Organizational Behavior and Human Resource Management

ORGANIZATIONAL BEHAVIOR AND HUMAN RESOURCE
MANAGEMENT

Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Discussion..................................................................................................................................3
3.0 Conclusion.................................................................................................................................9
Reference List................................................................................................................................11
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1.0 Introduction
“Organizational Behavior” is the systematic study of human behavior within an organization.
The study can be made on the human part of an organization. The performance of an individual
or their performance within a group is also the topic of study. “Human Resource Management” is
the effective and efficient management of an organization’s all employees so that the
organization can work smoothly. It is the HR’s duty to maximize the efficiency of the
employees.”Human Resource Management” and “Organizational Behavior” are deeply
connected with each other for the betterment of an organization. This essay will discuss in detail
about both the “Organizational Behavior” and “Resource Management” and their relationship
with each other in the next section. The needed characteristics of the management and their
leadership skill will also be discussed in the next section along with a critical evolution of some
famous author’s work in the relevant topic.
2.0 Discussion
Critical Literature Review
According to Cooke 2019, the context within the workplace is important during the study of
“Human Resource Management”. That means during a “Quantitative Study” of “Human
Resource Management” along with the behavior of the employees the reason why the employees
are behaving in such a particular way is important to study rather than only theoretical discussion
in general. The author discussed the lack of contextual discussion about “Human Resource
Management” study during the past two decades. The author discussed the context is important
to understand the point of view of an employee rather than the manager and leaders and it can
help an organization to solve the problem more efficiently. He discussed three types of context
first being the characteristics of the individual or the company or organization. The second is the
broader concept that is beyond the border of both the organization and individual and third is the
“Multilayer context” which is even broader (Miglietta 2018). The author stated all of these
concepts are important to effectively study “Human Resource Management”. He also took some
real life case studies to prove the point about “contextual study” and concluded with the need for
contextual study for a better understanding. However he theoretically stated the importance of
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the context but the lack of “Quantitative study” is the main drawback of the paper. He has taken
some real life cases to study and prove his points but there is a significant lack of statistics from
the different organizations that should have been there to prove his points more accurately.
According to Chong et al 2018, the “Green Human Resource Management” is a great and
effective way to enhance the performance of an organization. Their main goal is to come up with
an original idea to prove the effectiveness of “Green Human Resource Management” for
enhancing “Organizational Behavior”. This is the most practical way for the future. “Green
Human Resource Management” is the study of the positive parts of “Human Resource
Management” to enhance the efficiency of an organization. They made a conceptual study with
“Mixed Method” where they used an Asian firm as an example and with practical data they
stated their points. They mainly focused on four main parts of the “Human Resource
Management''. They emphasize more on leadership of the superiors and the participation of the
employees within a project for the employees’ satisfaction. They also discussed the importance
of “employee empowerment” regarding the positive sides of an organization to enhance
efficiency (Genari 2019). “Message credibility” is the fourth part they deemed necessary for
“Green Human Resource Management”. They stated the necessity of “Green Human Resource
Management” for future studies. Though they used the “Quantitative Method” in their research
very effectively, the main drawback of the study is the lack of the number of people they used
for the study as an example. There is not much definitive answer about whether it will be wise to
use “Green Human Resource Management” for a big organization or not.
Organizational Behavior and performance management
One of the most important understandings of “Organizational Behavior” is to manage self
performance in an organization.
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