Organizational Behavior: Theories & Application

This assignment delves into the field of organizational behavior, examining its key theories and how they are applied in real-world organizational settings. It analyzes various aspects of organizational behavior, including power dynamics, politics, authority, and leadership. The essay highlights the importance of organizational behavior in fostering effective communication, collaboration, and performance within organizations.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behaviour
Name of the Student:
Name of the University:
Author Note:

1ORGANIZATIONAL BEHAVIOR
Introduction:
The essay is a discussion on organizational behaviour. Success of an organization
depends on the effectiveness and efficiency put forward by the management whose
effectiveness in turn depends on managing the human skills and the level of understanding
the desires and needs of its people. Organizational behaviour refers to the behaviour of the
people within organization. Organizational behaviour represents three determinants of the
behaviour within the organizations that includes individuals, structure and group. Through
this essay, one will be able to understand how organizational behaviour represents an
academic discipline that helps in understanding, describing, predicting and controlling the
human behaviour in an organizational ambience. The essay therefore, focuses on the
application of theories of organizational behaviour in an organizational setting. There is also
discussion on the various problem situations of an organization and the proactive managerial
intervention. The essay also puts forward a critical view on the current developments of the
organizational behaviour.
Application of the Theories of Organizational Behaviour in an Organizational Setting
The organizational behaviour theory that finds an application in organizational setting
includes classical organizational theory, neoclassical organizational theory, contingency
theory and systems theory. The classical organization theory had its evolution during the
beginning of the century (Shafritz, Ott and Jang 2015). It is a combination of scientific
management theory, bureaucratic theory and administrative theory. The scientific
management theory focused on four principles. These included the ideal way of performing
every task, carefully matching the worker to their task, closely supervising workers, ensuring
the task of management in control, and planning. The bureaucratic theory however
emphasized on the need of hierarchical structure for ensuring power. The administrative
theory emphasized on the establishment of the management principles to most of the

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organizations. Thus, the classical theory was mechanistic and rigid. The neoclassical
organizational theory addressed various problems helped in displaying genuine concern for
the needs of the humans. Contingency theory refers to the effectiveness of management in
adapting the changes of the environment (Mikes and Kaplan 2013).
The systems theory is based on the foundation that there is an interrelation between all
the organizational components and hence changing one of the variables might have an impact
on the others (Anderson and Vongpanitlerd 2013).
Evaluation of Problem Situations of Organization
The expansion and diversification of the organization leads to the intensification of
workplace related issues (Egan 2013). Most often, the underlying causes for the problems
remain in lack of flowing and open communication and use of wrong organizational
structure. Some of these problems include:
Issue of the Employees:
In an organization, employees might face problems because of personal trauma,
structure of the company, issues with the supervisor and personality conflicts. The
management of the organization must be aware regarding the cause of the problem and the
reason responsible for triggering it (Zhu et al. 2013). Sometimes when there is no clear
identification of the trigger then the reason falls back upon confusing and insufficient
communications. For instance, an employee of a decentralized organization might feel the
need to answer multiple supervisors if there is a lack in communication of the proper chain of
command.
Problems with the Team:

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In order to ensure high performance teams must dedicate themselves towards working
hard o an agreed particular goal. In such cases if there is a personal disconnect amongst the
team members then there is a possibility of the team becoming non functional. The issue
often crops up from the lack of proper communication by the organizational management that
not only tend to confuse teams but also hamper common goals (Cox and Bobrowski 2016).
Lack of Proper Internal Communication:
In spite of having an organizational chart and other defined roles and functions, if
each of the departments works independently then its results in disorganization of the
workplace (Mishra, Boynton and Mishra 2014). When projects do not have specific
deadlines, mandated outcomes and written instructions, workers not only get confused but it
also results in poor work not completed within time.
Proactive Managerial Interventions in Dealing with the Problem Situations
The job of a manager is to use the organizational behaviour tools for increasing the
effectiveness of the organization towards achieving its goals. Management refers to the
process that deals with planning, leading, organizing and controlling the financial, material
and human resources of an organization that helps in increasing its effectiveness (Tims,
Bakker and Derks 2013). The teachings of organizational behaviour can significantly enhance
the personal sensibilities of a person and towards the following attributes:
Working with the people from Diverse Culture:
The things that might seem to have a motivational factor might not have an influence
on the workforce. Sometimes, the communication style of the manager might be so straight
that the workforce might find it uncomfortable and threatening (Fullan 2014). Here comes the
need of proactive intervention by the manager where it is necessary for him or her in learning

