Organizational Behavior Explained: Definition, Importance

What’s organization behavior!?
A study of the attitudes of individuals, groups, and behaviors emanating from them towards the
organization or while dealing with each other, and the impact of these attitudes and behaviors on the
organization's performance and functions, as well as the interaction and communication between
employees and organizational processes that aim to form more efficient and coherent institutions.
Organization behavior focuses on three key Areas
1- Individual level :
This about an employee, involving his performance, job satisfaction, trust ,job fit , leadership behavior,
personality, emotional intelligence , attitude … etc .
2- Team / group level :
This focuses on teams in organization involving team performance, favoritism in team , leader behavior
and bias, workplace bullying….. etc.
3- Organization level :
This is about the organization involving organizational culture, organizational identity, organizational
performance, competitive advantage, comparative advantage….etc .
The goal here is to observe and modulate the above factors to achieve both individual and organization
success. This is done by reducing employee turnover and burnout while working on improving employee
job satisfaction .
Main purpose
1- increase Job satisfaction
2- Finding the right people
3- Manage diversity
4- conflict resolution
5- Understanding the employees better
6- Understanding how to develop good leaders
7- Develop a good team
8- Higher productivity and performance
9-Motivating employees
10-communication with other
11- lead people
12- improve personal skills
13- improve life satisfaction
….. Etc

The organization can benefit from OB by
1-Organizational behavior helps to manage diversity
- It helps to create teamwork spirit.
- create the field of equality ,justice and non-discrimination at work.
-creat a positive diversity climate
- It helps to know the required employe And knowing his skills
2- Create a positive culture in the workplace:
The behavior of individuals within the workplace is influenced by some external factors. Therefore,
behavioral regulation helps make employees feel comfortable in the work environment, and work is not
affected by these negative things.
Employees do not come in institutions with an improved mental structure for the success of their
companies, unless the motive behind them is rewards, appreciation, and Material and moral privileges..
3- Avoid negative behaviors
Negative behaviors that can affect all parts of the organization may arise with individuals. The behavior
plan may come from top to bottom or may be the result of external or internal influences.
Organizational behavior helps the manager find the root causes of negative behaviors and develop plans
to solve and eliminate these problems permanently.
4- Motivating employees to demonstrate social behaviors:
Organizational behavior helps provide a set of incentive tools for managers to use with The
organizations which takes into account individual differences between employees to know the correct
methods of motivation because the methods of motivation differ from one employee to another.
5- Evaluating the employee's response to a specific change or decision
The ability to predict the actions or reactions of individuals is among the most important for managers,
and its importance increases because leaders begin in the organizational structure. In order to define
the right strategies and methods for their successful implementation, leaders at each level must be able
to anticipate how the staff will react .

Q2:
My company (Car production company )has many problems like
1-Routine during production, meaning if the employee wants to order raw materials from the
warehouse, a lot of papers must be signed.
2-There are no goals and no vision for the company.
3- Employees work without job satisfaction because of the mistreatment of managers with them and
there is no incentive for them.
4-They do not feel free at work and the administration treats them like students in the school
5-Their performance does not develop due to lack of training in modern technology and designs
6- The employees do not contact the administration and do not listen to them.
7-There is racial discrimination between Arabs and foreigners .....
And other problems
To increase job satisfaction and performance within the organization in which I work
I should
1-Study employees behavior
The leader must study employee behavior and learn their values and principles
Are these behaviors appropriate to the company and its goals !?
There are many ways to know employee behavior and the best way to know this behavior is
-Myers-Briggs Type indicators
Individuals are classified as
Extroverted or introverted
Sensing or intuitive
Thinking or feeling
Perceiving or judging
-Big five model
1-Extraversion
2-agreeableness
3-conscientious
4-emotional stability
5-openness to experience
These methods help to know employee behavior and appropriate methods to increase job satisfaction
and performance, and this is half of the company's success in achieving its goals.

