Organizational Behavior: Analysis of Theories, Skills and Concepts

This report provides a comprehensive overview of organizational behavior, exploring its fundamental concepts, contemporary theories, and practical applications. It delves into the significance of organizational behavior in fostering effective teamwork, enhancing individual performance, and improving leadership qualities. The report examines various models, including motivational theories, and their relevance in today's dynamic work environments, considering factors like outsourcing and employee job mobility. It further analyzes key concepts such as individual differences, perception, and the importance of employee involvement, highlighting the need to address individual shortcomings and foster a cohesive work environment. Additionally, the report discusses different behavioral types in the workplace, evidence-based approaches to management, the role of interpersonal and personal skills, and the importance of teamwork in achieving organizational goals. It also examines how organizational behavior theories can resolve workplace problems and emphasizes the evolving relevance of these theories in modern organizations, particularly in contrast to historical models like the "Organization Man." The report concludes by underscoring the significance of adapting to change and the crucial role of human resource management in achieving organizational objectives.

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Organizational Behavior
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Introduction
The organizational behavior concept in the organization is one of the most vital parts as it
involves the study of the way people interact with each other as well as with the other groups.
The study is applied to the organization to create more effective business strategies. The main
aim of the organizational behavior is to implement the scientific approaches to the management
of the workers. The various theories of the organizational behavior are mainly used to find out is
the Organization Man relevant in today’s trends of outsourcing, job hopping etc. (Whyte, 2013).
The concept of the organizational behavior has been divided into various models and
philosophies. From several types of research and reports, the scientists have found the magic of
the organizational behavior concepts in the organization that helps to increase the teamwork,
performance of the individual, enhance the leadership quality, and increase the job satisfaction
and much more.
Contemporary theories of the organizational behavior
The theories include the motivation concepts as well other five concepts that were developed
later after the motivation concepts. The motivational concepts are the traditional concepts that
contain the empirical evidence and various explanations for the employee behavior at the
workplace. The theories provide a strong foundation for the modern culture and theories of the
organization (Beal III, Stavros & Cole, 2013).
The framework is used to understand the situation of the employees and to motivate them in a
deeper insight in order to know the factors like the job satisfaction reasons, attainment of the
future goals and hence the motivation (De Vries, 2015).
Every human being is different from each other. There thinking, demands, values, norms as well
as the beliefs differ from each other. So, it is quite important to resolve the shortcomings of the
people, to integrate them into one group and work as a team. The important aspects of the
organization are to find the potential of the individual talents and to provide them the contest for
their growth and development in the company (Hitt, Miller & Colella, 2015).
To solve all these issues and problems of the organization, motivation theories really work well.
Hence, the motivations are defined as the need for the inner state and the shortage of the

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deprivation of the individual within the organization. The main of the motivation is to make the
considerable changes and puts efforts to meet the desires and target of the organizations.
Concepts of the organizational behavior
There are few fundamental concepts of the organizational behavior that are used to revolve
around the organization as well as around the nature of the people. Those few concepts are the
perception, holistic concept, desires for the involvement, motivational behavior, individual
differences, organization as a social system, human dignity, and mutuality of interest and mainly
the value of a person. The individual difference explains the difference between the two people,
about their thoughts and behavior (Ibrahim & Aslinda, 2013).
The perception is the way to see an object. To grow in a particular field, motivation is always
required. The desire for the involvement seeks opportunities to work in the decision-making
problems. The value of a person is very vital to understand (Jena, Pradhan & Basu, 2016). The
human dignity needs to be maintained within the organization whether they are labor or the CEO
of the company. The employees need to understand the social system of the organization that
includes the social and the government laws. The mutual interest between the employees is
necessary to maintain.
Different behaviors in the workplace
The organization always strives to find the maximum efficiency from their staffs. To study the
scenarios in a better way, the organization has divided the behavior into eight types. The
commander who are generally domineering and aggressive, the drifter who is the opposite of the
commander, the attacker who has several superiority complexes in life, the pleaser who makes
the other people to feel good, the performer who can easily impress their boss, the avoider who
always keeps a low profile, the analytical who are quite meticulous and double check their work
and the achiever who always holds the confidence with them (Malingumu, et al., 2016). Based
on various surveys, these behaviors have been analyzed by the head of the organization. The
evidence-based approaches helped the leads to study more about the mentality of a person, to
analyze more about the working environment and their reaction towards it and much more.

