Organizational Behavior: Theories and Current Developments

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
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1ORGANIZATIONAL BEHAVIOR
Introduction:
The essay put forwards an in depth insight into the organizational behavior that helps in
understanding why it is effective for relying on stereotypes than entering into relationship with
someone from other culture without the idea of what they believe in. Organizational behavior
represents the scientific study of the performance of the organization based on the analysis of
individual human behavior or the groups while decision making (Wilson, 2018). It primarily
focuses on the impact of the groups, individuals and structures of the human behavior within
organizations. Application of the organizational behavior is ensured for creating efficiency in
the business organizations and in changing the internal and the external environments. The essay
therefore focuses on the various organizational theories along with the merits and problems of
the stated statement.
Discussion:
Organizational Behavior in Organizational Setting
The beginning point of understanding the effectiveness of organization remains in
classical organization theory. The theory represents a combination of scientific management
theory, bureaucratic theory, and administrative theory. During the year 1917, Frederick Taylor
led to the development of the scientific management theory based on four principles. This
included the possible ways for performing each of the tasks carefully matching each of the
workers to the task, closely supervising the workers and using the rewards and punishment as the
motivators and ensuring that task management is nothing but control and planning (Andersson,
Jackson & Russell, 2013). Frederick Taylor initially gained success in improving the production
process. He ensured in driving the best people and equipment and then scrutinizing each of the

2ORGANIZATIONAL BEHAVIOR
component of production process. Through individual analysis of each of the task, Frederick
Taylor found the right combinations of the factors that resulted in huge increase in the
production. Although the Scientific Management Theory put forward by Frederick Taylor proved
to be successful in the simplistic industrialized companies but was not much applicable in the
modern companies (Carter et al., 2013)
In the year 1947, Max Weber tried to expand the theory put forward by Taylor by
stressing on the need for reducing the ambiguity and diversity of the organizations. His focus
remained in establishing the clear lines of the authority and control. This gave rise to the
Bureaucratic Theory that stressed on the requirement of hierarchical structure in matters related
to power. This theory helped in recognizing the importance of division of labor and their
specialization (Carpenter, Berry & Houston, 2014). There was a set of formal rules tied to the
structure of hierarchy for ensuring uniformity and stability. Max Web also tried to establish that
organizational behavior represented a network of the human interactions where behavior
represented by the effect and the cause. Mooney and Reiley implemented the Administrative
Theory also known as the principles of the management in the year 1930 (Aithal & Kumar,
2016). Here, the emphasis laid on the establishment of the management principles as a universal
set and applied to all the organizations. Thus, the classical theory was mechanistic and its key
deficiency was in the attempt of explaining the motivation of the people to work as the function
of the economic reward.
The organizational behavior is determined by the Neoclassical Organization Theory that
ensures display of genuine concern for the needs of human (Yang, Liu & Wang, 2013). In the
later part of 1920, Mayo and Roethlisberger found while experimenting on an electric plant in
Hawthorne that change has a positive impact on the productivity. The manner of paying