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to get adapt the managerial style and align it with the cultural, religious and geographic
disparities of the workplace.
Ensuring Workforce Diversity:
Organizations have become a heterogeneous mix of people in terms of race, gender, age,
sexual orientation and ethnicity. These disparities and clichés can hardly be ignored since in
real world the people are not only educated but also possess a prowess for working
(Podsiadlowski et al. 2013). There it is necessary for the managers to intervene proactively so
that they are able to accommodate this diverse group through addressing their work styles,
family needs and lifestyles.
Ensuring enhanced Customer Service:
Various organizations have resulted in a failure, as their employees were unable to
please the customers. Thus, management must take up a proactive role in creating a culture
that is customer responsive (Rawson, Duncan and Jones 2013). In such scenarios,
organizational behaviour can provide necessary guidance in helping the mangers in the
creation of cultures where employees become more courteous, friendlier, knowledgeable,
prompt and accessible in response to the needs of the customers. This attitude will also help
in pleasing the patrons.
Ensuring Ethically Healthier Climate:
It is necessary for the managers in proactively creating an ethically healthy climate for
the employees so that they not only work productively but also confronts minimal level of
uncertainty regarding the right and wrong behavioural constitutes. The understanding of the
organizational behaviour helps the managers in understanding the elements of the work place.
Comparison and Critique to the Current Developments of Organizational Behaviour

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To focus on single finding, arguments were put forward for ignoring studies that
would receive accreditation for development of the organizational behaviour as a study field
for the human resource professionals (Bolman and Deal 2017). The idea of scientifically
looking at the productivity and behaviour of the workplace with the target of enhancing the
quality and amount of work done by the employee along with the idea that the workers did
not belong to the interchangeable resources were no longer held. Instead, the workers
remained unique to the company in terms of their potential and psychology. This put forward
a newer perspective of organizational behaviour.
Overtime, organizational behaviour had focused on various topics related to the study.
During the second war, around the 1940s the field primarily focused on management science
and logistics. In the 1970s, however, theories of institutions and contingency along with
organizational ecology, bounded rationality and resource dependence came to the forefront as
the field had more focus on the quantitative research (Wilson 2013). The set of theories and
findings have helped the organization in better understanding on how to make improvement
in the business structure and ensure decision-making. Thus, since the year, 1970s, the work
done in the organizational behaviour field has primarily focused on the cultural aspects of the
organization that included class, race, culture relativism and gender roles and how these roles
helped in ensuring productivity. During this time, the focus remained more on the qualitative
aspects of the research and the manner in which background and identity helped in informed
decision-making.
Academic programs that focus on the aspect of organizational behaviour are a part of
the curriculum of social work schools, business schools and psychology. Findings of the
research results of the organizational behaviour is also used by human relation professionals
and executives for better understanding the culture of the business and how the culture

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hinders or facilitates employee retention and productivity (Barry and Wilkinson 2016). Thus,
the application of the knowledge and theory of organizational behaviour is broken into
sections that includes, job satisfaction, personality, leadership, reward management, power,
politics and authority.
Conclusion:
The essay ends by comparing and put forward a critique to the findings of the current
developments of the organizational behaviour. There is also discussion on the problem
situation of an organization and proactive role of a manager in dealing with the situations.
The essay helps one to conclude that organizational behaviour helps in ensuring effective
business organizations. The essay also focuses on the fact that organizational behaviour is a
scientific approach applied to the management of the workers. The essay also portrays that
the theories of organizational behaviour used by the human resources for maximizing the
output of the individual members of the group.

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