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An evidence-based approach applied to interpret management and organizational behavior
During the deployment of a project, the team needs to work in a cooperative way. The lead of the
team watches the progression of the project along with the behavior and reaction of each
member. When the critical situation came, some employees react in an unnatural way that creates
the chances of losing the project (Malisetty & Kumari, 2016).
In such situation, the team leaders need to manage the entire situation by motivating the
employees, arranging the resources in a proper way group the team according to their capabilities
and fix the target according to their convenience. This way helps the team to complete the
project in time along with following with basic norms and rules of the organization.
Even as per the “Organization Man”, US giants like Ford, IBM etc. during 1950s to 1980s has
set some set protocol like wearing only dark blue suits, white shirts and dark ties as a symbols of
their lifetime allegiance to Big Blue (Whyte, 2013). But in today’s it has been changed. It is
because these companies are more focus towards employee satisfaction. If an employee is not
satisfied then he/she will be unable to work. They will find the environment is strict and they will
switch to different company.
The human resource management also plays an important role in achieving the target. It is the
process of selecting; recruiting, providing the orientation and induction, training and
development, motivational training, performance appraisal, maintain a proper relationship with
the employees as well as with the trade unions and much more. The process helps to maintain a
healthy compliance with the labor laws and lands (Sonnentag & Pundt, 2016). As per the above
example, if IBM still continues to follow that Big Blue protocol then it could have huge disasters
for them (Whyte, 2013). As change is the only constant so everybody need to adapts the change
and try to do in that way. So here we can say that the organization Man is not relevant in today’s
organizations.
Personal and interpersonal skills of the organization
The interpersonal and personal communication skills are not only necessary for the growth of the
organization but vital to have healthy atmosphere in the organizations. In order to have positive
environment, there has to be a proper coordination between the managers and employees in order

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to understand the requirement before the deadline. The role of the interpersonal communication
is crucial and helps to achieve the goals.
These concepts are important to understand the organizational goal and to achieve it with full
efforts. It helps to understand the intention of the client and the other stakeholders (Jena, Pradhan
& Basu, 2016). To improve the collaboration between the team and to achieve the vision of the
project, the interpersonal skills are necessary.
Importance of teamwork
The teamwork in the organization always offers the chance to learn how to work together. The
teamwork is the key to success. It offers the chance of knowing each other in a better way, to
understand and solve the issues easily, to achieve the target in a less period of time, to
understand the strength and weakness of an employee, increases the team efficiency and also
helps to generate new solutions for every critical condition. It creates a strong support among the
members to improve the output (Hitt, Miller & Colella, 2015).
To develop an effective team, the initial step is to establish the leadership, then establish a
healthy relationship with each employee, build strong bonding among the teammates, foster the
teamwork and set some ground rules for the team to follow.
OB theories to resolve the organizational problems
There are many organizations that didn't follow the organization chart and are unable to define
the job description of the employee. Due to the poor communication between the departments,
the organization fails to achieve the goals and always face the loss. The companies couldn't get
the desired profit due to lack of planning and the motivation. In such cases, the theories of the
organizational behavior provide the necessary information to the employees.
The theory of Intelligence works for the emotional nature of the employees and control it so that
the company shouldn't face any problem (Beal III, Stavros & Cole, 2013). The theory of
personality works on the personality of the employees as well as on their communication skills.
The theory of motivation helps the employees to get the motivation whenever they feel low and
stressed. The theory of perception sets the goal of the employees and the theory of the attitudes
and behavior works for the modification of the behavior, nature, and reaction of the employees.

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References
Beal III, L., Stavros, J.M. and Cole, M.L., 2013. Effect of psychological capital and resistance to
change on organisational citizenship behavior. SA Journal of Industrial Psychology, 39(2),
pp.01-11.
De Vries, H., 2015. The influence of lean thinking on discrete manufacturing organisational
structure and behavior (Doctoral dissertation).
Hitt, M.A., Miller, C.C. and Colella, A., 2015. Organisational behavior. John Wiley, Hoboken,
NJ.
Ibrahim, M.A. and Aslinda, A., 2013. Relationship Between Organizational Commitment and
Organisational Citizenship Behavior (OCB) At Goverment-Owned Corporation
Companies. Journal of Public Administration and Governance, 3(3), pp.35-42.
Jena, L.R., Pradhan, K. and Basu, E., 2016. Employee engagement and citizenship behavior: the
mediating role of organisational commitment in Indian manufacturing industries. Emerging
challenges in HR: VUCA perspectives’(Emerald Publishes, New Delhi, India, 2016), pp.53-68.
Malingumu, W., Stouten, J., Euwema, M. and Babyegeya, E., 2016. Servant Leadership,
Organisational Citizenship Behavior and Creativity: The Mediating Role of Team-Member
Exchange. Psychologica Belgica, 56(4).
Malisetty, S. and Kumari, K.V., 2016. An Investigation on Relationship of Deviance Workplace
Behavior with Organisational Justice, Abusive Supervision and Work-Family Conflict. Indian
Journal of Science and Technology, 9(39).
Sonnentag, S. and Pundt, A., 2016. Organisational health behavior climate: Organisations can
encourage healthy eating and physical exercise. Applied Psychology, 65(2), pp.259-286.
Whyte, W.H., 2013. The organization man. University of Pennsylvania Press.

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