Organizational Behavior as the Field of Learning - Research Paper Example

? Organizational Behavior Introduction An organization is a platform where people from different background work together in order to accomplish individual and institutional goals and objectives. Organization is a socially synchronized group which is composed of two or more individuals that function on comparatively unremitted basis to attain the future aims. Organizational Behavior (OB) is one of the most significant subjects, utilized in order to maintain a uniform organizational environment, which might prove helpful to enhance organizational productivity and profitability. OB is referred as the field of learning which mainly deals with the individual employees working in an organization. It describes that the individuals and groups of employees do offer any influence over the organizational working environment. It is entirely concerned with the varied rising realities in an organization (Kreitner & Kinicki, 2009). Moreover, OB is also described as a human technique, which is utilized to analyze individual employee behaviors in a specific organization. It entirely concentrates on the understanding, forecasting and controlling human behaviors in an organization. OB is the key facet which is utilized to maintain and to enhance the level of relationship among the employees of an organization. It helps in proper sharing of diverse facts and information with one another resulting in enhancement of their technical knowledge and skills. It also enhances the devotion and commitment of the employees leading to augmentation of productivity and profitability of the organization. Hence, it helps in improvement of efficiency and effectiveness of both the employee and the organization (Kreitner & Kinicki, 2009). OB is also utilized as an analytical tool to judge the psychological skills and attitudes of the employees. It also focuses on improving the productivity, declining absenteeism, enhancing returns, improving job satisfaction and devotion. Thus, in order to enhance these attributes, OB utilizes systematic and organized study of the employee behavior. Hence, it can be avowed that as OB is used to predict employee psychology so it is also known as organizational psychology (Kreitner & Kinicki, 2009). Discussion Due to globalization and industrialization, the importance of OB is becoming more imperative in every organization. This is because OB is required in order to cope up with the changing nature and attitude of the employees of the organizations. OB can also be regarded as an educational discipline which is concerned with describing, accepting, forecasting, and scheming individual behavior in an organizational environment. It is done in order to augment organizational efficiency along with corporate image. Moreover, improvement in organizational returns might also enhance brand identity and uniqueness. According to Kreitner and Kinicki (2009), OB is that branch of study which helps in prediction of the employee attitude in an organization. For this reason, it is also described as a human technique utilized for individual benefit. In addition, OB also helps in improving inter-personal relationships amid the workers and the management in an organization. Hence, it facilitates the management to comprehend the psychology of the individual employees which helps in reducing employee discontentment and disapproval. This may result in enhancement of employee commitment leading to organizational improvement (Kreitner & Kinicki, 2009). Furthermore, as organizations are operated with individuals so effective utilization of the employees can only lead to success of a business enterprise. Thus, proper utilization of the workers can be possible only if the managers inspire and stimulate them towards higher output and better outcomes. For this cause, OB is also described as the technique of application of managerial skills in order to investigate the performance of the workers in a group within an organization (Brooks, 2006). OB is also specified as a technique and a practical behavioral science which helps to understand varied differences in the fundamental values, feelings and activities of the individuals of diverse regions and groups. By evaluating the varied described characteristics, OB also helps to evaluate the culture of an organization. OB is generally utilized by all organizations in order to manage the individual employees in an appropriate way in order to maintain a decent and ethical environment (Robbins, 1996). Therefore, it can be affirmed that OB is a tool which helps to enhance the working behavior of the employees in order to improve the brand image and loyalty of an organization among other apparent players in the market. Thinkers of Edinburgh Business School (2008) described OB as that particular field of study which mainly deals with improvement in employee skills and knowledge leading to organizational enhancement. This can be demonstrated with the help of five models of OB namely autocratic, supportive, custodial, collegial and Stimulus, organism, behavior and consequence (SOBC) (Edinburgh Business School, 2008). Autocratic model of OB is an important form which is entirely based on power. This signifies that authority is the fundamental ingredient of an organization which needs to be obeyed by every individual employee. If it is not maintained then it might lead to penalties as well. In an autocratic environment, the administrative orientation is formal and bureaucratic in nature. Thus, the workforce of an organization must accept and follow the rules and the orders laid by the authority. This is essential