Organizational Behavior and Performance

This assignment delves into the field of organizational behavior, examining how individual actions and interactions within organizations influence overall performance. It discusses various organizational models, such as supportive and collegial frameworks, highlighting their importance in promoting job satisfaction and productivity. The analysis emphasizes the crucial role of human interaction and the need for strong leadership to create a thriving workplace.

Running head: ORGANIZATIONAL BEHAVIOUR
ORGANIZATIONAL BEHAVIOUR
Name of the Student:
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Author Note:

1ORGANIZATIONAL BEHAVIOUR
Organizational behavior refers to the branch of study at both the individual or group
levels of performance within the framework of an organization. The term reflects the attitude
and actions that an individual or a group shows towards an organization, and, in turn, impacts
the collective organizational performance. It is the interface between the organization and an
individual and aims to show how do both of them change or moderate each other’s behavioral
traits or patterns. An organization is a combination of humans and technology. Organizational
behavior is the study of how knowledge relating to these two tenets can be applied to benefit
the humans of the organization. Organizational behavior can help the collective
organizational goals to be fulfilled (Robbins and Judge 2013). It is a process through which a
greater cohesion can be achieved among all the employees, who will strive together to attain
the objectives of the organization. In many cases, the organizational behavior of a company is
the deciding factor of the organizational settings. The organizational functions and hierarchy
are the two most important things that are shaped by organizational behavior. Authorities
should be influencing the behavior of the employees, not the other way around.
Organizational behavior is the key driving point of any organization’s internal settings
and the primary determinant of how will an organization operate its business, as well. The
functionality of the organization is dependent upon the organization’s views and its
behavioral patterns. Organizational behavior can help a company to create a working
environment that would make an employee feel comfortable. Organizational behavior
supplies with important insights about why does an individual act in a different way when she
or he is a part of a group; in contrast to the person’s personal behavior that is reflected when
she or he is not in the work environment (Alvesson and Sveningsson 2015). When an
organization can understand its employees in a better way, it creates certain relationships
between the two entities to foster. A friendly relationship must be maintained between the
authorities and the employees so that the employees want to work for their company.
Similarly, the warm relationship would help the senior management to understand their
subordinates in a better way, so that operational strategies can be devised accordingly.
Finding the reason for why certain employees behave in certain ways is an important tool for
the organization to reciprocate in ways so that maximum performance of the employee can be
achieved (Pinder 2014). If an employee is made to feel comfortable and if the employee feels
like the organization cares for him or her, the person will try to work better by him/herself. A
good and effective organizational behavior can set motivational tools differently for each
employee. Organizational goals can be reached by making sure that each employee works in

2ORGANIZATIONAL BEHAVIOUR
accordance with their own potential, bringing their best and giving their best to the
organization. A good organizational structure can help the management authorities to
understand a trend about how each individual behaves. A pattern, when emerges, it is easier
to predict how will an individual react or behave in certain situations. This knowledge on
how to modulate the behavior of the employees can be a very useful tool for the management
to ensure that the performance of the employees is at the maximum level (Ashkanasy and
Dorris 2017).
Successfully motivating an employee can never yield any other result except positive
ones. The notion that the financial gains of an organization must be adhered to has
transcended into the domain of human behavior. An organization must know its own
strengths and weaknesses. The weak areas must be given special focus so that the
organization can overcome its drawbacks and work more efficiently. It is of equal necessity
to develop upon the strengths, so that the optimal performance point can be reached. The
performance of the individuals, when part of a group, is also determined by the culture of the
society (Miner 2015). Aligning the thought process of all the employees and making sure that
the group is in cohesion would be making sure that the group’s functions without any glitches
and the group goals are met on time. A strong organizational behavior would also make the
organizational culture a strong one. Strong organizational cultures would enable a group to
work together and reach the goals. It would also help the organization to innovate new
methods of executing a task or a new product. On the other hand, an organization with a
weak organizational culture would see conflicts within the group and/ or among the
organization and its employees. This would ultimately result in the failure of being able to
meet the organizational objectives (Choi et al. 2014).
In today’s world, where group approaches to problems are being encouraged by the
organizations, it is of absolute necessity to ensure group cohesion. Otherwise, the very
survival of the organization within an industry would be facing problems. Organizational
behavior is one of the most important factors that decide how an individual will perform
within a group and, in effect, how would the organizational performance be affected. To
ensure the best performance of the group, effective leadership is very important. A leader has
to be someone who is looked up to by the other members of the group. The organizational
behavior, ideals and practices should be reflected through the behavior of the leader, so that
an example is set and the other team members follow the same (Giacalone and Rosenfeld
2013).

