What is Organizational Behavior?
The study of how people act in organizational contexts is known as organizational behavior (OB). Its concepts are put into practice to improve communication and collaboration inside enterprises and among their workforces.
Individual behavior within an organization, group dynamics, organizational behavior, and the relationships between these can all be the subject of organizational behavior research.
Why is corporate behavior crucial?
Numerous aspects of the workplace can be improved by implementing effective organizational behavior principles. It can be used to raise performance and productivity, promote motivation, increase employee satisfaction, create stronger leadership, comprehend decision-making, and make it easier for teams to work together more effectively.
Organizational behavior is studied in many business administration departments as a field of study. Numerous professionals in the corporate world, such as consultants or experts in organizational management, also study and use organizational behavior.
Organizational behavior (OB) is not the same as the OB that has previously been examined. Various trends are emerging in OB. As time goes on, managers are implementing new models or methods to control employee behavior within the company.
The following are these trends:
- Open System
Previously it was assumed that organizations were closed systems. In the past, there were strict rules and a structured workplace. Organizations are now thought of as sophisticated open systems that openly interact with different aspects to accomplish a purpose. When analyzing organizational behavior, systems theory is used. Individuals, groups, and organizations as a whole are referred to as behavioral relationships. Organizational behavior’s systemic component has synergistic impacts.
2. Human Orientation
Employees were once viewed as being similar to machines. Managers used to believe that their primary purpose in the company was to meet their own needs. Employees are now regarded as the most crucial resource for the company. They are viewed as a tool for the organization’s growth. The staff is assisted, with opportunities for teamwork, direction, etc. by the managers.
3. Power Distribution
In the past, the Power occupied the position of authority within the company. We might claim that traditional organizations were centralized in their power. Power decentralization is a current organizational priority. The employees are given a certain amount of power by allowing them to participate in decision-making, planning, etc.
4.Intrinsic Motivation
The practice of inspiring individuals to work hard in pursuit of both organizational and personal goals is known as motivation. Managers formerly focused on extrinsic motivation, such as pay, job security, and policy. The majority of workers nowadays are motivated by internal incentives like rewards, accomplishment, and recognition. Managers today place a lot of emphasis on intrinsic motivational elements.
5. An even focus
Organizations and people depend on one another. At the same time as people need organizations, organizations likewise require people. Managers previously concentrated on achieving organizational goals and objectives. The needs, ambitions, and objectives of the employees were disregarded. However, managers are beginning to strike a balance in the present day between corporate and personal goals, needs, and aspirations.
6. Self-disciplined
In the past, managers created strict rules and regulations to regulate employee behavior in the workplace. These days, managers want to create an atmosphere where their staff members feel at home. They view themselves as the organization’s most crucial employee. They are driven by, in charge of, and directed by themselves.
7. Teamwork and leadership
Before now, employees had to work independently without any help from management or their coworkers, which led to low performance and job discontent. Managers now support their staff by acting as a leader. Managers assemble teams to complete tasks or address issues. Managers are fostering an environment where staff members view them as friends. This improves workplace satisfaction and inspires workers.
Finally, there are several rising patterns in organizational behavior (OB). OB is no longer studied as it formerly was. There are numerous new trends. It transitions from a closed to an open system, from a materialistic to a humanistic orientation, from centralized to decentralized power, from extrinsic to intrinsic motivation, from a singular focus on organizational needs to a balanced focus, from imposed discipline to self-discipline, and from an authoritative managerial role to a managerial role of leadership and team support.
Blog By : Saloni Lad