as performance is entirely dependent on the compliance for the employees which is the prime objective of an organization. Moreover, compliance of an employee towards his/her superior is also essential in order to enhance technical knowledge and basic skills as well as to maintain a secure job. For the above mentioned causes, autocratic model is implemented in the organization. Apart from this model, the other considerable philosophy is custodial approach (Edinburgh Business School, 2008). According to custodial approach, organizational behavior is mainly dependent on the economic resources. It also highlights that every individual employee works in an organization in order to attain both primary and secondary needs. Among primary needs, psychological, safety and intimacy can be fulfilled along with self-esteem and actualization requirements as well. Thus, in order to accomplish the primary desires, revenue is essential which can be the prime orientation of any entrepreneur, whereas secure job is the chief aspiration of an employee. In order to fulfill the basic need of job security, employees attempt to maintain a passive cooperation with its seniors. As a result, the management of an organization takes the responsibility of being custodian or guardian to its employees and affluences in order to maintain their wellbeing (Edinburgh Business School, 2008). The other important model which is implemented in organizations is supportive philosophy. This philosophy assumes that management plays a leadership role in an organization. This refers that the management of an organization plays the role of a supportive leader for the employees in order to maintain their welfare along with safety. Thus, the management of an organization supports the employees to enhance their knowledge and skills resulting in individual and organizational advancement. This type of support is also crucial for the employees as it helps in augmentation of their performances, which results in improvement of organizational value. Besides, it also facilitates in attainment of the desires of self-esteem and appreciation of an employee leading to enhancement of devotion towards assigned task (Scribd, n.d.). The collegial model is also an important philosophy, which assumes that the employees are normally self regimented and always endeavor to maintain and to exhibit a responsive behavior and attitude towards other co-workers of an organization. It is an extension of the supportive model and it specifies that every employee attempts to work in a group by maintaining a synchronized and harmonized atmosphere. It is extremely essential for an employee in order to accomplish the desire of self-actualization. If this demand can be fulfilled then the enthusiasm and encouragement of the employees would increase leading to superior performance. Moreover, employees can also be included in decision making process for the betterment of an organization. This would result in improvement of individual spirit as well as confidence that are among the key ingredients of team work. Team work is very crucial for an organization as it helps in maintenance of proper organizational culture and environment. Thus, it can be revealed that as team work is the prime essence of an organization so collegial model is implemented (Scribd, n.d.). Stimulus, organism, behavior and consequence (SOBC) is the other considerable model of OB which is also implemented in an organization in order to study individual behavioral attributes. It describes that every behavior of an individual is found due to any specific stimulus. Thus, due to the impact of any stimulus, a specific consequence or behavior can be revealed in an employee or organism, which is its after effect. It is shown in the below diagram. SOBC Model Stimulus > Organism > Behavior > Consequence (Reason) (Employee) (Actions) (Results) Source: (Scribd, n.d.). Thus, it can be said that SOBC model is entirely based on the realistic belief of an individual behavior which means actions are caused due to certain definite reasons. Hence, every human attitude includes a relationship of a cause-effect (Edinburgh Business School, 2008). Conclusion OB is a systematic study which is utilized for the prediction of individual behaviors in an organization. Moreover, in order to manage the employees of an organization in an effective and efficient way, the managers should offer more attention over the concepts and principles of OB. A proper evaluation and management of organizational behavior can facilitate in making growth in an organization. It can also help in building a collaborative understanding within the organization which can in turn result in enhancement of employee morale. A contented workforce can be a productive workforce, thus making it convenient for the management to administer them. Therefore, managing organizational behavior is paramount for attaining success for an organization. References Brooks, I. (2006). Organisational behavior. United States: Pearson Education. Edinburgh Business School (2008). The basics of organisational behavior and its relation to management. Retrieved from https://studentservices.ebsglobal.net/studentserviceopen/synopsis/pdfs/h17ob-ob-a3-1-2009.pdf Kreitner, R., & Kinicki, A. (2009). Organizational behavior. United States: McGraw-Hill/Irwin. Robbins, S. P. (1996). Organizational behavior concepts controversies applications. Retrieved from http://mymba.weebly.com/uploads/3/1/8/3/3183924/stephen-p-robbins-organizational-behavior-full.pdf Scribd. (n.d.). Models of organizational behavior. Retrieved from http://www.scribd.com/doc/20433176/Organisational-Behaviour Read More