Documente Academic
Documente Profesional
Documente Cultură
CONTENTS
1. OVERVIEW
7. REFERENCE
1
ORGANIZATIONAL BEHAVIOR 201
0
OVERVIEW
Whenever people interact in organizations, many factors come into play. Modern
organizational studies attempt to understand and model these factors. Like all modernist social
sciences, organizational studies seek to control, predict, and explain. There is some controversy
over the ethics of controlling workers' behavior. As such, organizational behavior or OB (and its
cousin, Industrial psychology) have at times been accused of being the scientific tool of the
powerful. Those accusations notwithstanding, OB can play a major role in organizational
development and success.
One of the main goals of organizational theorists is, according to Simms (1994) "to
revitalize organizational theory and develop a better conceptualization of organizational life." An
organizational theorist should carefully consider levels assumptions being made in theory, and is
concerned to help managers and administrators.
2
ORGANIZATIONAL BEHAVIOR 201
0
ORGANIZATIONAL BEHAVIOR.
The discipline of organizational behavior is concerned with identifying and managing the
attitudes and actions of individuals and groups, looking particularly at how people can be
motivated to join and remain in the organization, how to get people to practice effective
teamwork, how people can accomplish their jobs more efficiently, and how employees can be
encouraged to be more flexible and innovative. Attention is brought to these attitudes and actions
in order to help managers identify problems, determine how to correct them, and change
behavior so that individual performance and ultimately organization effectiveness increase.
Those who managed by the classical approach emphasized the critical role of control and
coordination in helping organizations to achieve goals. Those who managed by the human
3
ORGANIZATIONAL BEHAVIOR 201
0
relations approach considered the risks of high levels of control and coordination, focusing
instead on the need for flexibility. So where do today's managers fit in? A contemporary
approach to management recognizes that there is no one best way to manage; management
approaches need to be tailored to fit the situation.
The manager's role is to effectively predict, explain, and manage behavior that occurs in
organizations. Particularly, managers are interested in determining why people are more or less
motivated or satisfied. Managers must have a capacity to observe and understand the behavior
patterns of individuals, groups, and organizations; to predict what responses will be drawn out by
managerial actions; and ultimately to use this understanding and eventual predictions to
effectively manage employees. Behavior can be examined on three levels—the individual, the
group, and the organization as a whole. Managers seek to learn more about what causes people—
individually or collectively—to behave as they do in organizational settings. What motivates
people? What makes some employees leaders and others not? How do people communicate and
make decisions? How do organizations respond to changes in their external environments?
Although it may be said that the responsibility for studying organizational behavior rests
with researchers, assessing and increasing organizational effectiveness is a primary responsibility
of managers. They need to collect data about the environment in which people work and describe
events, behaviors, and attitudes in order to develop plans for changing and improving behavior
and attitudes. Managers can begin to understand organizational behavior by accurately
describing events, behaviors, and attitudes. How can this be accomplished?
Data can be gathered by observing situations, surveying and interviewing employees, and
looking at written documents. These methods help to objectively describe events, behaviors, and
attitudes—a first step in determining their causes and then acting on them.
By direct observation, for example, managers can attend meetings and then describe what
is happening, such as who talks most often, what topics are discussed, or how frequently those
attending the meeting ask for the managers' viewpoint on the topic. In addition, survey
4
ORGANIZATIONAL BEHAVIOR 201
0
questionnaires could be sent to employees; these might provide concrete data about the situation,
proving more useful than relying solely on personal perception of events. Sending the same
questionnaire to employees each year could provide some insight into changes in behavior and
attitude over time. Employees could also be interviewed in order to examine attitudes in greater
depth. Some valuable information about attitudes and opinions may also be gathered by talking
informally with employees.
Finally, data could be gathered from organizational documents, including annual reports,
department evaluations, memoranda, and other no confidential personnel files. An analysis of
these documents might provide some insight into the attitudes of employees, the quality of
management, group interactions, or other possible reasons behind the problems or situation.
The fact that OD is planned distinguishes it from the routine changes that occur in the
organization, particularly through a more effective and collaborative management or
organization culture with special emphasis on forming work teams. The focus on interpersonal
and group processes to improve performance recognizes that organizational change affects all
members and that their cooperation is necessary to implement change.
5
ORGANIZATIONAL BEHAVIOR 201
0
The forces compelling an organization to change can be found both inside and outside the
organization. Internal forces toward change can affect changes in job technology, composition of
the work force, organization structure, organizational culture, and goals of the organization.
There are a variety of external forces that may require managerial action: changes in market
conditions, changes in manufacturing technology, changes in laws governing current products or
practices, and changes in resource availability.
6
ORGANIZATIONAL BEHAVIOR 201
0
To give another example, if innovation and being innovative are prime performance
indicators an organization may prefer a strategy to offer customer made products that fulfill the
unique needs of individual clients. This will lead to work processes that are primarily non-
routine in nature and demand creative workers. Such a firm needs a HRM policy that stimulates
employees to engage in creative and innovative courses of actions that may substantially deviate
from fixed patterns of work behavior. Creating a high performing and innovative organization
also requires cooperation among employees who differ in their knowledge, skills, and abilities.
