Organizational behavior is the term used to describe how humans interact or behave in an organization as an individual or in a team. In short OB is a study of human behavior within an organizational set-up. Organizational behavior plays a very vital role in enhancing the human resources of an establishment. In other words, it determines the efficiency and productivity of the employees working with an employer. Detailed studies and research are being conducted on this regard for decades. A scientific approach is very essential to understand the intricacies of OB since it has to deal with psychology or how human minds work. This article will let you know how OB helps business establishments.
Organizational behavior – a human interaction study
OB helps the management gain a clear-cut picture of the human interactions taking place in the entire hierarchical structure of the organization. For example, it can be a worker to worker interpersonal interaction, a worker to supervisor interaction, a supervisor to manager interaction and the interaction of the manager with the CEO or the supreme authority of the establishment. In this manner OB performs the DUP (Describe – Understand- Predict) of the interpersonal interactions taking place in the establishment.
- Describe the rapport between the employees in various circumstances.
- Understand the reason behind the peculiar behavior of an employee.
- Predict or forecast the behavior of an employee in the near future based on present work culture and scenario. Forecasting can help in a great way to understand the future involvement of an employee on a specific issue or task. Therefore, adequate preventive or corrective measures can be taken if the situation demands.
In a broader sense, OB also deals with inter-organizational rapport, for example the relationship with a partner firm.
If the interpersonal relationship among the employees is not working out in the predicted ways, it can really affect the job performance and thereafter the final output of the establishment. This indicates that there is a deep-rooted problem prevailing in the organizational structure or management of the establishment which needs to rectified. This deep rooted problem or ‘concern’ arise from both internal and external factors. Internal issues are associated with the employee’s thoughts and feelings revolving around an assigned work related task. The external factors are issues that are beyond the reach and control of the employee but can affect his or her productivity or confidence. It can be environmental issues, or workplace difficulties etc.