Essay on Organizational Behavior: Workplace Dynamics and Performance

This essay delves into the multifaceted realm of organizational behavior within the workplace, examining its profound influence on employee interactions, well-being, and overall performance. It underscores the critical role of organizational behavior in shaping workplace dynamics, highlighting how it affects employee satisfaction, leadership effectiveness, and the attainment of organizational goals. The essay explores the goals, types, and effects of human behavior within organizations, emphasizing the importance of managerial control, ethical considerations, and accountability in fostering a positive and productive work environment. It further investigates the impact of different forms of organizational behavior, such as managerial control and ethical policies, on employee interactions and the realization of organizational objectives. The analysis also addresses the negative implications of harassment and the significance of nurturing workplace organizational behavior to improve interactions and achieve success.

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ORGANIZATIONAL BEHAVIOR IN THE WORKPLACE
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Organizational Behavior in the Workplace
In a workplace setting, the existing organizational behavior is likely to influence the
manner in which employees interact with one another. Such factors have demonstrated the direct
influence on the well-being of the workers, especially on collective work responsibility. Besides,
when members of an organization refraining from working together, the institution is likely to
encounter a decrease in the rate of growth and development due to inadequate employee
satisfaction adversely affecting their contribution. As well, the organizational leadership will
have challenges in exercising their duties if the interaction levels are poor, which makes the
organizational behavior a critical aspect in management. However, the approach entails the
manner in which different persons and groups within the organizational behavior and the related
implications of such habits (Hofstede et al. 2010). On the same note, through organizational
behavior, the management will determine the role played by systems, processes, and structures in
aligning employee's behavior to provide a basis for the operations. Therefore, it is significant to
examine the goals, types, and effects of human behavior in the organization to enhance continued
growth and development.
Similarly, in the determination of the goals of organizational behavior, the leadership
should think of the positive influences of worker interactions within the institution to provide a
clear picture of the objective. For example, employee behavior in the organization will allow for
the demonstration of the different worker interaction levels. In such a consideration, the goals of
the behavioral approach are to help in predicting and explaining the behavior of workers in the
organization through the evaluation of the various influences. The different level of influences
that are likely to be realized in an organization can be individual, group or institutional (Crowder
2012). However, the ideology in most cases will enable the management to understand the

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worker's performances and implement mechanisms of improving the different interaction
patterns among the employees. Furthermore, the conceptualizing the idea of human behavior
facilitates for the improved leadership, effective communication, the creation of positive
organizational culture, and subject to motivation that provides a competitive advantage. In such
regards, the development of behavioral goals builds a basis for growth in the organization.
As well, institutions need to invest on worker's behavior since it gives an insight for the
smooth running of the business activities. For instance, most successful businesses are more
likely to demonstrate excellent interactions at different organizational levels because the
managers have knowledge on how behavior can be used to influence performance. Such a move
provides a stepping stone for strategic management and increased performance in the
organization that should be considered (Rospenda 2005). On the same note, the organization is
more likely to thrive when the workers are effectively led and encouraged to do their best.
Nevertheless, the outlined benefits of organizational behavior may vary with the manner in
which they are implemented. In working environments, the high job satisfaction, commitment to
the mission statements, and increased productivity among others will be necessitated by proper
relations among the workers, which determines the organizational profitability.
Correspondingly, organizational behavior affects the manner in which employees make
rational decisions, which makes them be distinct from others. Such a consideration provides the
employee with a better understanding in the workplace and the operations, and mechanisms in
which the organization can excel (Baron 2008). For example, effective business leaders
appreciate the influence of interaction on the performance that helps them realize their goals by
closing the gaps that exist in the institution to encourage togetherness. In such an approach,
behavioral science is essential in understanding effective methods of leadership and change

