What is Organizational Behavior? Scientific and Practical Organizational Behavior

When you want to establish a one person company, there are lots of aspects to be known. Here, find about some of the organisational behaviour that will help you a lot for the business devel

Material, substance and functions of corporate management

Organizational behavior is a scientific discipline that examines the behavior of working people and how they operate within certain organizational structures or organizations.

Organizational behavior is the systematic, scientific analysis of individuals, groups, and organizations to understand, predict, and improve the individual performance and performance of an organization. The study of this discipline provides a set of tools in the form of ideas and theories that help people understand, analyze and describe what is happening in organizations and explain why it occurs.

When psychology generally focuses on the analysis of human behavior, organizational behavior is referred to in its special form – the behavior of a working person, which in most cases is carried out within a particular organization. Such a study was needed because linking people into groups makes significant changes in their individual behavior. Individuals in certain organizational situations may need to behave differently than they would outside the organization.

It is primarily the institutional system itself that begins to exert a strong influence on people, which changes and restructures the tendencies of their behavior. A person needs to calculate the rules of conduct, rules, traditions, customs, certain attitudes, as well as collective thinking, preferences that exist in the group.

Under modern conditions, knowledge of the basics of organizational behavior allows us to solve the following tasks:

To fully express the potential of the company’s employees and to select directions for improving its operations, using modern technologies for these purposes;

Developing such plans for organizational organizations that meet criteria that focus on the individual and his or her needs;

Determining strategies for professional intervention to eliminate conservatism in the work structure;

Transcend traditional and minimalist approaches to information technology.

Analysis shows that objects are large and small enterprises, a set of managerial relationships that arise between people in the process of collaborative work, and at different levels of their behavior, at different stages (i.e., the behavior of the people).

  1. Key issues and attitudes of organizational behavior

The field of study of EP is the study of individual and group parameters of human behavior in an organization.

There are three levels to consider behavioral issues: individual, group, and organizational.

Personal status is the status of the individual, his decisions and his features, i.e. motives, abilities, character. Discipline, character, ethics.

Team Level – Analysis of group characteristics: age, gender, education, vocational training, retraining, work experience, decision-making ability, decision-making ability, relationships with each other, conflicts, etc.

Organizational Status – Organizational standards, the goals that the employee needs to know, the requirements for the solution, are embedded within the organizational culture.

Approaches to the study of organizational behavior

  1. Focus on human capital (support approach). Analysis of the individual skills of the employee. Achieving levels of capacity, theoretical function, etc. Security perfection of knowledge, skills of employees, creating the environment for creative activity, providing the opportunity for self-realization.
  2. The contextual approach is based on the following principles:

Ability to respond quickly to situation here and now;

Making decisions according to the situation;

The ability to see goals accurately;

Providing the only proper system of administration;

Power distribution;

Work tasks to organize all kinds of situations are universal in nature.

  1. A systematic approach, which should be understood as a complex of interactive components, i.e., when making decisions, it is necessary to evaluate their implications for the entire organization, because the unique features of this approach are:

Positive and negative consequences are placed on the shoulders of management when interacting with people, i.e. the use of the approach is related to human problems;

This approach can be applied to any person;

This approach takes time to analyze the whole system.

Prerequisites for the development of organizational behavior

The study of modern theories of organizational behavior must consider the history of the development of science as a whole, which has crossed the path of evolution together – progressive development and sustainable progress. It is this natural form of the creation of science that confirms its credibility.

Two stages in the development of EP should be distinguished: empirical and scientific.

The first attempts to understand human behavior arose from experience in ancient times. In the 4th-5th centuries, the basic problems of personality were developed in the works of the ancient Greek thinkers Socrates, Plato, Aristotle and other philosophers. BC For the first time in the history of European social thought they presented the problem of the relationship between the individual and society, the social environment, individuality and collectivity.

Questions about personality behavior in context were considered in various religious teachings. In particular, the idea that the collective was more primary than the individual nurtured early Christianity and came to Russia along with tradition. Tradition is characterized by a special spiritual attitude, a sense of belonging and togetherness, empathy, mutual love and sacrifice.

Prerequisites for Developing the Scientific Concept of Organizational Behavior Freedom, Equality and Fraternity of French Enlightenment (Voltaire, J. J. Rousseau, B. A. Holbach), Utopian Socialists (D. More, D. Campanella, R. Owen) In the mid-18th century, Class theory (K. Marx), Psychology of the people in Germany in the middle of the 19th century (W. Wundt).

Many ideas of past and present thinkers are directly related to the problems of personal communication and group interaction of people.

Proper approach to organizational behavior

A systematic approach to the definition of organizational behavior is to present the behavior of an employee as a result of the combined influence of interrelated components.

Social exchange – the exchange of different social interests based on social relations, developing different structural forms (power, status, prestige). According to D. Homans’ theory of social exchange, the frequency and quality of rewards are directly proportional to the desire to help the source of positive motivation.

Social Comparison – An individual’s comparison of labor costs and wages received with labor costs and the wages of co-workers. Levels of comparison may vary – individual, group, institutional, regional, country.

Social Equality – Reward evaluation based on social comparison results. This can be positive or negative depending on the individual’s social interaction experience. Social justice is the main reason for choosing a particular form of organizational behavior (e.g., conscientious work or abstinence).

Satisfaction is the awareness of the employee and his or her status. It may be general, partial or completely absent.

Objective – Attempt to achieve the goal, awareness based activity, hierarchy of goals, selection of methods and calculation of results. Depending on the purpose, different types of purposeful behavior of the individual develop: implementation of a life plan, adherence to an obligation, adherence to cultural norms, perception of close goals, lack of self-directed behavior or guidance.

Rational – The ability to effectively achieve goals and achieve an effective social comparison. The rationale for organizational behavior allows you to determine the level of efficiency of employee management. The rational definition of organizational behavior is based on the use of experimental methods (MMPI testing, R. Cattell, etc.).

Protocol is the correspondence of a person’s behavior with the rules accepted in a given social context.

Deviation is the deviation of a person’s behavior from the goals and norms shared by the environment.

All types of formal interpretation of organizational behavior are interrelated and are implemented in the manager’s practical activities as a whole and in conjunction with each other. An integrated approach allows you to achieve the most effective use of a company’s human resources.

Incoming characteristics of the organizational behavior model

OP is a 3-level model in which each subsequent stage is based on the previous one. A person, coming into the company, has established his or her own characteristics and behaviors. He becomes a member of a team and, on the one hand, develops independence and his abilities, on the other hand, imposes restrictions on one person. This applies to org-ii as a whole.

  1. Economy. Organization: Human Capital:

1) Professor. Training and Qualification

2) Work experience and traditions

3) Public culture and work culture

4) Socio-psychology. Human qualities

5) Health and performance

The most useful areas for investing in human capital in different countries are:

1) Health and Community. Security

2) Education

3) Labor migration

  1. National culture

It is necessary to calculate cultural differences. Because organizational behavior is different in different cultures, it determines different relationships and components. There are 5 main characteristics:

  1. Relationship with the environment. Environment

People depend on the environment. Circumstances

People live in harmony with the environment. Environment

People dominate the environment. Environment

  1. Temporal orientation

Past orientation

Orientation to the present

Future orientation

  1. The nature of the people

Dear people

People are not compassionate

People m / b are good and not good

  1. Functional orientation

Action

Balance

Control

Individuals

Hierarchical

5. Spatial orientation

Privacy

Transparency

Mixed character