Organizational behavior can be defined as the appropriate study and attentive application of knowledge about how people as groups and individuals perform within an organization. It refers to the examination of what individuals do within the company and how their actions affect the productivity of the company. The main areas included in the study of organizational behavior are conflicts, learning attitudes, interpersonal communication, leadership, motivation, and more (Wong, 2018). The study of human behavior is more important for supervisors than normal workers as supervisors can be managers or leaders and they need to understand the satisfaction level of their workers and hence the entire productivity. They need to understand human behavior as workers are the ones who can work effectively as a team to meet the goals of the organization, therefore, managers must focus on fulfilling their basic needs and desires from the company. It is true that when an organization recognizes its workers suitably, it can set superior objectives and gets its staff to act at the highest efficiency (Graves, Sarkis & Gold, 2019).
The four goals of organizational behavior are to describe, understand, predict, and control human behavior at the workplace.
The predicting goals of organizational behavior are most important for the middle manager as their responsibility in an organization is of collecting information about the activities necessary to attain goals set by upper management. They offer suggestions to top management by predicting human behavior so that suitable decisions could be efficiently taken by the organization.
The result-oriented approach is a vital factor to become successful in the career. The result-oriented approach can be defined as the method in which the workers are more focused on the consequences of the process but not concentrate on the process itself used to generate a product or delivery of services. Moreover, this approach not only empowers the workers but also supervisors and managers. It makes them understand the importance of teamwork and groupthink. Additionally, this approach makes the organization more adaptable and dynamic. Furthermore, being result-oriented increases the likelihood of getting jobs for candidates and helps in making them superior workers (Lo & Yeung, 2018).
A system is made up of associates and dependent components which in combination make a unitary as a whole. The system approach to management is dependent on the simplification that everything is inter-related and inter-dependent. Moreover, in this approach, more attention is given to the entire effectiveness of the system despite the effectiveness of sub-systems. The basic elements of the organizational behavior system approach entail management's vision, mission, values; formal organization; organizational culture; social environment information organization; leadership & communication; quality of work-life; motivation; and outcomes like employee satisfaction, personal growth, and performance. All these elements are fundamental to the system approach and are inter-related and inter-dependent to each other (Roth, 2018).
The social system refers to the range of human associations interacting in numerous manners. The major features of the social system where I work are that the environment there demonstrates motivation (Kapur, 2017). One can learn numerous things from that social system as it gives chance to everyone to participate in the decision-making of the company and keep promoting innovative ideas and creativity. Furthermore, the features are its dynamic culture where people connect respect and avoid the chances of conflicts. The social system where I worked has impacted positively as this enabled me to perform better and higher within the organization. Moreover, it helped me to build robust relationships with people that foster my business dealings.
Graves, L. M., Sarkis, J., & Gold, N. (2019). Employee pro-environmental behavior in Russia: The roles of top management commitment, managerial leadership, and employee motives. Resources, Conservation and Recycling, 140, 54-64.
Kapur, R. (2017). Management of day-to-day organizational human relations: a Henri Rey perspective. Psychoanalytic Psychotherapy, 31(1), 21-36.
Latham, G. P. (2016). Goal setting: A possible theoretical framework for examining the effect of priming goals on organizational behavior. Current Opinion in Psychology, 12, 85-88.
Lo, C. K., & Yeung, A. C. (2018). Quality management standards, institutionalization, and organizational implications: A longitudinal analysis. International Journal of Production Economics, 200, 231-239.
Roth, W. M. (2018). Challenging the cause-effect logic: toward a transactional approach for understanding human behavior in crisis situations. Human Arenas, 1(3), 262-287.
Wong, K. (2018). The importance of organizational behavior. Retrieved from https://jebgroup.com/news/2018/1/11/the-importance-of-organizational-behaviour
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