The Organizational Behavior is a key element in the corporate culture and is the basis for the development of any organization.
In this article we will discuss different definitions of organizational behavior, what is its importance for companies and analyze different key factors on this important topic.
Definitions of Organizational Behavior
To Stephen. “It is a field of study that investigates the impact of individuals, groups and structures on behavior within organizations, with the purpose of applying the knowledge gained in improving the effectiveness of an organization.”
Davis and Newstrom. “It is the study and application of knowledge pertaining to the way people act within organizations. It is a human tool for the benefit of people and applies in a general way to the behavior of people in all kinds of organizations. “
Andrew J. DuBrin “It is the study of human behavior in the workplace, the interaction between people and the organization”
Hellriegel and Slocum. “Study of individuals and groups in the context of an organization and the study of internal processes and practices that influence the effectiveness of individuals, teams and organization”
Baron and Greenberg. “It is the study that seeks the knowledge of all aspects of behavior in organizational environments through the systematic study of individual, group and organizational processes; the fundamental objective of this knowledge is to increase the effectiveness and well-being of the individual. “
Gibson, Ivancevich, Donnelly and Konospake. “Field of study is based on theory, methods and principles of various disciplines to learn about the perceptions, values, learning capacities of individuals while working in groups and within the organization and to analyze the effect of the environment of the organization and its human resources, missions, objectives and strategies “.
Idalberto Chiavenato “Organizational Behavior portrays the ongoing interaction and interaction between individuals and organizations.” “It is an academic discipline that emerged as an interdisciplinary set of knowledge to study human behavior in organizations.”
In relation to the above definitions, we can observe similarities between the definitions when declaring that CO is the interaction, relationship between individuals, groups and individuals, and all authors in one way or another indicate that it is a field of study, application of knowledge, discipline, among others, used to increase the effectiveness of the organization or to improve it. Concluding on the basis of these definitions and their own criteria considering that this is the practical object of study in this research CO is defined as: the study of what people do in an organization, that distinguishes the organizations from each other and that the object of this study is to apply this knowledge to improve the organization .
Therefore it must be taken into account that each person is a multidimensional phenomenon subject to the influences of various variables, both external and internal and of these depends on human behavior.
Importance of Organizational Behavior
Its importance lies basically in the following ten points:
It helps predict what people will do, within companies.
It studies how to predict the behavior of individuals and groups.
It looks for the effectiveness in the results through the study of the individuals, the groups and the structure of the company.
He has good skills in dealing with people.
It includes the ability to understand employees.
Gives feedback with the results of organizational behavior.
Has knowledge of the abilities of individuals and groups to work with greater efficiency and productivity.
It is a basic requirement to be successful in the position of manager.
It replaces intuition with systematic study.
It seeks to adapt human resources with the latest technology.
Key Factors of Organizational Behavior
There is a set of forces that affect companies, which can be classified into four areas: people, structure, technology and environment in which a business operates.
People: In a company people are part of the internal social system, which is formed by individuals and groups both large and small. There are informal or informal groups, as well as formal and official groups.
Human groups are dynamic because they form, change and disintegrate; people are living beings, thinking and feeling, who work in a company or organization to achieve their goals.
It should be remembered that companies and organizations exist to serve people, rather than people exist to serve organizations.
Currently the workforce is very diverse, which means that workers have a wide range of background educational talents and goals. Therefore, entrepreneurs should be prepared for situations in which some people wish to impose their own will and way of working, forgetting their commitment to the company or its objectives.
Structure: Defines the formal relation of the functions of the people with the organizations and company. Different jobs are required to carry out all the activities of the company.
In a company, all people have to be structured in order to coordinate their work effectively; in the absence of a structure these relationships can cause serious problems of cooperation, negotiation and decision making.
Technology: The technology contributes the resources with which people work and influences the tasks that they perform, with their help buildings are built, machines are designed, work processes are created, etc.
Technology also significantly affects labor relations, so workers in a brick factory are not related in the same way as a restaurant.
The great benefit of technology is to enable people to work more and better, while restricting them in different ways, have both costs and benefits.
Environment: All companies operate in the context of an internal environment and an external environment. No single company exists in isolation, it is part of a larger system encompassing many other elements such as government, families and other businesses.
No company can escape the influence of its external environment. It affects people’s attitudes and working conditions, as well as generating competition for resources and power. It is something that must be considered in the study of human behavior in organizations.
Goals and Objectives of Organizational Behavior
As objectives and goals of the CO Eduardo Amorós in his book Organizational Behavior in search of the Development of Competitive Advantages indicates that they are:
Describe: Systematically how people behave under different conditions.
Understand: Why people behave as they do.
Predict: The future behavior of employees
Control: At least partially human activities at work.
With the first objective to describe in doing so allows managers to communicate with a common language regarding human behavior at work. With the second objective understand: understand the reasons why their behavior and can, among others, achieve explanations, improve methods. With the third objective to predict, it is a consequence of the first and second, since in describing and understanding managers, managers, managers, staff, their skills, intergroup relations, would have the ability to predict which employees are dedicated and productive, and which will be characterized by absenteeism, delays or other disruptive behavior at any given time (so that preventive action can be taken).
The ultimate goal of organizational behavior is to control, supervisors, managers, managers, being responsible for performance results, are vitally interested in having effects on behavior, skills development, teamwork, coordination of efforts and the productivity of employees. They need to improve outcomes through their actions and those of their workers, and organizational behavior can help them achieve that.