Why It Is Important To Study Organizational Behavior

1769 words - 8 pages


According to (Robins & Judge, 10th, p.2), Organizational Behavior studies the influence and impact that individuals, groups, and organizational structure have on behavior within organization for the purpose of applying such knowledge toward improving an organization’s effectiveness.

In the business world today, Organizational Behavior is an essential tool for managing effective teams and it helps to understand and predict human behavior in an organization. It studies on how organizations can be structures more accurately, and how several events in their outside situations effect organizations. It has become more significant today than in previous years because ...view middle of the document...

According to Casey Reader (2010), different organizational structures will show different types of organizations that each has strengths and weaknesses. There are four main elements which are Motivation, Culture, Change, and System. According to Motivation, it draws that individual behave differently when they are in groups. Major of the study of organizational behavior has aimed on how best to motivate group of individuals. Professionals have figure that it often doesn’t matter exactly what you do, but merely that employees are aware of your efforts to motivate. Based on Culture, when individual communicate with one another over an extended period of time they intentionally to deliver a selective culture that determines how tasks get completed and common attitudes. Organizational theorists tend to practice this culture and how it influences behavior. Strong cultures align with the overall goals of an organization, such as having an emphasis on innovation. On the other hand, weak cultures degrade from business goals, and cause conflicts, such as overemphasizing bureaucratic rule-following. Today, Motivation and Culture are important to practice with Organizational Behavior because major organizations are encouraging team approach to solve difficulties. Today’s post-industrial hi-tech organization requires knowledge intensive work environment and demands creativity from its own employees. Employers gave awareness to Organizational Behavior or soft skill training. The industrial revolution created the wants for hard skills. Employees who work in production line and were not required thinking or communicating to each other. But now, instead of standing behind the production line, employees need to sit in front of a computer, and control machine equipment who works in the production line. Now, employees are not only required to learn new technical skills but also how to communicate, negotiate, decentralize, and motivate within each other.

Based on (Morgan, 1997: 5), we have to accept that any theory or perspective that we bring to the study of organization and management, while capable of creating valuable insights, is also incomplete, biased, and potentially misleading. Organizational behavior shows the important key points as Regulatory, and Radical. Basically, Regulatory helps to draw what goes on in organizations, possibly to present minor changes that might improve them, but not to make any basic judgment about whether what happens is correct or incorrect. Radical tends to make judgments about the way that organizations ought to be and provide recommendations on how this could be accomplished. Traditional organization used to practice Regulatory while new modern organization tends to act Radical. To well organize in budget controlling, new modern organization in today doesn’t willing to give a long time for bank credit card’s salesperson to hit their sales target. New modern organizations urge to get the results from salesperson whereas...

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