Cooperation implies knowledge sharing, finding solutions together, learning from one another
and realizing synergy in creative and innovative processes. This implies that HRM policies
should focus on interpersonal relations, interdependencies and processes such as trust, learning,
communication, and information exchange between employees.
In reality firms will often try to realize a complex mix of performance indicators where,
for example, efficiency, innovation, quality and delivery performance may be part off. Moreover,
such patterns of performance goals may vary for different departments or work units and also
change over time within one and the same firm. This will result in highly diverse work settings
and job designs. Consequently, organizations have to find the right balance between, for
7
ORGANIZATIONAL BEHAVIOR 201
0
example, using rules and procedures to optimize routine work and giving employees the freedom
to be creative and proactive, and, human resource policies and interventions may help to realize
this balance.
Although all the staff members of our Department of Human Resource Management and
Organizational Behavior have a background in social sciences, the foregoing makes clear that we
operate in a Faculty of Management and Organization. Mainstream HRM research groups
primarily focus on the design and effectiveness of all kinds of HRM instruments and policies and
most OB oriented groups study behavior with little attention for work context. As the foregoing
indicates, we much more relate these HRM policies and employee behavior to, for example,
organizational strategy, work design, teamwork, task characteristics, goal setting, performance
management and organizational change management. Our profile is also affected by the larger
research group we are part of and in which also engineers and staff with an operations
management background participate.
In all of our research projects we focus on applied research questions that address the
nature and consequences of human resource policies and interventions in an organizational
context. By doing so, we are able to develop new methods or interventions that will further
enhance employee motivation and competencies to contribute to the performance aimed at. Our
research projects take account of characteristics of the individual employees (leadership,
personality, competence, commitment, learning, leadership), but also on properties of higher-
level units such a dyads (dissimilarity between employees, interdependence, trust, conflict),
teams (composition, coordination, performance, innovation), organizations (diversity, culture), or
even groups of organizations (supply chain networks).
8
ORGANIZATIONAL BEHAVIOR 201
0
Organizational theories are the backbone of the field of organizational studies, which has
as its objective the investigation of organizations, particularly human organizations, in order to
better understand their structures, functions and properties for the purpose of enhancing
productivity and satisfaction. Classical theorists of the field put forth that there is a single,
generally-applicable way in which to create and operate an organization. However, current
theorists take a different approach, believing in the unique nature of each organization and,
therefore, in the need to seek personalized solutions, taking into account elements such as its
size, technological requirements, environment, nature of industry, etc.
By the 1980s several new organizational system theories received significant attention.
These included Theory Z, a blending of American and Japanese management practices. This
theory was a highly visible one, in part because of Japan's well-documented productivity
improvements—and the United States' manufacturing difficulties—during that decade. Other
theories, or adaptations of existing theories, emerged as well, which most observers saw as
indicative of the ever-changing environment within business and industry.
The study of organizations and their management and production structures and philosophies
continued to thrive throughout the 1990s. Indeed, an understanding of various organizational
principles continues to be seen as vital to the success of all kinds of organizations—from
9
ORGANIZATIONAL BEHAVIOR 201
0
government agencies to business—of all shapes and sizes, from conglomerates to small
businesses. "As we observe how different professionals working in different kinds of
organizations and occupational communities make their case, we see we are still far from having
a single 'theory' of organization development," wrote Jay R. Galbraith in Competing with
Flexible Lateral Organizations. "Yet, a set of common assumptions is surfacing. We are
beginning to see patterns in what works and what does not work, and we are becoming more
articulate about these patterns. We are also seeing the field increasingly connected to other
organizational sciences and disciplines," such as information technology and coordination
theory.
Corporate personal can be looked at as a system. Inputs include feedback from, example;
society, professions, laws, stories, heroes, values on competition or service, etc. The process is
based on our assumptions, values and norms, example; our values on money, time, facilities,
space and people. Outputs or effects of our culture are, example; organizational behaviors,
technologies, strategies, image, products, services, appearance, etc.
10
ORGANIZATIONAL BEHAVIOR 201
0
There's been a great deal of literature generated over the past decade about the concept of
organizational personal -- particularly in regard to learning how to change organizational
personal. Organizational change efforts are rumored to fail the vast majority of the time. Usually,
this failure is credited to lack of understanding about the strong role of personal and the role it
plays in organizations. That's one of the reasons that many strategic planners now place as much
emphasis on identifying strategic values as they do mission and vision.
11
ORGANIZATIONAL BEHAVIOR 201
0
REFERENCE
BOOKS :
• John Bratton, human resource management; theory and practices 2nd edition, ISBN 0-
8058-3862-7.
INTERNET
http://www.answers.com/topic/organizational-behavior-and-development
12