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 Behavior Essay (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 behavior in order to make an organization more effective: individual,
groups, and structure. The people within the organization and their
behaviors affect the performance of the organization. There are a number of
behavioral 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.
concepts of OB allows management to facilitate the needs of a diverse
Organizational behavior 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 behaviors you become more aware of your
business ethics and are able to positively find ways to transfer your
employee’s attitudes and behaviors 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
behavior 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
Third, even if there is no material gain, ethically
appropriate behavior 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.
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, behaviors, 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
Managers should be more constructive.
This means that daily, managers
should seek to make and solicit positive, constructive suggestions to their
employees. They should seek out useful questions to answer everyday and
critique performance constructively.
Managers should be positive. By teaching others to have fun and celebrate
some success every day is positive behavior. Using positive language and
reducing the negative language in a group should eliminate negative
emotions amongst the team and or company.
Managers should be outcome focused.
Learn from positive lessons from
adverse situations and focus on today and tomorrow. This will commit the
manager to a forward momentum that each employee can follow.
Managers should be reflective and seek to learn everyday. As managers, you
should be learning everyday just like the rest of us. What could you have
done better? What could you have done more of less often? Or could you have
conducted yourself differently, more consistently. These questions show
employees that you to have the ability to redefine your actions to make
Managers should be pragmatic. If management makes forecasts achievable you
are helping others achieve their goals.
Managers should relentlessly seek positive incremental improvements
everyday. Help the employees break down problems into solvable parts.
Help your team resolve these parts promptly so that time is not wasted and
you can move onto something else.
I don’t want to put all the pressures on that of upper management
because I do believe that the success in the workplace also depends on the
self-efficacy of the individual employee in dealing with the social
realities of work situations.
These skills include .