Learn Everything about Organizational Behaviour in Our Essay Sample

The subject of Organizational behaviour places a significant focus on the effect of individuals, groups and structure on behaviours within the organization (Robbins, & Judge, 2014). The importance of understanding the organizational behaviours is to assist the business leaders in the application of gained knowledge in the improvement of organizations improvements. The critical determinants of organizational behaviours, therefore, include the people, groups and the implemented environmental structure of the organization. Understanding organisation behaviours also assist leaders to learn new mechanisms of solving and coping with new and existing problems. Additionally, the field also promotes personal growth through learning how to appreciate differences in the organization. The concept of personal growth is also improved by providing enhancement to sensitivity about different communications mechanisms and in different situations. Individuals are also able to gain a deeper understanding of broader issues that affect behaviours and attitude such as social, cultural and political issues.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Order now

The organizational behaviour concept, therefore, tends to place focus on subjects related to management, motivation, employee performances and motivation. The idea also evaluates significant societal and organization's elements such as the overall structure of the organization and factors related to the working environment that affect individuals. Other disciplines such as psychology, sociology and anthropology also significantly contribute to the development of the organizational behavioural concept. The group sociology concept contributes significantly to further understanding of issues related to communication and intergroup behaviour and conflict resolution. The group anthropology covers essential concept such as organizational technology, change and culture. The important individual psychology factor provides a greater understanding of motivation, perceptions, attitude measurement and work design. The management and individuals are hence able to appreciate the importance of job satisfaction, individual decision making and leadership effectiveness.

The concept of diversity in the organization

Understanding the concept of diversity in the organization structure enables business leaders to integrate different levels of expertise to solve complex organizational challenges. One of the current notable trends in corporate behaviour and management include enhanced dependence on diverse teams in promoting innovativeness in product development and efficiency. Diversity in the organization ensures that different set of professionals and experts to solve complex organizational challenges. However, diversity in groups and working environment can also be associated with problems related to communication and coordination of work performances. Diversity in the working environment can also be closely linked to diversity in education levels and backgrounds. Diversity has a significant effect on information used during the accumulation, interaction and accommodation phase. In the accumulation or information collection phase, it is expected that a well-diversified team will have broader access to a different range of information. The diversity during the interaction phase affects the ability of the team to retrieve, interpret, and exchange the collected information. The information accommodation phase strictly involves the filtering of available information to obtain the most relevant. Diversity in the team means differences in perception and perspectives.

Attitudes and job satisfaction

Understanding organizational behaviours assist business leaders to understand the relationship between attitudes and job satisfaction and how they can contribute to business success. Attitudes in the working environment reflect feelings about situations or something. Attitudes can also be described as either favourable or unfavourable evaluative statements about people, objects and occurrences. Attitudes are also closely related to moods and emotions. Attitudes can be classified into three different components which are cognitive, effective and behavioural. The cognitive components include a belief based on the way things are. The behavioural component includes an intention to behave or to interact in a certain manner. Job satisfaction can be thought of as a source of job attitude. Job satisfaction can be expressed as a affirmative feeling about the job that arises from an assessment of its characteristics. There are two techniques that are universally used to assess job satisfaction. Such methods include single global rating and summation score. The single global rating requires a response from the question such as the individual levels of satisfaction from their job. The summation of score method is considered to be more complex since it requires identification of key job elements such as the nature of job, availability of promotion opportunity and general relationships in the workplace. Job satisfaction levels are largely contributed by personality and pay. Some of the outcomes of job satisfaction include high job performances, organizational citizenship behaviours, customer satisfaction and absenteeism.

