether the employees feel that their efforts are being rewarded proportionately and if they are going to be recognized for their achievements in order to gain self-actualization from their jobs (csupomon.edu, n.d.: 4-9). Additionally, managing an organization requires doing multi-tasking jobs that is coupled with great expectations from both ends so a balance is needed to ensure proper flow and balance in the organization (Bizcovering 2009: 1-2). There is also a big likelihood that workers and employees can either progress toward growth or shift to stagnation. When employees become stagnant their productive efficiency tends to stop affecting overall outcome and making the organization “ill”. However, if management adjusts or acquaints their workers to grow not only in their jobs but in their personality as well, the whole organization becomes healthier and is able to survive the stiff competition within the industry (Word Press.com 2009: 1). Overall, organizational behaviour is a useful tool for managers, supervisors and the management because if serves in the analysis of their respective employees’ behaviour and their particular reactions within the department or organization. An organization must be viewed as another living being that has its own personality which has a different set of the goals and objectives apart from the individual aims of the workers or employees. It is encouraged that the objectives of any organization remain to be made unbreakable, but it must also be updated and evaluated constantly based on past experiences which occurred within the organization (Morrison 2008: 1). In reality there is no right and wrong way on how to manage an organization, the main thing is that the acquired or preset method used to operate the entire organization is functional and allows groups and individuals to accomplish the goals in an efficient and very productive manner (Morrison 2008: 1). Conflicts cannot be absolutely removed within a group or organization. Nevertheless, management can develop organizational designs that can improve personal effectiveness by improving interpersonal relationships between managers and their staff by encouraging trust, openness and dynamism in order to carry out the goals set in the company (Word Press.com 2009: 1). The success of an organization rests mainly on the culture or behaviour it is moulded in which includes how management runs the company; the kind of supervisor or manager the organization has to handle the people; and the category or skill or employees they hire to do the job. While it is important for employees to accomplish premeditated goals, it is likewise important for management to consider whether their employees are being paid well and given the benefits that will make them secure. This also necessitates the proper assessment of the working area which must be designed and arranged suitably for work. Management must also ensure that their workers or employees are comfortable while working and they should feel secure so optimal production and efficiency can be gained in the organization (The Family Health Guide 2007: 136-137). References Bizcovering. 2009. Major Theories of Organizational Behavior. [Online]. Available: http://bizcovering.com/management/major-theories-of-organizational-behavior/ [26 November 2009] Cohen, R. J., 2004. Psychological Testing and Assessment: An Introduction to Test and Measurement, 6th Edition. The McGraw-Hill Companies. csupomona. n.d. Why Study Organization Behavior? [Online]. Available: http://www.csupomona.edu/~msharifzadeh/chapter1.html [26 November 2009] Fuller, Jerry Bryan. n.d. Organization Level of Analysis: Reference for Business, Encyclopedia of Business, 2nd ed. [Online]. Available: http://www.referenceforbusiness.com/management/Ob-Or/Organizational-Behavior.html [26 November 2009] Glassman, W.E., 2000. Approaches to Psychology, Third Edition. Buckingham MK18 1XW: Open University Press. Lindgren, H. C., 1993. Psychology of Personal and Social Adjustment. American Book Company. McConnell, J.V., 1986. Understanding Human Behaviour, Fifth Edition. N.Y.: CBS College Publishing. Morrison, Wesley. 2008. How Managers Use Organizational Behavior Analysis: Associated Content, Business and Finance. [Online]. Available: http://www.associatedcontent.com/article/1182777/how_managers_use_organizational_behavior_pg2_pg2.html?cat=3 [25 November 2009] Pervin, L. A. & John, O. P., 1997. Personality: Theory and Research, 7th Edition. John Wiley and Sons, Inc. The Family Health Guide. 2007. Staying Well at Work. MediMedia Services Ltd., U.K. ISBN 0018-184X Word Press.com. n.d. Organizational Behavior: organizational systems effectiveness. [Online]. Available: http://organizationb.wordpress.com/tag/significance/ [25 November 2009] Yahoo answers. n.d. Corporate Culture is defined by its organizational behavior. [Online]. Available: http://answers.yahoo.com/question/index?qid=20071128074702AAO5CE0 [26 November 2009] Read More