The Importance of Organizational Behavior
Organizational behavior is the study of how people in organizations relate to each other, how their performance is affected by the environment in the organization, and how organizations can be managed effectively. It is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, in order to better understand and predict human behavior (Dessler, 2013).
Organizational behavior has been studied since the early 1900s, but it was not until the 1970s that it became established as a field of academic inquiry. The early focus of organizational behavior was on individual and group dynamics, but it has since expanded to encompass a broader range of topics such as organizational culture, change management, leadership, and diversity (Dessler, 2013).
The importance of organizational behavior lies in its ability to help improve the performance of individuals and groups within organizations. By understanding how people behave in organizations, managers can devise strategies to motivate and direct employees more effectively. Additionally, by understanding the impact that organizations have on employee behavior, managers can create a work environment that is more conducive to productivity and satisfaction.
2. The Importance of Organizational Behavior
Organizational behavior is important for several reasons. First, it can help managers to better understand and predict employee behavior. This knowledge can be used to devise strategies for motivating and managing employees more effectively. Additionally, by understanding how employees behave in organizations, managers can design work environments that are more likely to lead to productive and satisfying work experiences. Finally, organizational behavior research has yielded a number of important insights into human behavior that can be applied to a wide range of real-world problems.
3. How Individual Behavior Is Affected By The Organization
Organizationalbehavior theorists believe that individuals are powerfully influenced by their work environment. This influence can take many forms, including the following:
The type of work an individual does: The nature of an individual’s job can have a profound impact on his or her attitude and behavior. Jobs that are monotonous or repetitive are often associated with low levels of satisfaction and high rates of absenteeism and turnover (Spector, 1985). In contrast, jobs that offer variety, challenge, and opportunities for personal growth are often associated with high levels of satisfaction and commitment (Kanfer & Ackerman, 1992).
The amount of control an individual has over his or her work: Jobs that offer little opportunity for autonomy or decision-making are often experienced as stressful and frustrating (Hackman & Oldham, 1975). In contrast, jobs that offer employees a considerable degree of control over their work are often experienced as more satisfying ( Greenberg & Baron, 1993).
The social relationships an individual has at work: The quality of an individual’s relationships with co-workers is a major determinant of job satisfaction ( Weiss, 1994). Individuals who have supportive and friendly relationships with their co-workers are generally more satisfied with their jobs than those who do not ( Barsade, 2002).
The physical environment an individual works in: The design of the workplace can have a significant impact on employee satisfaction and productivity ( Veitch & Griffin, 1993). For example, poorly designed workstations can lead to ergonomic problems such as musculoskeletal disorders, which can result in absenteeism, reduced productivity, and high levels of employee turnover ( NIOSH, 2001).
4. Group Behavior In Organizations
Groups are a central feature of most organizations, and group dynamics play a significant role in organizational behavior. Group dynamics refers to the way groups interact with each other and how their members behave within the group. Groups can be either formal or informal, and they can vary in size from two people to hundreds of people. Formal groups are created by organizations to achieve specific goals, and they are typically characterized by explicit rules and procedures. Examples of formal groups include work teams, committees, and task forces. Informal groups are created spontaneously by employees who share common interests or goals. Examples of informal groups include social clubs, cliques, and gangs.
Group dynamics can have a positive or negative impact on organizational behavior. On the positive side, groups can provide members with support, socialization, and a sense of belonging. Groups can also promote creativity and innovation by providing a forum for the exchange of ideas. Additionally, groups can increase productivity by pooling resources and dividing labor. On the negative side, however, groups can also lead to conflict, competition, and infighting. Additionally, groups can foster a sense of complacency and stagnation by discouraging individual initiative and risk-taking.
5. The Impact of Gender on Organizational Behavior
Gender is a major determinant of organizational behavior. Numerous studies have shown that men and women differ in their attitudes, values, and behaviors (Eagly & Carli, 2007). These differences can have a significant impact on organizational behavior. For example, research has shown that men tend to be more aggressive than women, which can lead to conflict in the workplace (Ferris et al., 1999). Additionally, women tend to be more people-oriented than men, which can make them better suited for jobs that require strong interpersonal skills (Eagly & Carli, 2007).
6. Organizational Behavior and Job Satisfaction
Job satisfaction is a major focus of organizational behavior research. Job satisfaction is defined as a person’s positive or negative evaluation of his or her job (Locke, 1976). It is important because it is a major determinant of employee motivation and performance (Spector, 1997). Numerous factors have been found to affect job satisfaction, including job design, pay, promotion opportunities, supervision, coworker relationships, and the physical work environment (Dessler, 2013).
7. Organizational Behavior and Recognition
Recognition is another important aspect of organizational behavior. Recognition is defined as an acknowledgement of an individual’s or group’s contribution to the organization (Kanfer & Ackerman, 1992). It is important because it can motivate employees to repeat their successful behaviors and improve their performance (Amabile & Kramer, 2011). Additionally, recognition can improve employee morale and commitment to the organization (Kanfer & Ackerman, 1992).
8. Organizational Behavior and Communication
Communication is another important element of organizational behavior. Communication refers to the process of exchanging information between two or more people (Druckman & Weber,…
Communication is important because it is the primary means by which individuals and groups within organizations interact with each other. Effective communication is essential for coordinating activities, solving problems, and making decisions (Dessler, 2013). Additionally, communication plays a vital role in building and maintaining relationships.
9. Organizational Behavior: The Role of Doubts and Certainty
Doubt and certainty are two important factors that affect organizational behavior. Doubt is defined as a state of uncertainty or lack of confidence (Festinger, 1957). Certainty is defined as the absence of doubt or the feeling of being sure (Festinger, 1957). Both doubt and certainty can influence the way employees behave in organizations.
Certainty has been found to promote compliance with rules and procedures, while doubt has been found to promote creativity and innovation (Isen, Dailey, & Nowicki, 1987). Additionally, certainty has been found to increase task focus and motivation, while doubt has been found to increase exploration and risk-taking (Isen et al., 1987). These findings suggest that organizations should carefully consider the level of certainty they wish to promote among their employees.
Organizational behavior is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations. It is important because it can help managers to better understand and predict employee behavior. Additionally, by understanding how employees behave in organizations, managers can devise strategies to motivate and direct employees more effectively. Finally, organizational behavior research has yielded a number of important insights into human behavior that can be applied to a wide range of real-world problems.