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Abstract
A lot of research has been done on Organizational Behavior and there are
many definitions to which to choose. This paper will define my personal
operational definition of Organizational Behavior based on the research
performed. How this applies to my organization, why OB is important, and
what the power of the knowledge of OB is also discussed.
There are many definitions of Organizational Behavior (OB). In
order to develop a personal operating definition of OB, I read several
definitions to help form a framework of what OB means to me. The
definitions I read ranged from the very complex to the very simple. Along
with many OB definitions, there are also many different types of research.
Mole noted four assumptions that are used in all OB research (00).
1. Behavior is predictable
. Behavior is caused
. Behavior has many causes
4. Generalities can be made
Personal Operational Definition
With the above assumptions, as well as the concept that OB is a combination
of different fields of behavioral sciences, I developed the following
operational definition of OB. The study of Organizational Behavior is to
observe, analyze and learn, what variables influence individual behavior, at
both the individual and group levels, and understand how it affects the
behavior of the organization.
I will use this operating definition in my organization as we plan to make a
major software change. The process is underway to replace the maintenance
software system with an updated software so that a purchasing package can be
procured that will integrate the two. By observing the behavior of the
employees, I will be able to better understand the cause of their resistance
to change. I will recommend a cross functional team to address all the
concerns and determine what features of the old software are important and
should be included in the new purchase. Through this group, I will be able
to learn what are the variables that are behind their behavior, and share
with them those of the procurement department. In the end we should be able
to arrive at a mutually acceptable solution.
The Importance of Organizational Behavior
OB is important because it focuses on the most important aspect of an
organization, the individual person. Management must understand and be able
to predict individual behavior in order to identify ways to change the cause
of the behavior, and therefore change the behavior itself. (Dordrecht,
Nijhof, & Riedijk, 17) This would apply to situations where an
individual, or a groups behavior requires change, or if the organization as
a whole needs to change.
Behavior is more predicable when certain rules, both formal and informal are
in place, because they provide a guide for people to follow. For example,
if the rule is that everyone begins work at 800 a.m. or else pay is docked,
then one can reasonably predict that individuals will begin work on time.
If on the other hand, no rule existed as to the start time, employees would
come in at any time and the organization would be less effective. The
performance of the organization could become inconsistent and unpredictable.
In order to predict the actions and success of the organization it is
important to be able to predict the actions of the individuals.
Life without OB
Imagine working in an organization that does not apply OB techniques. The
employees are unmotivated, but management does not know why. Production
drops because the employees work only as individuals, not as a team. Skill
assessments are not conducted, as a result employees are mismatched with the
tasks they are assigned.
Management needs to care about how employees feel about their jobs and their
work environment. The employees attitudes help create the corporate
culture. The more effective employees are the more effective the
organization, so attention needs to be paid to the individual.
The Power of OB
One of the tools for analyzing behavior is the
Antecedent-Behavior-Consequence (ABC) analysis. Dordrecht, Nijhof, &
Rietdijk, explain this tool. Their research focused on ethical behavior, it
can be used for other areas of concern.
An antecedent prompts a behavior which is followed by a consequence.
Behavior therefore is a function of antecedents that precede it and
consequences that follow it. We need to understand the way these elements
interact in order to analyze ethical problems, take corrective actions, and
design work environments and management systems in which ethical behavior
will occur.
This summarizes what the benefits of OB are. Practicing OB techniques will
only strengthen the organization. It does require time and effort on the
part of management, even more so in times of change, but the organization
will receive long term benefits, not short term fixes.
References
Dordrecht, Nijhof, A.H., & Rietdijk, M.M. (1). An ABC-analysis of ethical
organizational behavior. Journal of Business Ethics, 0(1), -50. Retrieved
August 6, 00 from the World Wide Web http//proquest.umi.com/pqdlink
Moles, C. (00). Organizational behavior briefing book. Retrieved from the
World Wide Web http//mailer.fsu.edu~kshelfer/busrefpapers/orgbeh.html
Dordrecht, Nijhof, A.H., & Rietdijk, M.M. (1). An ABC-analysis of ethical
organizational behavior. Journal of Business Ethics, 0(1), -50. Retrieved
August 6, 00 from the World Wide Web http//proquest.umi.com/pqdlink
Moles, C. (00). Organizational behavior briefing book. Retrieved from the
World Wide Web http//mailer.fsu.edu~kshelfer/busrefpapers/orgbeh.html
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