Organizational Behavior Terminology And Concepts
Many factors are involved and contribute to an organization’s productivity and its future success. Organizations are now encouraged to implement change to better the overall work environment. Companies must learn the varied behaviors, cultures, diversity, communication, effectiveness, and the learning styles that make up their organization. The ultimate goal of organizational behavior is to improve the performance of people, groups, and organizations (Schermerhorn, Hunt, Osborn, 2005).
Organizational behavior is the behavior of people, not the behavior of an organization, but more accurately the behavior of the people in an organization. This is the way in which employees or teams conduct themselves within the organization. Some organizations may set the tune with its mission, vision, and value statements, and also used to ensure that the entire organization is working towards the same goals and conducting them in a manner that is considered positive by the management. Organizations depend on workers to function and survive, and workers expect to be happy with their job in order to perform well and accelerate. According to Schermerhorn, Hunt, and Osborn (2005), organizational behavior is about people working to pursue careers in today’s new and highly demanding settings, only to seek fulfillment in their lives and jobs in a variety of ways. If you act ethically and treat people in organizations well, you can expect them to treat you well in return (Schermerhorn, Hunt, Osborn, 2005). People tend to work hard and enjoy their work when they are valued as employees. A part of understanding organizational behavior is to know that an individual’s motivation and performance can truly affect an organization’s success and or demise. One example of behavior that I have observed through my experiences, deals with a former associate who was a very poor performer in the work environment. After a brief meeting with management, the associate turned into a hard worker. Management observed the situation, assessed what was happening and the problem was therefore corrected. Managers are responsible for their associates behaviors and actions and from their observations and assessments, they are able to change and correct the situation when necessary.
Culture implies that human behavior is partially prescribed as a collectively created and sustained way of life that cannot be personality based because it is shared by diverse individuals. Organizational culture is what a company stands for including values, norms, ethics, and expectations from these beliefs. It is defined as the shared beliefs and values that influence the behavior of organizational members. Organizational culture is also how an organization was raised and formed from past history influences and interactions of the people and their attitudes working within over the course of many years. The internal environments of organizations display an underlying respect for people and for workforce diversity. Diversity is the presence of individuals-differences based on gender, race, and ethnicity, age, able-bodies, and sexual orientation. Members of diverse organizations are skilled at working successfully with people from different racial and ethnic backgrounds, of different ages and gender, different ethnic and national cultures, and different life styles (Schermerhorn, Hunt, Osborn, 2005). With my past organization, I did not realize how much culture actually flowed throughout because of great attitudes and excellent communication between all departments. My understanding of diversity was that of someone with a simple mind, and somewhat a fairy tale fiction story that appeared only in my mind. But, I now know and understand that without a strong and cultural diverse environment, most organizations would be unable to adapt to their surrounding environments.
Organizational effectiveness is an indicator of how well organizations perform. The analysis of performance can be done from different perspectives. Many organizations create and open system model to encourage all involved in the organizational development process to share a common approach for diagnosing problems and identifying solutions. The first is the systems resource approach, which looks at the input side of the figure and defines effectiveness in terms of transformation process and examines how efficiently resources are used to produce goods and services. The goal approach looks at the output side to measure achievement of key operating objectives. Last, the strategic approach analyzes the impact of the organization on key stakeholders and their interest (Schermerhorn, Hunt, Osborn, 2005).
Organizational learning is the process of acquiring knowledge and using information to adapt successfully to changing circumstances. Organizations must be able to change continuously and positively while searching for new ideas and opportunities (Schermerhorn, Hunt, Osborn, 2005). Therefore, an organizational learning support system is developed in order to integrate and better survive in today’s competition. It is recommended that as a guiding principle the transformation of individual knowledge into organizational knowledge, a dynamic process involving knowledge management task, must be implemented among the support system. Performing these tasks occasionally will improve organizational sharing and understanding.
We learn new things every day, whether it is an email about a change in company policy, a solution to repairing an associate client relationship, or by purely stumbling upon it. Every day is something new and something learned. We have many different ways to measure our efficiency and effectiveness at work. The main way our upper management gauges this is through monitoring our calls to make we are getting every required point and satisfying the customer’s needs to the best of our abilities. If we are within normal guidelines the company makes a profit and stays in business.
Schermerhorn, J., Jr., Hunt, J., & Osborn, R. (2005) Organizational Behavior (9th Ed.). New Jersey: John Wiley & Sons, Inc.