Organizational Behavior, Terminology and Concepts
Organizations in the current world often embrace change in an effort to better their work environment. It has however been observed that the changes often result in unwanted consequences which were not expected. This prompts us into observing the organizational behavior with the objective of minimizing the negative impacts that comes with the change in organizations. Organizational behavior, organizational culture, diversity and communication are some of the factors within the organization that impact on efficiency at the workplace.
Owners of business organizations have been engaged in efforts aimed at improving the returns of their companies. In this process, most of the organizations have realized that the manner in which individuals respond to group environments has a great impact on how the organization’s performance. There is this belief that the people are the most valued assets of any given organization and this is how the concept of organization behavior was instituted.
This paper shall look into issues that touch on the organizational behavior, terminology and concepts.
The organizational culture is derived from “the shared beliefs and values that influence the behavior of organizational members” (Schermerhorn, Hunt, & Osborn, 2005, p 9). Each and every organization has a unique culture and that whereas some organizations may encourage employee active participation in the interaction at the workplace and with clients, some requires the employees to only perform their duties and not participate in other activities. Essentially, the organizational culture can be described as the personality of the organization (Schermerhorn, Hunt, & Osborn, 2005). The culture comprises of the collective assumptions, values, norms, and tangible signs embraced by the members of the organization and their behaviors. Though it is difficult to express with distinction the given culture of the organization, it is only when the members senses it that the culture is best expressed. Organizational culture may be looked at as a system whereby the inputs include the feedbacks from society, professions, legislations, heroes, and values on competition among others. The output of the culture includes organizational behaviors, technology, strategies, image, products, and services among other things (Daft, 1998).
Organizational behavior has been described as the study and application of knowledge in regard to how people, individuals and groups act in an organization. According to Schermerhorn, Hunt, & Osborn, (2005), organizational behavior has been described as “the study of human behavior in organizations” (p. 3). Organizational behavior employs the scientific methods in testing the hypotheses. It involves a multi-disciplinary approach employing knowledge from social and behavioral sciences and practicing it in the world of reality. Organizational behavior takes a systematic approach and that it interprets the relationship between individuals and the organization in totality thus it looks at the wholeness in the person, group, organization and even the resulting social system. Organizational behavior aims at building better relations through achievement of human objectives, organizational objectives, and the social objectives. Through understanding of how humans behave in an organization, it is possible to improve on their productivity (Griffin, 2010).
Successful organizations are found to be embracing the culture that encourages diversity in its orientation. In the contemporary world where globalization has penetrated almost in every aspect of life, refusal to hire an individual based on his gender, race, religion, age, and ethnicity invokes legal issues. Brilliant organizations have done away with the subculture element in their systems and embraced multiculturalism. Schermerhorn, Hunt, & Osborn define a multicultural organization as “a firm that values diversity but systematically works to block the transfer of [societal] based subcultures into the fabric of the organization” (Schermerhorn, Hunt, & Osborn, 2005, p. 440). Multicultural organizations have the advantage of gaining from the input from the different cultural backgrounds and at the same time having a positive image to the clients.
Communication is another essential aspect of any given organization. It is through open communication that employees feel respected and valued as they are able to air out any issues that may be affecting them. Again communication ensures that problems that may arise in the organization are comprehensively handled and not overlooked. Essentially there are two forms of communication which include the formal and the informal (Schermerhorn, Hunt, & Osborn, 2005). All organizations are known to utilize all the two forms of communication in which case the formal communication emphasizes on the following of the rightful chain of command that begins at the top. The informal communication on the other hand is more open and often spontaneous. Most organizations depend more on the informal communication where all the employees are more active in the feedback and decision making process (Griffin, 2010).
A Brief Analysis of the Culture and Behavior of My Organization:
I happen to work in a computer shop for the army which manages the network and c.p.u. related components. In this small organization, high discipline is emphasized considering that the workforce has a military background. High integrity is a value and communication is in most instances formal and coming from the bosses. In this organization, respect for the individuals in high ranking positions of the organization is emphasized which is in line with the military rules. The employees have to strive to achieve perfection in their duties failure to which punitive measures are to be taken. This has seen quality service being the end result in the organization. Having been established to serve the military, diversity has been maintained in this organization as employees are recruited from the military pool.
Being able to understand organizational behavior is essential for increasing the opportunities of achieving success in the organization. To understand the organizational culture is important if an organization has to achieve diversity and continued growth. Cultural diversity plays a great role in attracting the best talent to the organization and open communication is hailed fro tremendous results. Diversity adds improved efficiency and more varying perspectives which are geared towards organizational success when well utilized.
Daft, R. L., (1998). Organizational Theory and Design 6th eds. Cincinnati: South Western College Publishing; Retrieved on 19th August 2010 from; http://docs.google.com/viewer?a=v&q=cache:IznacQ5SLmoJ:www.packet-one.com/docsp1/Organizational%2520Behavior%2520Terminology%2520and%2520Concepts.pdf+Organizational+Behavior+Terminology+and+Concepts&hl=en&gl=ke&pid=bl&srcid=ADGEESiQWL66znbDpZHdaZ8sQQstYx1OM038DjhvVFUvtmZwOiDKPmOQD2lpY1PHzaR_dnzJcoKHaeUPyjyJl-mxiF_rY91m4dUwcw_eNO__ULpP_pZqbAK4tH00Gn3fOVyT1Eq_7DA5&sig=AHIEtbR8YtypTNupm4ZaETPbH-Mk6u4GwQ
Griffin, J., (2010). Organizational Behavior Terminology and Concepts. Retrieved on 19th August 2010 from;
Schermerhorn, J. R., Jr, Hunt, J. G., & Osborn, R. N. (2005). Organizational Behavior (9th ed.). Hoboken, NJ: John Wiley & Sons, Inc.