2- solving problems
There must be problems during work and the real leader is the one who can know the cause of the
problem and solve it without harming the feelings of the employee.
Therefore, determine the causes of the problems before making any decision because Rush to blame
the employee in any way such as speech, punishment, or even insulting looks is bad for the leader and
employee and affects the performance of the work. So it is important to make sure that the employee
knows the cause of the problem, what is missing ,requires improvement, and how her can proceed to fix
it.
-We should sure that employees feel valued even when you ask them to raise their level of work.
-The leader must expect problems during work, so he must deal with them calmly
And to direct the employee well to develop his skills because everyone deserves more than one chance.
-Employees must feel a sense of belonging to this company and be a successful partner in it and not an
employee that controls it
3- employee engagement
One of the most modern business issues today is employee engagement. Currently, great efforts are
being made to understand the employee's personality and skills and build a partnership between the
manager and the employees because this participation increases job satisfaction and performance in the
work of the employee.
There are major steps to enable sharing
1- The employees should be motivated by material and moral rewards.
2- The work strategy must be explained and the employees ’faith in these goals.
3- The employees should know that we care about them as individuals, not machines, in addition to the
leader’s keenness to succeed.
4- It must be ensured that every employee uses his favorite skills and that this skill is appropriate for this
position, that he is able to be creative and to have a high degree of independence.
4- Use Communication skill.
Communication is the best way for today's organizations. It is one of the biggest challenges facing
leaders, and it may represent a weakness for many companies. Communication is one of the most
effective ways to increase the performance and job satisfaction of the employee. Therefore, the leader
must have the skill of communication, such as:
1- The way to communicate varies with different people and situations.
2- The employees must be treated ethically because they are human and not machines.
3- The employees should participate in the work and be given powers and delegation in the work.
4- leader should listen and pay attention to the staff’s speech.
5- leader must leave space for creativity and participation in decisions and ideas for developing a
product or service.
6- You must know the qualities and personality of each employee to know the appropriate way to
communicate with this employee……. Etc

5- Identify and remove internal barriers
The company’s policies and procedures must comply well with a competitive differentiation strategy.
The steps within the company should be facilitated
Like:
1- Procedures must be facilitated and routine work reduced to facilitate the achievement of staff goals.
2 - There should be cooperation in dealing between departments within the company
To achieve business goals quickly.
3- Movement between sections should be facilitated if there are distances between them
To achieve the goals.
4- All material resources required to achieve the work should be provided.
5- The leader should be close to the employees and not deal with the power distance policy.
6- Leader should now the reason for each employee’s problem of delay or absence and resolve it before
taking action.
6- Align our goals.
Goals tell the employee what to doThe goals should be
-Specific goals
-Difficult goals, when accepted, lead to higher performance than easy targets
- Feedback to increase performance
- should use The promotional focus strive for advancement and approach employees towards the
desired goals
- Ethical goals should be aligned because if we emphasize achieving goals without looking at ethics it is
possible for the company to end up with employees stealing their money without hesitation.
To achieve the required goal with high performance
-employees should understand the metrics that they focus on in order to be within their impact and
reduce the incidence of failure.
-Metrics can provide great value when they are a guide, a method for making decisions, setting work
priorities, and ways to achieve goals.
-Measures directly related to competition within the organization can help maintain consensus among
all in a similar strategic direction.
It must be made clear how measures are chosen, measured and allocated to each section so that
individuals can define their goals and ways to achieve them.
-Every employee inside the company should know the strategic plan and vision of the company and
believe in it, and this is the best way to achieve job satisfaction.

7- training and development strategically.
Within the company there is a workforce that is technically and morally unqualified. And therefore
1- Workers should be trained to increase self-confidence, and there are many theories for increasing
self-confidence, such as self determination theory, self efficacy theory ,reinforcement theory , operant
condition theory, social-learning theory, equity theory, self expectancy theory …. Etc
And I will choose a theory self expectancy theory and equity theory
Because I want to restore confidence between employees and management and work to increase their
motivation for work and production
2- Training all management personnel to increase their ability to communicate and manage.
3- A plan must be developed to develop all parts of the organization to increase performance and
improve results.
4- All employees must receive training that focuses on the future and its knowledge of what they will
face and how we continue on our natural path to success.
5- You should always know the extent of staff capabilities and develop them to maintain the company's
position in the local and global competition.
6- The employees must be trained in the change policy and its importance for the success of the work so
that there is no resistance when applying any change in the future.
8- Focus on the long term
Thinking in the short term or searching for these “quick wins” is not only a bad thing for a company, but
can be very frustrating for workers within the company.
In order to create motivation among employees, they need to see the same long-term vision that senior
management has. This leads to the existence of basic goals and values that employees adhere to,
because the long-term mission makes the staff motivated to achieve these goals.
Always ask employees to think, where do they see the company within 10 years from now?
Answers must be discussed together as a team, and this motivation will increase .
9- Prevent Racial Discrimination in the Workplace
- Focus on diversity
. Create a diversified workplace and there is no difference between employees in terms of age, gender,
religion, disability, culture or nationality, because this helps to provide better service to clients of
different nationalities, and this increases job satisfaction among employees.
There is a saying, "Customer satisfaction results from employee satisfaction."
There must be equality in work and fairness in the manner of dealing
There is no difference between employees except diligence and work.
-review my policy.
There must be an anti-discrimination policy at work. There must be punishment to prevent this bad
behavior. All employees must be aware of the policy to ensure that everyone knows that racial
discrimination will not be tolerated.
-Communicate with employees .
Communication should be encouraged
Open so that employees feel comfortable and fearless when discussing problems with management.

