Organizational Behaviors

Running head: ORGANIZATIONAL BEHAVIORS 1
Organizational Behaviors
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ORGANIZATIONAL BEHAVIORS 2
Organizational Behaviors
Organizational behaviors refer to the interface between the stakeholders' human
behavior and the practices of the organization. Understanding human behavior in workplaces
is necessary because it determines the attitudes developed by the people involved. Human
behavior in workplaces has been changed from one decade to the other, due to the
development of new attitudes which in the end, impact the organizational culture. The paper
describes how attitudes have changed with time and the impacts on the organizational culture.
Media is one of the factors that have changed attitudes in workplaces. It is evident
that many people are now actively involved in social media platforms, which is evident in
workplaces. Research shows that employees spend about 4 hours every day in the platforms,
either while replying emails, advertising and other forms of interactions with the customers
(Carlson, Zivnuska, Harris, Harris, & Carlson, 2016). On the other hand, workers use not
only social media for job reasons, but also for personal desires which would affect
productivity if not well monitored. It is, therefore, the role of the leadership team to ensure
that social media use is regulated so that it does not affect production (Aiyar & Ebeke, 2016).
Thus, social media has led to changes in attitudes in workplaces that impact human behavior.
The other factor that has led to a change of attitude is the generation gap. Different
events happen at different times, meaning that each generation has its own experiences that
shape human behavior. For example, the current generation has been exposed to the social
media, where they have learned the benefits of traveling and utilizing leisure time, which was
not the case with the previous generation (Yi et al., 2015). As a result, current workers need
more pay and more time off work. The management has to consider this change of attitude if
the workers are to be retained in the company (Clark, 2017). Therefore, generation gaps have
contributed to changes in attitudes in workplaces where worker demand more salaries and
time to spend leisure.

ORGANIZATIONAL BEHAVIORS 3
Technology is the other factor that has led to a change of attitudes in workplaces.
Throughout decades, the use of technology in workplaces has increased, in communication,
production, marketing, and other business activities. Its increased use has led to more
production, more sales, and reduced human labor. The ability of an organization to adopt new
technology has remained critical as it contributes to the attainment of competitive benefits
(Oldham & Silva, 2015). The factor has changed human behavior in the workplace, as
workers are becoming knowledgeable about how to use technology. Other than the normal
learning where skills are impacted, employees are learning to use technology so that they
meet the needs of the organization (Poterba, 2016). Technological changes should thus be
considered as they impact human behavior in workplaces.
There have also been demographic shifts, where the people involved and their desires
are different. For instance, workplaces are not only considering men while hiring but also
women, people with disabilities and all other populations (Holland, Cooper, & Hecker,
2015). It has to be ensured. Otherwise, the organization would be said to be biased, and this
would affect its profits. Desires have also changed regarding employees’ age. For example,
the old workers are likely to remain loyal to the organization so that they enjoy retirement
benefits while the young would leave the company at any time and probably engage in
something else. Therefore, the company has to consider demographic shifts which play a
critical role in determining the behavior shown by workers at work.
The above changes in attitudes impact the organizational culture, referring to the
values and behaviors that lead to particular social and psychological aspects that are unique
for every organization. Therefore, where attitudes which impact human behavior are evident,
it is expected that the organizational culture is altered as well. One of the ways that the
organizational culture is impacted is through the unlearning ideas, described by (Grisold and
Kaiser, 2017). The authors describe unlearning as the process by which old knowledge is