3ORGANIZATIONAL BEHAVIOUR
In a culturally integrated society that exists today, it is very important to recognize all
the different beliefs, customs, views and rituals of every race, ethnicity, religion and society
while drawing the organizational behavior. The guidelines should understand that every
member comes from different backgrounds and it is necessary to adhere to the differences so
that no one feels left out or hurt because of the organizational norms. Organizations should
remember to recognize the differences and make sure that the members feel welcomed within
the organizational structure. The groups should understand that every member, from every
background, might have unique set of skills and knowledge that can prove to be very
important (Hogan and Coote 2014). These inputs can provide new ideas about how to tackle a
specific problem or how to innovate based upon some already existing idea or product.
Diverse groups have been seen to be more innovative and more successful than homogeneous
groups. Every member of the group should be encouraged to interact with each other and get
to k now each other better. This would help to have a better knowledge and understanding
about each other’s backgrounds, cultures and skills. This knowledge is essential to assign
specific tasks to specific people based on their skill sets.
Knowing more about the perspectives and beliefs of the others would also make every
individual to become more open to suggestions and tolerant to what others say
(Auernhammer and Hall 2014). Inputs from the others are given more priority and the group
can work harmoniously. This kind of work culture is sure make the organization a success.
Organizational behavior can help to establish such a work culture within itself so that every
member can work in comfort and give their best. If the employees are made to feel relaxed
and can work without any hindrance, the organizational goals would be reached; because, the
employees themselves would want to give the organization something in return for taking
care of them (Liden et al. 2014). If the company takes care of its employees, then it does not
have to worry about of the customers: the employees would look after them. Organizational
behavior and organizational setting help to set a work culture that maximizes the performance
of the entire company as a whole.
Organizational operations are mostly formed based on four models:
The Autocratic model makes a power hierarchy run through the entire organization.
The employees are dominated by the authorities and are expected to full complete obedience.
The performance results within this model have been seen to be minimal.

4ORGANIZATIONAL BEHAVIOUR
The Custodial business model is wealth oriented. The employees are given security
and reimbursement for their services. The management hopes to generate maximum profit
(Cummings and Worley 2014). This makes the work culture to become passive cooperation,
as there is incentive for both of the entities to work sincerely.
Supportive business model is possibly the best organizational model, simply because
the entire organizational structure is based on mutual support for each other. The employees
are given security and support by the authorities and the employees are much more focused
on performance and contribution towards the organizational goals.
Collegial type of framework is more emphasized upon teamwork. working in a group
to attain the collective goals are encouraged and a healthy and comforting working
environment is sought after (Alvesson 2016).
All of these models are based on human interaction. Whichever model is adopted as
the organizational work culture, it will not survive unless the people who are to be included
are not given the prime attention.
To conclude, we can say that, organizational behavior is the study of individuals
within an organization, whether as part of a group or not. It also the analysis of how
organization behaves with their employees to accomplish the maximum performance level
and the best possible goals. Organizations are supposed to rely on their employees and
encourage them so that innovation is never hindered. The relationship between job
satisfaction and performance is positive. This positive relationship must be exploited the most
by organizations. In order to avail the best performance of the employees, and everyone else
within the organization, a strong and caring interface must be maintained. Organizational
behavior must be implemented within the organizational setting in such a way that, all the
employees want to work harder themselves, rather than having to work because they have to.

5ORGANIZATIONAL BEHAVIOUR
References
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Alvesson, M. ed., 2016. Organizational culture. Sage.
Ashkanasy, N.M. and Dorris, A.B., 2017. Organizational culture and climate.
Auernhammer, J. and Hall, H., 2014. Organizational culture in knowledge creation, creativity
and innovation: Towards the Freiraum model. Journal of Information Science, 40(2), pp.154-
166.
Choi, S., Jang, I., Park, S. and Lee, H., 2014. Effects of organizational culture, self-leadership
and empowerment on job satisfaction and turnover intention in general hospital
nurses. Journal of Korean Academy of Nursing Administration, 20(2), pp.206-214.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Giacalone, R.A. and Rosenfeld, P. eds., 2013. Impression management in the organization.
Psychology Press.
Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A
test of Schein's model. Journal of Business Research, 67(8), pp.1609-1621.
Liden, R.C., Wayne, S.J., Liao, C. and Meuser, J.D., 2014. Servant leadership and serving
culture: Influence on individual and unit performance. Academy of Management
Journal, 57(5), pp.1434-1452.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and
leadership. Routledge.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Robbins, S.P. and Judge, T., 2013. Organizational behavior.