Emotions and moods

The concept of organizational behaviours assists business leaders and managers to develop self-awareness competencies and hence avoid adverse consequences of negative moods and emotions. Emotions can be explained as extreme feelings that are usually directed towards individuals or something. The difference between emotions and moods is that the latter is less intense and can sometimes lack a contextual stimulus. Some common sources of moods and emotions include personality, social activities, stressful situations, weather, sleep and gender. Some adverse effects of moods and emotions can be reduced by some emotional competencies which include self-awareness, self-regulation, social awareness and social skills. The self-awareness competence requires individuals to develop realistic knowledge of their strengths and weaknesses. Individuals are also required to develop self-confidence in their abilities. The self-regulation competence requires individuals to develop skills to manage any disruptive emotions and impulses. Self-management rules also require individuals to take responsibility for their performances and to remain flexible in change management. Social awareness and competence encourage individuals to sense and focus on others feeling and needs. The social skills include the ability to influence and communicate to team members, managing and initiating change as well as effective collaboration and cooperation.

The concept of personality and values

The organizational behaviours concept assists the managers to develop an appropriate mode of conducts and response mechanism during different business situations. Personality is identified as a summation of entire mechanisms in which people respond and relate with others or the quantifiable traits that an individual's display. On the other hand, the values represent the mode of conduct that can be considered socially preferable based on what is right and good. The personality traits can also be described as the characteristics that describe personal behaviours. The determinants of the personality traits can be hereditary, environmental and situational. The main personality attributes that influence the organizational behaviours include core self-evaluation, self-monitoring, risk-taking and proactive personality. Values, on the other hand, can be classified into terminal and instrumental values. The terminal values are desirable whereas instrumental is considered important for the achievement of terminal values. The importance of values is that they provide an appropriate understanding of attitudes, motivations and behaviours of individuals as well as other cultures. Values assist individuals to understand and implement what is right and wrong.

Perceptions and individual decision making

The organizational behaviour concept introduces the concept of perception and individual decision making to prepare managers and business readers to interpret situations and make decisions based on actual reality. A perception has previously been described as a development by which leaders categorize and construe their sensory impressions to give meaning to their environment. There is, therefore, a probability that the individual behaviour will not be based on reality but based on the perception of reality. The factors influencing perceptions can be classified into three important components which include perceiver, situation and target. The perceiver is an individual who looks at an object or situation and tends to interpret the same based on personal characteristics. The perceiver is hence influenced by other factors such as expectations, motives, interests, attitudes and experiences. The situation perception is influenced by factors such as time, work and social settings. The target or object perception implies that similar events or targets are perceived to be common and hence grouped despite differences in their characteristics. The individual decision making is a process that takes place in the mind and is influenced by ability, nature, skills and experience of the individual. The individual decision-making process is influenced by other factors such as availability of adequate information, bias as a result of values, attitudes and behaviours, personal habits, time constraints and risk-taking.

Motivational concepts and application

The motivation theory and concepts assist management to understand reasons as to why people work and what motivates them to achieve the desired goals. Motivation can be described as the process that accounts for an individual's intensity, direction and persistence of efforts towards attainment of specific goals identified by the organization. Examples of motivated workers include those that demonstrate clarity of goals and willingness to provide an immediate response. Motivation also assists managers and individuals to feel in control of the situation and enhanced focus on giving back to the business and community. The organizational behavioural concepts, therefore, borrow heavily from the four traditional motivational theories such as Maslow, Hertzberg, McGregor and McClelland. As such the management can understand human and needs, as well as different sources of motivation.

Other benefits for understanding organizational behaviours for the managers and business leaders include an understanding of communication processes and channels in the organization. Business leaders and managers are also able to understand the concept of leadership and its role in influencing a team in achievement of organizational goals and objectives. The organizational behaviour concept plays a critical role in introducing leaders to the important concept of power and politics. As such, leaders are more likely to develop mechanisms of effective distribution of organizational resources as well as solving the political conflicts within an organization. Business leaders are also able to understand important organizational structure elements such as specialization, a chain of command, departmentalization and formalization. A good example is the development of an organic model which is divided into layers of strategic core operations and other functions and arms such as administration and communication directors. Leaders also understand the need for organization culture in important processes such as effecting change and resistance to change, recruitments, employee selection, and training and general organization design. Organizational culture, in turn, improves cohesiveness in the organization.