What is organizational behavior?

Organizational behavior (OB) is the study of how people behave in organizational settings. Its principles are applied with the goal of making organizations and therefore the people in them work more effectively together.

Organizational behavior research can specialize in individual behavior within the organization, how groups work together, how the organization itself behaves, and the way all of those are interconnected and impact one another.

The principles of effective organizational behavior are often applied to several aspects of the workplace. It is often accustomed to improve productivity and performance, boost employee satisfaction, increase motivation, foster better leadership, understand decision-making, and facilitate better cross-team collaboration.
As an educational discipline, organizational behavior is studied in many business administration programs. Organizational behavior is additionally researched and applied by a variety of business roles, like consultants or organizational management experts.

Organizational behavior has been studied for many years, resulting in a variety of theories and models on effective organizational management. the subsequent five management models form up a preferred framework for considering organizational behavior:
Autocratic: This model is often accustomed to best to describe historical workplaces, particularly those during the commercial revolution. An autocratic model is predicated on power and authority, demands employee obedience, and is made on dependency on the boss for directions. Jobs within the autocratic model may provide no over a paycheck for his or her employees.
Custodial: A custodial model is made on providing a way of security and care from the organization to employees, like through providing a robust benefits package. The aim of the custodial model is to supply incentives and economic resources that may build loyalty toward the organization.
Supportive: A supportive model is made on leadership motivating and galvanizing workers. Unlike the autocratic model, it assumes that employees are self-motivated. So a manager’s job is to assist foster that motivation by supporting the employee’s talents, interests, and goals. this is often built with the understanding that with the correct support, employees will take initiative and increase performance on their own.
Collegial Unlike the primary two models, the collegial model acknowledges that social factors are a key think about employee satisfaction. This model is made on the concept of colleagues working together as a team and fostering a way of partnership. The power within the organization is shared to a particular degree and it could feature a flattened hierarchy without direct top-down direction.
System: this is often the most recent organizational behavior model, built on fostering passion and a commitment to the organization’s goals. the concept is that by giving employees a high level of meaning at work, workers will achieve greater satisfaction and performance. this technique expects managers to point out compassion and care toward their direct reports and work to determine a positive workplace culture.

There are many factors that may influence organizational behavior. as an example, one among the earliest OB studies was designed to research how lighting impacts productivity (in the method, the researchers discovered workers responded more to social factors than environmental ones).
That said, influential factors can generally be boiled right down to some main groups:
• Social: Leadership styles, coworker personalities, social psychology, relationships, etc.
• Environment: Lighting, aesthetics, office/desk set-up, etc.
• Structure: Employee hierarchy, the organizational structure of departments in business units, etc.
• Tools: Access to information, tools, and technology
• Processes: Workflow management, reporting structures, project management styles, etc.

Organizational behavior has been studied for many years and covers dozens of topics – much more often covered here. Each workplace will have its own issues that must be accommodated. To get started, survey your employees to learn more about the issues they see in the workplace. Employee engagement programs can make it easier for you to pursue satisfaction within your organization.

You can also search for the latest OB research covering the topics that interest you most.

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