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management for the benefit of all. For proper workplace communication, effective organizational
behavior should be instituted because it allows for the interaction between workers at individual
or groups/teams with the same objectives (Minor, 2006). Furthermore, the knowledge of
organizational behavior determines the possibility of organizational change since it involves
modification of human characters. Therefore, it is significant in monitoring the functionality of
the organization.
Different types of organizational behavior
Organizational behavior exhibits various forms in managing the influence and interaction
levels of the employees as individuals or groups. For instance, managerial control has
demonstrated significance in the determination of organizational behavior at the workplace.
However, managerial control encounters different kinds that affect the behavior of workers, like
autocratic control where the manager exercises total influence or dictate the members of his or
her organization (Breweton et al. 2008). As well, interactive control is exemplified in the
working environment in which the employees have a voice and can be had to assist in the
running of the organization. In such regards, the type of managerial control practiced determines
a lot on how interactions are conducted and policies maintained. Besides, the different types of
control affect organizational behavior both positively and negatively depending on the goals to
be achieved (Balzer 2007). Nevertheless, autocratic control has demonstrated effectiveness in the
short-termed organizations since the management shows little concerns about the workers that do
not allow for a long-term contract. On the other hand, interactive control is essential for most
organizations, especially in enhancing future development since the employees feel as part of the
institution making them to increased productivity. On the contrary, the latter has limits that might
affect the management due to the slow implementation and decision making the process from

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critics. Alternatively, the type of managerial control chosen by an institution will determine how
the workers interact with one another and the realization of the organizational goals (Wagner et
al. 2010). Therefore, if the control mechanism implemented does not provide for interaction
among the members of staff, the management could be denying itself some valued inputs from
being established to assist in the running of the workplace.
As well, ethics form a vital part of organizational behavior since the ethical obligations
are likely to suppress the unnecessary actions while allowing for the development of beneficial
characters and attitudes. In such a consideration, the organization has to create an effective
ethical policy to culture the good behaviors that will improve the situation of the workplace
(Levy, 2006). However, to realize such an objective, the management must emphasize and
enforce the organizational code of ethics to promote the positive interaction among workers, how
they interact with customers among others. Such a move will enhance reduced employee
turnover that encourages the development of the organizational behavioral culture (Crowder et
al. 2010). On the contrary, high institutional worker turnover will pose challenges to the
management since the newly acquired workers will take a reasonable time to adapt the existing
culture in addition to bringing in irrational behaviors that never existed jeopardizing the
organizational behavior. Therefore, the manager and his team should be in a position to eliminate
any factor that can affect the organizational behavior through ethical codes and ensure a balanced
interaction level for the benefit of the company.
Further, accountability should be emphasized in the organization since it affects the
manner in which the employees will respond towards an action. However, the organizational
structure provides a key reflection of the accountability of organizational behavior, which should
be maintained for business growth. For example, departmentalization among other divisions in

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the organization will enable the management to determine which individual or group is
responsible for a certain function or help in tracing the source of the problem in the organization
(Jex 2008). As well, accountability allows the management to recognize and reward performance
in the organization since the success or failure of the workers can be evaluated and accounted
individually or collectively (Ashkanasy et al. 2002)). From such a scenario, the workers will be
motivated in their various lines of duty to improve their accountability, which is vital for the
development of a corporate culture. Therefore, organizational accountability will encourage the
development of positive staff behavior since every employee will be held responsible for his or
her behavior.
Much more, harassments at work provide an exemplification of negative organizational
behaviors that that should be effectively addressed by the management promote the worker
interaction levels. Such a consideration can be resolved through adequate training, enactment of
ethical policies and ensuring diligence among the staff member (Tepper 2000). Besides, harassed
employees are likely to feel lesser of the organization that hinders him or her from making a
positive contribution due to the fear of intimidation from other employees or management. In
such a response, organizational laws have been established to deal with the issue by eliminating
the possible causes (Rayner 2005). Some of the reported harassment cases reported from workers
include sexual exploitation, physical abuse, age and mental discrimination among others, which
deters the employees from interacting with the rest of organizational members.
Consequently, organizational behaviors have been evident as a vital component in the
progression of the organization since it has negative and positive implication to the running of
the institution. Besides, the policies developed within the organization will determine how the
employees interact with one other, which in turn influences their contribution to the company.

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For effective and smooth management of the organization, the management should implement
various policies that allow for the limitation of the negative behaviors, while encouraging good
morals for the realization of objectives and goals. Therefore, workplace organizational behavior
should be nurtured to improve the different levels of interactions for the benefit of the
organization.

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