Organizational Behavior: Theories, Issues, and Management Solutions

This essay provides a comprehensive overview of organizational behavior, exploring its core concepts and applications. It begins by defining organizational behavior and its significance in understanding human dynamics within organizations. The essay then delves into various organizational behavior theories, including Scientific Leadership, Human Relationship Approach, Decision-Making Approach, Neo Human Relations School, and Systems Approach, highlighting their contributions to understanding employee behavior and motivation. It examines the factors that determine organizational behavior, such as individual differences, group dynamics, and organizational structure, and discusses the influence of disciplines like psychology, sociology, and anthropology. Furthermore, the essay addresses common problems and challenges related to organizational behavior, such as resistance to change, lack of motivation, and group conflicts, and proposes effective management strategies for addressing these issues, including communication, training, and conflict resolution. The essay concludes by emphasizing the importance of understanding employee behavior for organizational success, highlighting the role of managers in fostering a harmonious work environment and achieving organizational objectives. The essay provides valuable insights into the complexities of organizational behavior and offers practical solutions for managing and improving employee performance and overall organizational effectiveness.

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ORGANIZATIONAL BEHAVIOR
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Introduction
In today’s life, it is very critical to understand human behavior that constantly changes in
relation to time and region. Behavior is definable as an individual response that is observable
either directly or indirectly (Charney 2016). Personal behaviors tend to be unpredictable, always
follow a prescribed pattern, and may influence other persons in an organization. Organization is
definable as a collection of individuals that work together for a common goal. Therefore,
organizational behavior is the process of analyzing all the collection of human dynamics in every
organization, to help the management in understanding the relationships between the employers,
employees and the interaction among the employees (Anteby & Anderson 2014, p.16).The
process of learning the organization behaviors requires an in-depth understanding of individual
deference’s and then as group at large. This article, therefore, looks at the theories and
approaches that can be used to address some potential human behaviors that might rise in an
organization.
Organization behavior entails methods and ways on how to train, develop and motivate
all staffs to prosper the business to higher level. The manager achieves this through ensuring that
there is job satisfaction, promotion of innovativeness and leadership development (Lopez &
Medina 2015, p. 590). Misguided organization behavior is an obstacle to the competitiveness of
an organization in the market since the success of an organization results from the morale and
attitude of an individual undertaking the task. The varied characters among people in an
organization cause different types of organizational behaviors in every business entity even
though there should be concerted actions for specific organizations.

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Different organizational theories explain the causes and ways on how to go about the
behaviors in an organization (Lopez & Medina 2015, p. 592) .These are; Scientific Leadership, a
theory that focuses on how jobs should be efficiently done by determining the organization goals
and outlining the performance standards from both the departmental managers and the staffs. The
theory realizes that assigning expertise to specific jobs with a time frame in a set excellent
standards results in quality product and services.
Human Relationship Approach theory studies the effects of different plant illumination
against the staff productivity (Lopez &Medina 2015, p. 594). The argument concluded into a
unified approach “Hawthorne effect” on both the formal and informal organizations that any
positive human relation affects productivity in a positive way. Decision-Making Approach
mainly focuses on the decisions that are in line with the objectives of the organization.
Therefore, the theory dictates that all the decisions made are environmentally restricted and
always meets the minimum criteria for success.
Neo Human Relations School focuses on the structures of the modern organization. The
theory gave birth to other theories such as the Maslow’s Hierarchy of Needs that explains the
necessity of staff’s motivation to meet their basic needs such as safety, psychological state, love,
esteem and self-actualization (Lopez & Medina 2015, p. 596). The school of thought also
includes; Theory X and Theory Y. The Theory X ensures that managers control the staff's
behaviors and reward them appropriately when the organization needs are achievable; on the
other hand, Theory Y takes an assumption that workers are capable of undertaking their tasks
and the management is only to facilitate the achievement of the organizational goal through
achieving an individual work. Systems Approach takes into account the input, process within the
systems and output (Colwell & Callaghan 2013, p. 352). It views an organization as a single

