Organizational Behavior and Culture: Enhancing Performance and Productivity

Running head: ORGANISATIONAL BEHAVIOR
Organizational Behavior
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1ORGANISATIONAL BEHAVIOR
The volatile nature of the contemporary business world has made it imperative for the
various business enterprises to take the help of the concept of organizational behavior
(Azanza, Moriano and Molero 2013). Furthermore, within the specific framework of the
organizational behavior the concept of organizational culture has gained a significant amount
of prominence (Azanza, Moriano and Molero 2013). Therefore, it is generally seen that the
business enterprises try to take the help of the concept of organization culture as well as
organizational behavior for the improvement of the prospects of their concerned business
enterprise (Büschgens, Bausch and Balkin 2013). Many experts are of the opinion that the
concept of organizational culture as well as organizational behavior is directly associated
with the performance level of not only the individual employees as well as the groups which
are associated with the enterprise but at the same time with the overall productivity of the
concerned business enterprise (Büschgens, Bausch and Balkin 2013). Thus, the business
enterprises try to inculcate a congenial as well as positive environment at their workplace
with the inherent objective to enhance the overall productivity of the organization (Bolman
and Deal 2017). The prominence gained by the concept of organizational culture is also
reflected in the wide range of theories as well as frameworks which have emerged in the
recent times associated with this concept (Azanza, Moriano and Molero 2013). This essay
will discuss about the concepts of organizational behavior and organizational culture and the
benefits which they render to the various business enterprises which try to take the help of
these concepts.
Organizational culture can be defined the culture of the workplace which the
organization tries to inculcate in order to further enhance the performance level of the
individuals who are associated with the workplace and which at the same time distinguishes it
from the other workplaces (Bolman and Deal 2017). Furthermore, they can be defined as the
ideologies, beliefs, values, philosophies and other important factors which determine the

2ORGANISATIONAL BEHAVIOR
working principles of the workplace (Jiang, Sun and Law 2011). Experts are of the viewpoint
that if the culture of the workplace is a positive one then it is likely to further enhance the
performance level of the employees and the groups which are associated with the concerned
business enterprise and vice versa (Sharoni et al. 2012). Furthermore, the “Hertzberg’s Dual
Factor Theory” also states that there are certain factors within the workplace which further
enhances the performance level as well as the job satisfaction level of the employees
(Büschgens, Bausch and Balkin 2013). On the other hand, there are other factors which
reduce the job satisfaction level as the performance of the individuals within the framework
of the workplace (Büschgens, Bausch and Balkin 2013). Thus, it is generally seen that the
organization tries to enhance the factors which significantly improves the performance as
well as the job satisfaction level of the individuals as well as the groups related to them
(Sharoni et al. 2012). Furthermore, it is generally seen that there are other important entities
of the culture of an organization as well which impacts not only the individual employees but
also the teams or the groups which are associated with the enterprise. For example, many
experts are of the opinion that there are various important characteristics of the workplace
culture, namely, individual autonomy, management support, structure of the workplace,
identity, performance rewards and recognitions, conflict management, risk
management and others (Azanza, Moriano and Molero 2013).
The primary reason why the majority of the business enterprises take the help of the
concept of organizational culture is to further enhance the performance level of the
individuals and also the groups which are associated with the enterprise (Wiewiora et al.
2013). Scholars have stated that a congenial workplace culture or environment enhances the
performance level of the individuals as well as the groups which are associated with the
organization in a significant manner (Wiewiora et al. 2013). However, on the other hand, an
uncongenial workplace is likely to decrease the performance as well as the satisfaction level