ORGANIZATIONAL

BEHAVIOR

STUDENT NAME – Paramvir Singh

Gangar

STUDENT ID – 18591639

LATROBE UNIVERSITY
INTRODUCTION

Organizational Behavior: Organizational behavior is the study of

human behavior in organizational settings, the interface between human
behavior and the organization and the organization itself. Normally this study
is applied in an attempt to create more efficient business organizations.

It is very imperative to understand others behavior as well as making others

to understand ours while working in an organization. In order to maintain a
healthy environment, we need to adapt to the environment and understand
the goals we need to achieve.

There are different journal articles on the same OB topic:

1) Academy of Management Journal

2) Academy of Management Review
3) Group and Organization Management
4) Human Relations
5) Human Resource Management
6) Journal of Applied Psychology
7) Journal of Management
8) Journal of Organizational Behavior
9) Journal of Personality and Social Psychology
10) Leadership Quarterly
11) Organizational Behavior and Human Decision Processes
12) Personnel Psychology

And from these articles I have chosen three journal articles i.e.
Human Relations, Human Resource Management, and Academy of
Management Journal.

1) Human Relations: A department in an organization responsible

for the management of hiring qualified personnel for the purpose of
filling vacant positions. Activities involved with the department include
advertising and posting, recruiting, staffing, interviewing, hiring,
terminations, layoffs, career training and performance reviews of
company employees. Searching for human relations boosts our
knowledge about social relationship at work and at organization.

 Social interaction, co-worker altruism and incentives:

Having social interaction with those we are working has been an
important aspect for many workers. It is the point to think by the head
to maintain a high quality co-worker relationship to attract the
workers(R Dur, J Sol- 2010). Here with this we can say that having a
social interaction is imperative in every human relation. It may be
consider as an asset for the future (R Dur, J Sol- 2010).
 Age Discrimination at workplace:
The age discrimination act 2004 helps to ensure that the people are not
treated less favorably on the ground of age in various areas of public
life including:
i) Employment
ii) Provision of goods and services
iii) Education
iv) Administration of Commonwealth laws and programs

The Act (2004) also provides for positive discrimination- that is, actions
which assist people of a particular age who experience a disadvantage
of their age.

It also provides for exemptions in the following areas:

i) Superannuation
 ii) Migration, taxation, and social security laws
iii) State laws and other commonwealth laws
iv) Some health programs

2) Human Resource Management: The process of hiring and

developing employees so that they become more valuable to the
organization. HRM includes conducting job analysis, planning personnel
needs, recruiting the right people for the job, orienting and training,
managing wages and salaries, providing benefits and incentives,
evaluating performance, resolving disputes, and communicating with all
employees at all levels.

In other words we can say that this term is used to describe formal
systems devised for the management of people.

 Innovative staffing to meet Technological changes:

The staff is considered as a pillar in every industry. In the recent reports
of The Chronicle of Higher Education tells the importance of the internet
on college and universities campuses. Wake Forest University which is a
private university found itself ranked as number 33 in the country of
colleges and universities currently wired for students, faculty and staff
by Yahoo! Internet Life Magazine. The plan began by Wake Forest
University to enhance the student life. The title for this plan was plan for
the Class of 2000. In this plan faculty, staff and students studied Wake
Forest’s current academic goals and moved the institution toward a
greater concentration on information technology services. Information
services department staff members were already stressed. Some
significant changes took place i.e.
i) New staffing level in the organizational hierarchy.
ii) New reporting relationships with a focus on decentralizing the
information services function.
iii) New human resource processes for attracting, selecting,
interviewing and hiring employees.
 When the plan was set to launch everyone understood that additional
staff needed to be hired. After that some challenges came and to address
these challenges, Wake Forest University came up with a revised
organizational structure adding the following new positions:

i) 17 Academic Computing Specialists (ACS)

ii) 20 Resident Technology Advisors (RTA)
iii) 18 additional Information Services Positions

