Organizational Behavior Terminology and Concepts 

 Organizational behavior

Organizational Behavior (OB) brings a number of serious implications for a further study of a problem. One of the implications is about how people, individuals, and groups act in organizations. Usually, organizational behavior is interpreted with the help of system approach. According to the system approach, people-organization relationships are interpreted in terms of the whole person, whole group, whole organization, and whole social system. The objective can be met by building better relationships between the people. The definitions mentioned above show that the organizational behavior encompasses a wide range of topics. These include the following items:  human behavior, leadership, teams, and etc.

Elements of Organizational Behavior

The organization's base is known to rest on management's philosophy, values, vision and goals. Also, organizational culture is a changeable thing. As a rule, organization culture is composed the following components: formal organization, informal organization, and the social environment. The knowledge of organization’s culture helps to determine the types of organization’s leadership, organization’s communication, and organization’s group dynamics. All these components are present in any organization. The improvement of organizational culture may result in the following improvements:

1. Improved organization’s culture
2. improved quality of work
3.  Good performance
4. Individual satisfaction
5.  Personal growth and development.

When combined together, these elements help to build the framework of the organization.

Organizational culture.  

Organizational culture is the personality of the organization. The notion is comprised of several assumptions including values, norms and tangible signs (artifacts). These things are typical things for any kind of people’s organization.

Each organization has its particular culture. The research shows that culture is one of the terms that are difficult to be understood by the individual people.

The culture of the individual organization is one of those aspects that matter. The term is very difficult to be expressed in a distinct way. In the majority of cases organizational culture is being perceived as a very complicated notion that is being comprised of many components. In general, the notion of culture has all features of the system.

 Defining Diversity

The term diversity is a very broad term. The term is used to define everybody as a art of a large system. The diversity is one of the things that should be valued. The notion helps all employees to bring their differences, including group-identity differences. The broad definition of the notion moves diversity issues beyond a common struggle between different people. A broad definition of the diversity defines the notion as the ability to accomplish both individual and organizational goals.

In addition, many of the organizations are seeking new ways to correct a company bias. These are corrected against a particular group. The notion of diversity can be defined in a more narrow way. The notion is based on the analysis of the individual needs of the person.

Communication

Communication can be defined as a process by which people are assigning and conveying meaning. The measure is taken in an attempt to create shared understanding of the notion. This process requires a vast repertoire of skills. No less important is the intrapersonal and interpersonal processing, listening, observing, speaking, questioning, analyzing, and evaluating. The process covers all areas of human life including home, school, community, work, and beyond. The main objective is usually achieved through communication and collaboration.

Communication can be regarded as a window to basic literacy and academic excellence. Accurate communication is the way to express human capabilities. Along with that, it is the way to cultivate the potential that can be successfully used by the people.

Organizational effectiveness

Organizational effectiveness is concerned with an organizational dynamic. Organizational effectiveness enables people to use their potential. Human potential is being realized with the help of effective use of creativity, energy, and resources. These are traditionally used for the issues that really matter for the society. Achieving and sustaining organizational effectiveness can be regarded as the major priority of the organization.

Organizational learning is an area of knowledge that is present within the organization. The theory is based on a number of studies models and theories that pertain to the way the organization learns and adapts to the main tendencies of the present day.

 

                                                                   Reference

Cunningham, J. B. & Eberle, T. (1990). "A Guide to Job Enrichment and Redesign," Personnel, Feb 1990, p.57 in Newstrom, J. & Davis, K. (1993). Organization Behavior: Human Behavior at Work. New York: McGraw-Hill.

Knoster, T., Villa, R., & Thousand, J. (2000). A framework for thinking about systems change. In R. Villa & J. Thousand (Eds.), Restructuring for caring and effective education: Piecing the puzzle together (pp. 93-128). Baltimore: Paul H. Brookes Publishing Co.

Koch, C. (2006). The New Science of Change. CIO Magazine, Sep 15, 2006 (pp 54-56). Also available on the web: http://www.cio.com/archive/091506/change.html

Revans, R. W. (1982). The Origin and Growth of Action Learning. Hunt, England: Chatwell-Bratt, Bickley.

Schein, E. (1968). "Organizational Socialization and the Profession of Management," Industrial Management Review, 1968 vol. 9 pp. 1-15 in Newstrom, J. & Davis, K. (1993). Organization Behavior: Human Behavior at Work. New York: McGraw-Hill.