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union whereby one department depends on the other from the production to the sales of the
products and services. Therefore, it takes into a concern of every employee in the organization.
Organizational behavior is determinable by three factors, namely, individual, groups and
organizational structure. All these three determiners focus on the behavioral disciplines such as
psychology, sociology, social psychology, anthropology and political science (Kavanagh 2014).
Psychology is a science that seeks in measuring, explaining and changing the behaviors of
human beings. Sociology is a science that studies the relationship between persons and other
people, to improve the relations among different groups of an organization. Social psychology in
the other hand is a science the blends together with sociology to see how a group of people
influence an individual in an organization. Anthropology is the study of a particular society
about the religion, customs, education, values, and culture while Political science is the study of
the power influence an individual in an environment.
Because of different types of employees there are varied types of problems and
challenges that if not well addressed by the management in time will lead to decreased under-
performance (DeNisi 2011). The individual problems can be as a result of environmental factors,
personal, psychological factors, social factors and physical factors. These problems may cause
failure in an entire organization. The common problems with organizational behavior are like
stubbornness or resistance to change of technological change or change of internal process. The
manager can avoid such an incident through proper communication and training of the staffs.
Another likely issue might be lack of motivation on the organizational growth, which will
eventually affect the behavior of the teams by either not seeking out for the opportunities
presented by the organization.

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Therefore in totality, it is upon the management to learn the cause of the problems and
apply the appropriate method to solve it (Kavanagh 2014). For example, an organizational
manager can understand the behavior of an employee through closely associating and observing
him or her. The learned information will tell the either if the employee will be productive or will
be a problem creator to the organization. Therefore it is very vital for a manager to have even a
bit of psychological knowledge the manager can use different types of psychologist approaches
to study the mind and behavior of an employee (Coldwell & Callaghan 2013, p. 356). For
example, the “Big Five” dimensions of personality that are emotional stability, extraversion,
openness, agreeableness, conscientiousness. The other tool is DISC an acronym of Dominance,
to mean the way one will respond to challenges. Influencing means the capability of changing
the personal view of another person. Steadiness means how one can react to the pace of an
environment and Compliance to say how one is responding to the set rules and regulations.
Group issues might result from the differences created by the individual conflict that may
lead to two or more groups of workers that do not go along (Coldwell & Callaghan 2013, p.
360). Such discords are always unhealthy for an organization and therefore to be successful, the
groups in an organization must dedicate their efforts towards the goal by trying to eliminate any
individual difference among them. The problems always arise from poor communication styles
and failures by the management to diagnose problems in time to foster cohesiveness.
Organizational issues always arise when the individual problems propagate to the group
problems then advance to the organization level as a result of failure by the management to take
the corrective actions in time. Other organizational issues may be like high staff turnover a
situation whereby the workers are not satisfied with the work and internationalization leading to
employment of international employees with little knowledge of national culture.

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Managers are responsible for formulating and addressing all the issues that form the
behaviors in an organization by taking proper action on the negatives ones and promoting the
positive things (Anteby & Anderson 2014, p. 20). The management should always be able to do
a preliminary assessment of any complaint raised by any staff or when the manager learns of
inappropriate behavior in a work place. The initial evaluation determines what the complaint is
about, and to determine how to proceed with the matter (Kavanagh 2014, p. 3). The manager
then proceeds to determine whether it is necessary to investigate the complaint. At some point
the manager may call for counseling of an employee who has a personal conflict for example
family issues or even those that struggle with alcoholism. In the investigation stage, the manager
uncovers all the information required in solving the problem. At this stage, the employee is
always informed of the allegations and given an opportunity to respond. In most cases of group
conflicts, the manager may opt to create good understanding between the parties by calling for
both of them to dialogue and apologize to one another if the incident is minor. At while when the
incident is serious, disciplinary action to be taken by the Work Laws and Agreements.
Conclusion
For the success of an organization, it does not depend on the organizational development,
or economic understanding but rather a better understanding of each employee’s behavior in
relation to other employees, employer, and customer. The management should understand the
entire subordinate so as have a harmonious working place that will see to the fulfillment of the
objectives since the success of an enterprise is ultimately depending on the employees’ attitude,
morale and commitment.

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List of References
Anteby, M. and Anderson, C. (2014). The shifting landscape of LGBT organizational research.
Research in Organizational Behavior, 34, pp.3-25.
Charney, E. (2016). Genes, behavior, and behavior genetics. Wiley Interdisciplinary Reviews:
Cognitive Science, 8(1-2), p.e1405.
Coldwell, D. and Callaghan, C. (2013). Specific Organizational Citizenship Behaviours and
Organizational Effectiveness: The Development of a Conceptual Heuristic Device. Journal for
the Theory of Social Behaviour, 44(3), pp.347-367.
DeNisi, A. (2011). Managing Performance to Change Behavior. Journal of Organizational
Behavior Management, 31(4), pp.262-276.
Kavanagh, D. (2014). Talking Organization. Organization Management Journal, 11(1), pp.3-3.
Lopez, E. and Medina, A. (2015). Influence of ethical behaviors in corporate governance.
International Journal of Managing Projects in Business, 8(3), pp.586-611.