3) Academy of Management Journal: The Academy of Management

journal is a peer-reviewed academic journal covering all aspects of
management. It is published by the Academy of the Management and
was established in 1958 as the Journal of Academy of Management,
obtaining its current name in 1963.
 Entrepreneurship Journal rankings across the discipline:
This article is about the entrepreneurship faculty members who
engaged in scholarly activity and publishing (SM Carraher, TJ Paridon-
2015). And the efforts on the evaluation of the contribution to the field
of study by this scholarly activity in which there is a need to understand
that the contribution revolves around the decisions of hiring,
promoting, period of time, and the salary increasing (Chrisman, Chua,
Kellermans, Matherne, & Debicki, 2008; Park &Gordon, 1996) as well as
currency instruction (Singh, Haddad, & Chow, 2007).
It has been said that since entrepreneurship is an emerging or
developing field (Busenitz et al., 2003; Wiseman & Skilton, 1999), there
is one particular emphasis in the study of field specific journal rankings
has been the attempt to identify journals that make up an acceptable
forum for the exchange of entrepreneurial thought. In a series of early
studies entrepreneurship’s experts ranked related scholarly journals on
the basis of appropriateness and record of contribution. While there
were some positive and some negative changes in rankings from the
initial research to the first follow- up study.
However, from this article it is concluded that since 2003 there has been
an ongoing debate about the entrepreneurship education and research
 (Katz, 2008). Entrepreneurship departments are still uncommon at
most universities, as an emerging discipline(SM Carraher, TJ Paridon-
2015).
 Customer Relation Management:
A large amount of consumers and service staff are older in some areas
and employing staff members who reflect the demographic can help in
making the organization more appealing to them and help to attract
new business. Much of the success of the industry businesses depends
on the imagination and on the customers being able to relate to the
brand and the people who work for an organization.

Similarities
From all the above articles, there is a similarity among the two of the
articles i.e. Human relations and Human resource management.
Furthermore, the similarity is among the people who work in an
organization. Having a staff in both the cases is an important aspect as it
reflects a point that more staff leads to the more growth of the industry.
The relation between every staff or colleague within an organization has
a correlation. In both the articles we come to know that staff and their
relation can play a vast role in their augmentation globally. Secondly, a
point came is the “Social Interaction”. In every article it is clearly seen
that being socially interacted can prompt to various merits and can also
proliferate the business. However, in Human relations social interaction
is easy & common whereas, in a management social interaction has to
make to flourish new relations.

Differences
All these above mentioned articles are not properly similar to each
other, there is also dissimilarity. Firstly, if we talk about Human
Relations, we have learnt that it is all about the relationship among
people, whether it’s in a family, organization, society or a workplace. But
in the case of management it is just a process within an organization
 where only the members of staff came across. However, in AMJ it is only
a journal which covers all aspects of management in every organization.

Further, Reconciliation in all the articles is the “staffing and its

relationship”. If we want to understand the topics deeply then we can
integrate the contained information. As CRM tells us that the business
and the customers can took advantage from the expertise of employees
with the experience of work and life, and with a more mature outlook.
There is very common relationship between the staff, organization,
customers, and the management. Now there is some of my
interpretation on the basis of the articles which are as follows:
 Traditionally, many employers in the industry have overlooked more
mature workers in favor of hiring younger employees, but this tradition
can be change by giving equal job opportunities to everyone so that the
missing valuable skills can be bring back which is possible with the help
of matured employees in an organization.
 There should be age-neutrality which should ensured recruitment and
selection.
 There should be awareness among the rules and systems of hiring the
staff for industry.
 There should also be some specific Information Technology given to the
workers or the staff members.
 Measurement among the effects of the organization’s equal
opportunities or managing diversity policies (Human resource
managers).
 A great range of flexible work patterns should be available to all
workers and also a great flexibility in terms of retirement.

In culmination above factualities and ramifications, OB is the understanding,

prediction and the management of human behavior both occur within an
organization individually or in a group. Thus studying organizational behavior
helps in recognizing the patterns of human behavior. Human relations in
workplace (Julio J. Rotemberg) is an paramount in OB. For employees
interaction is must to tackle the problems. Employers who interact effectively
overcome stereotypes and misconceptions to work more productively. In
order to give equal opportunities and regulations of hiring the employees in
OB, there is a need to value diversity and tolerance to enhance day-to-day
interactions between workers in an organization. In-addition, reduce
discrimination in a workplace by providing employees opportunities to share
cultural traditions which was earlier a burning question in OB. By running
workshops and seminars Human resource professionals help the
organizations to allow people to practice these interactions (Tara Duggan).
References

Wikipedia, Investopedia and Business Dictionary

Games and Economic Behavior volume 69, Issue2, July 2010, Pages 293-301,
by R Dur, J Sol

Human Relations in Workplace by Julio J. Rotemberg

Discrimination at Work by RL Dipboye, A Colella-2013

Entrepreneurship journal rankings across the discipline by SM Carraher, TJ

Paridon-Journal of small business strategy, 2015

The Importance of Interaction in Workplace Issues- Tara Duggan

Appendix

SR.NO. TITLE PAGE NO.

1. First Page 1
2. Introduction 2
3. Main Body (Articles) 3-6
4. Similarities 6
5. Differences 6-7
6. Reconciliation and Discussion 7
7. Conclusion 7-8
8. References 9