Organizational Behavior
Even a century ago, scholars and consultants gave augmented attention to a systematic study of management. The focus of these behavior building blocks were originally based on physical working conditions, principles of administration, and industrial engineering principles. But, in the 1940’s, organizations became more aware of overlooking a crucial factor in their inner workings, the human factor. This gave way to a diligent research in dealing with individual attitudes, group dynamics and relationships between workers and management (Schermerhorn, Hunt, & Osborn, p 5, 2008).
This foundation gave precedence to organizational behavior, often referred to as OB. This behavior offers vast insights of great value. Organizational behavior is quite simply the study of human behavior within organizations. OB is a discipline of scientific perceptiveness of individuals and groups in organizations including performance implications of an organization’s processes, systems, and structures (Schermerhorn, Hunt, & Osborn, p 5, 2008). These are the goals of organizational behavior to improve performance of an organization and the people within an organization. OB also can expand a better work-related understanding of oneself or others, which increases the potential for success in any given career.
Diversity
An understanding of the behavior and culture of an organization is explained but these are not the only factors within an organization. Diversity is another facet to be considered. Diversity in relation to a workforce is the illustration of differences based on an individual’s gender, race, ethnicity, age, impairments, or sexual orientation. These attributes are looked at as a whole in an organization’s culture for use of differing talents, ideas, and creativity to prosperous levels for an organization. Another term closely linked to diversity is multiculturalism, which is the respect for diversity and individual differences (Schermerhorn, Hunt, & Osborn, p 11, 2008). Understanding and working with these concepts of an organization’s culture play an important role in how internal communications are delivered.
Communication
Communication within an organization is vital to their prosperity and well-being. The use of technical skills, human skills, emotional intelligence, and conceptual skills are all important factors for effective communication within an organization (Schermerhorn, Hunt, & Osborn, p 15, 2008). Communication has been either the success or the downfall of many organizations. Currently there is a wide array of methods to use in organizational communication. Some of the technological skill methods are spreadsheet analysis, e-mails, PDA’s, cellular, and central databases. These are sometimes not as effective without the proper human skills of persuasiveness, empathy, interaction, or the ability to handle disagreements and conflicts. Emotional intelligence is the ability to manage emotions personally and in relationship to others (Schermerhorn, Hunt, & Osborn, p 16, 2008).
Organizational Analysis
Within the workings of my organization, many of these traits are apparent. The organization that I am employed with has a belief and value system that is called “core values”. These are the framework of the organization’s culture. Keen eyes to the correct methods of handling situations in the workplace are top priority for my company. Treating people fairly and justly gives way to the proper dealings in certain situations. Has my company attained all possible knowledge in their organizational culture? I would have to say that any organization that thinks they have mastered their culture is doomed to failure because in all aspects of business there is always room for improvement. My organization is well equipped in the art of diversity, and communication within their organizational culture and with proper nurturing they will continue to grow.
An organizational culture is built on the behavior, diversity, and communication capabilities. Without these quality traits, organizations will not survive. There are those organizations that revere these aspects within the internal workings of their workplace and it is these organizations that will thrive and prosper well into the future.
References
Schermerhorn, J. R., Hunt, J. G., & Osborn, R. N. (2008). Organizational behavior (10th ed.). Hoboken, NJ: John Wiley & Sons. Retrieved on June 13, 2011, from https://portal.phoenix.edu/classroom/coursematerials/mgt_307/20110607/