Organizational Behavior Analysis: Theories, Problems, and Solutions

This essay delves into the multifaceted field of organizational behavior, examining various theories and concepts that shape human interactions within institutional settings. It explores how individual attitudes, personalities, and perceptions influence workplace dynamics. The paper discusses the significance of motivation, goal-setting, and reinforcement theories in driving employee performance. Furthermore, it examines different types of human behaviors in the workplace, including task performance, organizational citizenship, and counterproductive behaviors. The essay emphasizes the importance of an evidence-based approach to management, highlighting its role in decision-making and problem-solving. It also explores personal practice, interpersonal skills, teamwork, and organizational problems such as departmental competition and new management challenges. Finally, the essay analyzes how organizational behavior theories can be applied to address these problems, fostering peace, teamwork, and loyalty within an organization.

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Organizational Behavior
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Introduction
This paper explores many theories and concepts regarding the organizational behavior.
Organizational behavior is referred to the study of the human behavior within the institutional
setting. Hence the managers and the employees understand why people behave in different ways.
Individuals need to understand various theories and concepts of organizational behavior, to
understand the problems experienced by persons who adapt to different working environments.
For instance, attitudes help in evaluating the personal feeling. Personality sums up the
individual reactions as they interact with others. The personality-job fit theory explains the fit of
individuals between the working environment and their personality (Shafritz, Ott and Jang, 2015
pp.22). The perception theory explores the meaning given by individuals to their surrounding by
interpreting and organizing their impressions. The attribution theory in organizational behavior
explains how individuals judge others based on their behaviors. The contemporary theory of
decision-making describes the individual behavior to increase performance. Motivation is a
concept discussed within organizational behavior, and it refers to the process of accounting for
individual’s efforts and intensity to achieve goals (Burke, 2017 pp.15). The goal-setting theory
discusses how goals impact actions. Reinforcement theory indicates that behavior determines
consequences. Finally, the contingency theory holds that there lacks an effective way of
organizing, leading, and making a decision within an organization, hence the best action taken is
contingent.
There are different types of human behavior in the workplace as discussed. First, the task
performers are viewed as people who are conversant with their roles and are goal-directed. The

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organizational citizenship refers to the behaviors where there are helpfulness and cooperation to
support the institution’s context (Luthans, Luthans and Luthans, 2015 pp.25). The
counterproductive refers to the voluntary behaviors which are intended to harm the organization
directly or indirectly. Joining and staying human behaviors implies employing and retaining the
productive employees especially when there is heat up concerning the shortages of skills.
Finally, maintaining the work attendance behaviors involves presenteeism where employees
attend a scheduled work (Pinder, 2014 pp.21). The evidence-based approach is important to
management since it helps managers to use evidence and logic in decision-making, leading and
advising the employees. Also, evidence-based is important to the organizational behavior since it
helps the individuals research the organizational problems, interpret and solve them effectively.
The evidence-based approach can be applied to interpret the organizational and
management behavior through various ways. To begin with, it determines the interventions
applied in various practices and strategies within an organization. The evidence-based approach
ranks the managers and guides them towards facing the challenging situations. The evidence-
based approach also incorporates the organizational practices as well as the judgments which
concern organizations. Through the approach, the organizational and management behavior is
interpreted through the manager’s mindset since it teaches them how to manage the institutions
(Armstrong and Taylor, 2014 pp.80). Finally, it is interpreted through the new insight and
knowledge from within and out of the organization.
Personal practice within the organizational context is viewed as a tool used for linking
and understanding the organizational theories in application to the practical tasks. On the other
hand, the interpersonal skills refer to the individual emotional intelligence, their capability to
understand and know the attitudes within the organizational context. The knowledge to manage

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overall and others involve sharing, managing, creating, and using information within an
organizational context.
Teamwork involves the cooperation of individuals, employing their skills to provide a
constructive response, regardless of the conflicts which prevails amongst them. Therefore,
teamwork is important since it allows the employees to interact with others hence their
relationships improve. In this manner, the cohesion among individuals is achieved (Katzenbach
and Smith, 2015pp.8). Effective teams are developed through various ways. They are developed
if the individuals within the organization focus on their roles. If they value their roles and
communicate effectively to each other effective teams are developed. When goals are set, and
there is the celebration of the failures and the successes. Finally, teams are developed when
individuals interact to know each other.
There are various organizational problems such as the loyalty within departments where
competition exists, and each wants to outdo the other. New management is a significant problem
since the organization is in a dilemma due to the changes which arise. Confusion is also an
organizational problem which arises especially during the implementation of new strategies and
ideas. Finally, the company goals are organizational problems since the organizations need to use
them well to achieve positive outcomes. The theories of organizational behavior help in solving
the problems through various ways. For instance, the personality-job fit theory helps the
managers to understand the individuals hence the problem of new management is solved
(Cheruvelil, Soranno, Weathers, Hanson, Goring, Filstrup and Read, 2014 pp.35). The
personality theory guides individuals towards selecting the right working environment which
complies with their personalities hence the problems involving loyalty in the departments and the
new management is minimized. The attribution theories help individuals to scrutinize their

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judgments about others hence the conflicts reduce and teamwork is enhanced amongst the
employees (Northouse, 2015 pp.13). The motivation theories keep the employees engaged, and
they work towards the common organizational goals hence the problem concerning the
implementation of new ideas and strategies are addressed. The theories in organizational
behavior help in solving problems hence peace, teamwork, respect, and loyalty within the
organization are achieved which are significant elements of a performing institution.
Conclusion
In conclusion, this paper analyzes the theories and the concepts of the organizational
behavior, the human behaviors which prevail in the workplace and the application of the
evidence-based approach to the organization and management. Teamwork, practice personal,
interpersonal skills and knowledge to manage people are also significant factors in the
organizational behavior. Finally, theories are applied to solve the problems outlined.
Bibliography

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Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
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