Organizational Behavior Concept as a Management Tool

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The concept of organizational behavior is one of the most important tools in management. Organizational behavior refers to how the organizational structure and practices influences the behavior of an individual and how the individuals influence the organization. Managers should have a good understanding of organizational behavior to manage the affairs of the organization effectively.

Organizational behavior strives to capture how people operate in an organization to ensure that they achieve the highest performance for an organization. Organizations ensure that their employees are highly motivated to ensure that they have high performance. Organizational behavior ensures that employees are motivated towards a common vision. Understanding organizational behavior would help me become a better leader and improve my relationship with other employees.

For an organization to motivate its employees towards a common vision, it is vital to understand why people have certain behaviors. Some of the major work behaviors that an organization should understand include job performance, absenteeism, and turnover. Job performance refers to how an employee undertakes their duties as prescribed in the job description.

Job performance is the major factor that determines whether an employee will receive a promotion. The treatment that employees get from the organization determines their job performance. Employees of organizations that treat them well usually have high job performance (Bauer & Erdogan, 2009). Employees reciprocate the efforts of the organization by performing better. The work attitudes of employees correlate to their job performance.

Highly satisfied employees usually have high job performance. In addition, the personality of employees determines their job performance. Conscientiousness is the major personality trait that determines job performance. People who are organized, reliable and achievement oriented usually have high performance. Therefore, this course has enabled me to understand the effect of work behaviors on an organization.

Absenteeism and turnover are some of the negative behaviors in an organization. Work-life balance and health problems are the major causes of absenteeism. Negative attitudes towards work may also contribute to absenteeism. Employees quit their jobs due to various reasons.

Personality conflict and negative attitudes towards work are some of the reasons why companies have high employee turnover (Bauer & Erdogan, 2009). Understanding the major reasons for absenteeism and turnover would help me in formulating strategies that would help in tackling them.

Employees do not work in complete isolation. They usually interact with their colleagues. Therefore, it is vital to have good communication between employees. Good communication enables employees to coordinate their actions to achieve their goals. Managers spend most of their time communicating with employees.

There is a close relationship between the ability of managers to communicate effectively and their performance. Therefore, it is vital for managers to have good communication skills. Miscommunication in the workplace may interrupt workflow and cause conflicts between employees.

Good communication helps in coordinating the tasks of various employees. This helps employees of an organization to work towards a common goal. In addition, communication helps in sharing emotions and feelings. This helps in uniting people within the organization. Effective communication enables employees to understand issues and helps in building a strong relationship between coworkers (Bauer & Erdogan, 2009).

Most organizations have teams that perform various tasks. The performance of a team member ultimately determines the overall performance of the team. There is usually a close interaction between team members. Therefore, it is vital for an organization to ensure that there is a high level of cohesiveness between the team members. Members of cohesive teams usually have a collective identity and common sense of purpose.

This increases the desire of the group members to remain makes the group members to have a strong desire to achieve the goals of the group. Members of cohesive groups are highly satisfied with the group’s activities. This enables them to express their ideas freely since they feel that they have a sense of belonging. Since members of cohesive groups have invested their efforts in the group and its work, they are likely to have active participation in the group’s activities.

Cohesive groups usually have high levels of performance since group members have active participation in the group’s activities. On the other hand, teams that have high levels of conflict or hostility usually demoralize the employees leading to low productivity (Bauer & Erdogan, 2009). Cohesive groups usually tackle challenging situations that may be too hard for a single employee to tackle. This course has enabled me to understand various leadership theories that may help in building cohesive teams.

In a cohesive team, all members usually have a common goal. The goal of the team members should correlate with the goal of the organization. Cohesive teams usually have a clear definition of the roles of each member. The role of each member helps the group to achieve its goal.

It is vital for an organization to give frequent praise to groups. Frequent praise benefits the group members and the entire group. It helps in improving the self-confidence of the group members and creates a favorable environment for the group to achieve its goals (Bauer & Erdogan, 2009).

Reference

Bauer, T. & Erdogan, B. (2009). Organizational behavior. Irvington, NY: Flat World Knowledge, L.L.C.

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Organizational Behavior Concept as a Management Tool

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