And when one of the employees feels discrimination, he must feel reassured that the problem is
presented to the manager and that this problem will have a final solution.
10- Empowering employees
In order for employees to feel satisfied at work and improve its performance,
They should not feel that they are taking orders and that they are machinery that we control. Rather
they need to feel that they have the autonomy and powers they need to do a wonderful job that they
and the company can feel proud of.
Again, this is due to the confidence in your employees and their performance.
- I should let go of their own decisions and leave a decision of what they are working on and when, you
should only be as a coach and not a manager.
In the end,
I have to give the required staff and what do I want them to achieve !? And then get away and watch
from afar and wait for the result.
11- Use extrinsic and intrinsic motivation theory
emotional intelligence should be increased because it helps to become more aware and appreciative of
what the team is doing.
There is a study that says
“63% of employees feel they do not get enough praise and praise so management must give employees
enough praise to progress and make employees proud of their work”.
Praise can be extrinsic or intrinsic reward
Extrinsic reward like
-Financial rewards
-Recreational trips
-Give rest vacations
-increase in salary
Intrinsic reward
One of the most effective ways to increase job satisfaction is employee interest and welfare.
There are two aspects to this: mental well-being and physical well-being.
-Mental well-being
It is very important for the company to focus on it.
- The company must be made "quiet" that removes a lot of fear, anxiety, and pressure in the lives of
employees.
- It must be flexible with the team's schedule and leave them a space of freedom and stay away from
pressure, - they must show confidence in them
Active participation and knowing how and when can I help.

Q3:Type or leadership style
1-task--oriented leadership
focuses on achieving goals.
1- Determine priorities
Setting priorities in achieving goals is one of the most important ways for the organization to
successfully implement its plan.
2- Time management.
Task-oriented leadership helps in setting goals schedules for goals and determining when the goals will
be accomplished until employees focus on achieving them.
3- delegation .
An essential part of task-oriented leadership is the ability to delegate goals to employees and give them
freedom to achieve them in the appropriate way.
4- Communication.
Task-oriented leaders rely on communication skills to explain goals to employees.
The leaders were able to identify the best way to communicate the organizations’ plans and goals to
employees, whether through email, individual conversations, or group meetings .
5- Participate
Participation in making decisions is one of the best ways to drive because it feels that employees have a
contribution to the success of the company and increase their affiliation and loyalty to the company.
2- relationships-oriented leadership
Relationship leaders mainly focus on
1- Support, motivate and develop employees.
They always strive to establish a good relationship with employees to increase performance and job
satisfaction.
2- Easily sympathize with employees, understand their point of view, and participate when making
decisions.
3- Create a spirit of cooperation and effective teamwork through the good relations that exist between
employees.
4- open door policy and genuine concern for the welfare of their employees. The employees are
supported and nurtured in a way that enables them to perform at their best.

