Organizational Behaviour.

Authors Avatar
Organizational Behaviour

Organizational Behaviour Organizations have been described as groups of people who work interdependently toward some purpose. This definition clearly indicates that organizations are not buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish shared objectives. The study of organizational behaviour (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are three determinants of behaviour in order to make an organization more effective: individual, groups, and structure. The people within the organization and their behaviours affect the performance of the organization. There are a number of behavioural disciplines that contribute to OB: psychology, sociology, social psychology, anthropology, and political science. There are lot of challenges and opportunities today for managers to use OB concepts. One of the most important and broad-based challenges facing organizations today is adapting to diverse work environments. Organizations are becoming more heterogeneous in terms of gender, race, and ethnicity. Understanding the concepts of OB allows management to facilitate the needs of a diverse workforce.

Organizational behaviour is about people at work in all kinds of organizations and how they may be motivated to work together in more effective ways. By studying these behaviours you become more aware of your business ethics and are able to positively find ways to transfer your employee's attitudes and behaviours into more positive experiences personally and for the company. Most organizations realize that being ethical is good business practice and pays in the long run. To be ethical requires treating others -- customers and employees -- properly and fairly. A company that is interested in growth and profits must establish relationships with customers and employees based on trust. Improvement of the employer-employee relationship is important to both parties for several reasons. First, employee productivity increases when employers treat their employees with more respect. Second, employees may find that increased ethical behaviour on their part actually results in higher compensation. For example, many companies are involved in relationship marketing, which is the process of creating and maintaining long-term relationships with customers. Relationship marketing, which can help a company increase its profits, requires the cooperation of employees. Employees that perform their jobs conscientiously and diligently are frequently rewarded with higher wages. Third, even if there is no material gain, ethically appropriate behaviour provides a sense of self-satisfaction. Therefore, it is advantageous for every organization to maintain high ethical standards and thereby foster trust between a company and its employees.
Join now!


Virtually all studies of employee satisfaction show that influencing employee attitudes is more affectively done by local managers and supervisors than by any other force with in a business or organization. Positive attitudes, behaviours, and language are the most critical ingredients, supported by constant application, interpretation, and example provided by organizational leadership. Here are some of the principles that I feel are pretty powerful techniques to redirect redefine and refocus how employees think, speak and behave and achieve in their work environment.

Managers should be more constructive. This means that daily, managers should seek to make ...

This is a preview of the whole essay