Organization behaviour

introductioin
 MEANING
 Organizational behavior is the academic study
of how people interact within groups. The
principles of the study of organizational
behavior are applied primarily in attempts to
make businesses operate more effectively.
 Evolution of Organization Behavior

 The leaders of the Hawthorne study had a couple of radical notions. They
thought they could use the techniques of scientific observation to increase
an employee's amount and quality of work, and they did not look at
workers as interchangeable resources. Workers, they thought, were unique
in terms of their psychology and potential fit within a company.
 Over the following years, the concept of organizational behavior widened.
Beginning with World War II, researchers began focusing on logistics and
management science. Studies by the Carnegie School in the 1950s and
1960s solidified these rationalist approaches to decision-making.3
 Today, those and other studies have evolved into modern theories of
business structure and decision-making. The new frontiers of organizational
behavior are the cultural components of organizations, such as how race,
class, and gender roles affect group building and productivity. These studies
take into account how identity and background inform decision-making.
 Organizational Behavior Study Methods

 Organizational Behavior and HR: Organizational behavior is

an especially important aspect to human resources. By better
understanding how and why individuals perform in a certain
way, organizations can better recruit, retain, and deploy
workers to achieve its mission. The specific aspects of
organizational behavior relating to HR are listed below.
 Recruitment :Organizational behavior research is used to
identify the skills, abilities, and traits that are essential for a job.
This information is used to develop job descriptions, selection
criteria, and assessment tools to help HR managers identify the
best candidates for a position. This is especially true for roles
that may have technical aspects but rely heavier on
 Organization behaviour methods
 Training:Organizational behavior can be used to design and deliver
training and development programs that enhance employees' skills.
These programs can focus on topics such as communication,
leadership, teamwork, and diversity and inclusion. In addition,
organizational behavior can be used to be better understand how each
individual may uniquely approach a training, allowing for more
customized approaches based on different styles.
 Performance Management:Organizational behavior is used to
develop performance management systems that align employee goals
with organizational objectives. These systems often include
performance metrics, feedback mechanisms, and performance
appraisal processes. By leveraging organizational behavior, a company
can better understand how its personnel will work towards common
goals and what can be achieved
 Organization behavior methods
 Employee Engagement:Organizational behavior is used to develop
strategies to improve employee engagement and motivation. These
strategies can include recognition and rewards programs, employee
involvement initiatives, and career development opportunities. Due to
the financial incentives of earning a paycheck, organizational behavior
strives to go beyond incentivizing individuals with a paycheck and
understanding ways to enhance the workplace with other interests.
 Culture:Organizational behavior research is used to develop and
maintain a positive organizational culture. This includes devising
strategies that supports employee well-being, trust, and a shared vision
for the future. As each individual may act in their own unique manner,
it is up to organizational behavior to blend personalities, integrate
backgrounds, and bring people together for a common cause.
 Examples
 Findings from organizational behavior research are used by executives and human
relations professionals to better understand a business”s culture, how that culture
helps or hinders productivity and employee retention, and how to evaluate candidates'
skills and personality during the hiring process.
 Organizational behavior theories inform the real-world evaluation and management of
groups of people. There are several components:
 Personality plays a large role in the way a person interacts with groups and produces
work. Understanding a candidate's personality, either through tests or through
conversation, helps determine whether they are a good fit for an organization.
 Leadership—what it looks like and where it comes from—is a rich topic of debate and
study within the field of organizational behavior. Leadership can be broad, focused,
centralized or de-centralized, decision-oriented, intrinsic in a person’s personality, or
simply a result of a position of authority.
 Power, authority, and politics all operate inter-dependently in a workplace.
Understanding the appropriate ways these elements are exhibited and used, as agreed
upon by workplace rules and ethical guidelines, are key components to running a
cohesive business
 Organizational behavior and organizational
theory
 Organizational behavior and organizational theory are related fields of
study, but they have some important differences. While organizational
behavior is concerned with understanding and improving the behavior of
individuals, organizational theory is concerned with developing and testing
theories about how organizations function and how they can be structured
effectively.
 Organizational theory draws on concepts and theories from economics,
sociology, political science, and other social sciences. It aims to understand
how organizations are structured and how they operate. In some aspects,
organizational behavior can be considered a subset of organizational theory.
 Both fields are important for understanding and improving organizational
performance, and they often overlap in their research topics and methods.
However, organizational theory is often much broader and does not focus
on individuals.
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