3- Transactional leadership
Focus on extrinsic motivation like
1-contingent reward
Contracts exchange of reward for efforts, promises reward for good performance recognizes
accomplishments
2-management by exception (Active)
Watches and searches for deviation from rules and standards, takes corrective action
3- management by exception (passive)
Intervenes only if standards are not met.
Transaction leaders work best with employees who know their jobs and are motivated by a reward or
reward system. The status quo of the organization is maintained by leading the transactions.
4- Transformation leadership
Focus on intrinsic motivation like
1-idealized influences
Provides vision and sense of mission, gain respect and trust
2-inspirational motivation
Communicates high expectation ,uses symbols to focus efforts, expresses important purpose in simple
ways
3-intelligence stimulation
Promotes intelligence , treats each employee individually, coaches and advises
4-Decentralization of responsibility
5- propensity to take risks
6-Greater agreement among top managers about the organization’s goal
5-Authentic leadership
Authentic depending on
- Create honest relationships with employees and give importance to their sharing of ideas and
decisions.
Honesty and honesty in dealing with employees.
The leader owns values and principles through which to make decisions.
The result is:
Employees have confidence in themselves and their ability to achieve the company's goals.
6-ethnical leadership
1-justice
An ethical leader always treats everyone with justice and equality.
Employees are not afraid to discriminate on the basis of sex, race, nationality or any other factor.
2. Respect for others
One of the most important characteristics of ethical leadership is respect for employees, even if it is the
company's cleaner.
The ethical leader shows respect for all employees by listening to them with interest and sympathy for
them.
3. Honesty

It goes without saying that anyone with morals will be honest and loyal in his work and in his sayings.
Honesty is important because employees trust honest leaders. Ethical leaders communicate the facts
transparently.
4. Humanity
Being human is one of the most revealing traits of a moral leader.
Ethical leaders place importance on being friendly with employees, and they always act in a manner that
is beneficial to the team and not to their personal interests.
7-servant leadership
Focus on
1- ListenIng
Effective service leaders are able to listen attentively and respect employees and make decisions based
on the information they receive.
2- Stewardship
Leaders within the organization should play an important role in creating their institutions with
confidence for the common good of society.
3- Persuasion
Leaders rely heavily on persuasion and cooperation rather than authority and mandate.
Leaders are able to persuade others rather than force them to act
4- Empathy
Servant leaders are able to understand and empathize with others. It is important to understand their
employees point of view.
8-trust leadership
The most successful relationships within work are ones that are based on trust.
When the trust between the manager and the employees disappears.
-The resistance increases in the workplace.
-Cooperation is replaced by conflicts and problems.
-Confidence is replaced by uncertainty.
-Innovation is replaced by stagnation.
Trust is essential to the company's success and to maintaining the company's path towards achieving its
actual goals.
9- Trait theories of leadership
This leadership depends on Big Five model and focus on personal qualities and characteristics.
Leader should
- be able to assert themselves (extraverted)
-be disciplined and able to keep commitments they make (conscientious)
-be creative and flexible (openness to experience)
-beings participate with employees (agreeableness)
-being around people (emotional stability)

10- Charismatic leadership
These charismatic leaders have a hard-to-define character, but they attract employees and inspire them
to work. Transformational leaders are highly charismatic because they are able to start and maintain a
level of work.
And they are characterized
-Always search for development at work
-Sympathy for others
-Risks at work
Finally
When solving the problems facing my organization that were mentioned in Question Q2
I should be a flexible leader
Meaning that the style of leadership varies according to situations and people .
1-To solve the problem of routine , increase job satisfaction and performance at work
I should use transformation leadership( intrinsic reward), which is intended for creativity,
Motivating employees and creating a spirit of cooperation and teamwork.
And use transactional leadership To review the work steps
Because producing cars if there is an error in manufacturing will harm customers.
And use the contingent reward style to motivate the employees financially .
2-To define or develop the goals and vision of the company and problem of discrimination , I should use
charismatic leadership
3-to solve the problem of power distance And poor handling of the company employees I should use
relationship-oriented leadership
4-I should also be a autocratic leadership with new employees and have no experience
5- Use participating leadership with experienced employees who like to participate in the work
6-Use the transactional leadership (delegation style) with experienced managers and employees
And they have the authority to make appropriate decisions from their point of view.
7- Solve the operational strategy problem
Should be used task-oriented leadership
8- to motivate employees I should use expectancy theory( extrinsic reward) and This theory increases
the confidence between me and the employees because the employee has confidence that he will get a
reward for his work .
A successful leader is someone who knows the behavior of the employees who work with him
He uses different methods of leadership with employees and has flexibility in dealing with problems.
Experts always participate in all aspects of the work
And be honest in words and deeds and be a source of confidence for employees .
I have a principle that says
“The real leader is the one who can make smart people work with him”

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