What is Organizational Behavior?

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This question has been asked by managers and employees alike for years. Despite its apparent simplicity, the answer to this question is anything but straightforward. To help unravel the mystery behind organizational behavior, let’s take a closer look at what it is and what factors influence it.

By understanding organizational behavior, you can better understand how your workplace operates and why things happen the way they do. Stay tuned for future blog posts that will dive even deeper into the world of organizational behavior!

What is Organizational Behavior?

Organizational behavior, or OB for short, is the study of how individuals function within group settings. For years, research in OB has focused on identifying common patterns among large groups of people. With so many different types of personalities and work environments to take into consideration, it can be difficult to identify universal behaviors across all groups.

However, there are certain trends in OB that have proven to be relevant in nearly every setting. For managers, being aware of these trends can help you better understand your employees and create productive work environments for everyone involved.

Importance of Organizational Behavior

Organizational behavior is an essential science for managers and employees alike. By understanding how work environments form and function, you can create more productive organizations that get better results.

What Factors Influence Organizational Behavior?

There are a number of different factors that influence OB. For example, the type of people in your organization will play a major role in shaping the culture of your workplace. This concept is known as “homophily,” or the tendency to be around people like yourself. For example, if you work in an extremely creative environment, it makes sense for you to surround yourself with other creative people who can feed off each other’s ideas and energy.

Likewise, organizations operate differently depending on their goals and structure. For example, companies with a cult-like culture may engage in unethical or illegal practices to appeal to their employees’ sense of belonging and moral supremacy. These factors influence the psychology of staff members and affect how they perform at work.

Managers should be aware of these trends and take them into consideration when making decisions about their employees’ work environment. It is also important to remember that group behavior does not solely affect the workplace. For example, many of us behave differently in a group setting than we would when interacting with family or at a social event. In short, your coworkers are not always your friends and it can be difficult to understand why they sometimes behave the way they do.

How Can Organizational Behavior be Used to Improve Employee Performance?

Organizational behavior is one of the most important sciences for managers looking to achieve higher levels of productivity. By understanding how work environments are structured, you can design more productive systems that help employees reach their full potential.

With so many factors influencing OB, it would be nearly impossible to create the perfect work environment for everyone. That means that managers must be careful about how they structure their workplace and encourage employees to participate in decisions that influence their behavior. By being aware of different organizational structures, you can find a beneficial balance between productivity, success, and employee satisfaction.

What Are Some Common OB Theories?

There are a number of well-known OB theories. One example is Maslow’s Hierarchy of Needs, which states that basic psychological and safety needs must be met before people can become motivated by higher level factors like social interaction or self-actualization.

Another common theory in OB is Abraham Maslow’s theory on the hierarchy of needs. This concept argues that there is a chain of needs, and once the lower level needs are met, it is possible to achieve the next stage. It states that all humans have basic requirements such as food and water, and once those requirements are fulfilled we move on to safety and security. After these two stages we seek love and friendship (social interactions), then self-esteem and self-actualization.

How Does Organizational Behavior Influence Ethics?

By understanding the factors that influence organizational behavior, managers can create ethical work environments where employees feel safe and secure making decisions that benefit both themselves and the company as a whole. Unfortunately, some workplaces value profits above all else and engage in unethical or illegal practices to maximize their revenue.

Perhaps the most well-known and high profile example of this was Enron, a company that employed unethical accounting practices to give false impressions to investors. Employees were pressured by management to refrain from questioning these practices in order to avoid being terminated.

Many employees who worked at Enron during this time were afraid for their jobs and therefore chose not to question the company’s unethical activities. This is one of the most damaging results of a poorly structured work environment.

Is There Such a Thing as Too Much OB?

Absolutely! One common complaint from employees in highly organized workplaces is that they feel like cogs in a machine, or that their creativity and individuality is being stifled by the company’s policies and procedures. Other employees complain that there is just too much structure and they don’t have enough freedom to explore their interests.

While OB is designed to create an environment where people enjoy working, managers must be careful not to implement policies and procedures that stress out their employees so much that it hurts productivity.

What Are the Benefits of Having Positive Organizational Behavior?

When managers create a positive organizational behavior they are working to improve many aspects of their workplace.

This includes improving employee’s performance, productivity, and job satisfaction. They should also be aware that this will likely lead to increased profits for the business as well. This is because workers who enjoy what they do and feel like they have the support of their managers, will likely stay at a company for longer periods of time. This reduces the need to spend money and resources on hiring and training replacements – which also cuts back on business expenses.

In conclusion, organizations have a responsibility to provide a safe environment where people feel comfortable making decisions that benefit both themselves and the company as a whole. Managers should be aware that employees who feel this way are likely to be more productive and satisfied in their positions.

Managers should also be aware that if they implement policies and procedures that create too much structure, it could stress people out so much that it hurts productivity. It is important to find a balance between structure and freedom when creating an organizational culture.