Organizational Behavior Terminology and Concepts Paper

Organizational Behavior Terminology and Concepts Paper

Many companies are now looking at their employees and their interactions in a different way. New studies show that improved employee development and communication can and will have a direct impact on the success and longevity of the company. Many companies are using focus groups to address such issues as; Organizational culture, Diversity, Business ethics, Change management, Communication among employees, and many others. By improving in
these key areas, companies hope to expand and grow in ways not normally considered in the past. Can simple concepts such as these mentioned actually change a company for the better? Can improving on employee relations open previously closed doors in the workplace? One of the focus group point Organizational behavior. According to Webster’s online, “organizational behavior is concerned with identifying and managing the attitudes and actions of
individuals and groups, looking particularly at how people can be motivated to join and remain in the organization, how to get people to practice effective teamwork, how people can accomplish their jobs more efficiently, and how employees can be encouraged to be more flexible and innovative”. By reading this definition this author has a better understanding of what was once was seen as a corporate catch phrase. Truly managing the attitudes of the employees effectively has an ultimate impact on the output of the same employees. Motivation is what drives everyone to get out of bed in the morning and go to work. Without it, people would have no reason to be subconsciously forced to be there everyday on time. To modify a single employee or an entire group of employee’s behavior to be more business driven is what a utopian business model would likely recommend. The ideas are possible, though tough to get people to buy into.

Another primary focus point an organizational focus team would likely study in the workplace is Communication. One of human’s oldest characteristics as well as one of human’s most untapped resources is effective communication. The workplace is full of daily issues that cloud our management, our judgment and our communication skills between co-workers and management. Being able to effectively communicate in the workplace and not being intimidated by a person’s title or position is one of the easiest ways to show an employee’s true value to that corporation or business. By having an open line of clear communication paves the way for another one of the most powerful tools needed to create a successful business. Workplace diversity is that tool.

“Charles Darwin saw in the diversity of species the principles of evolution that operated to generate the species: variation, competition and selection”, found in Webster’s online. This is also true in business. The strong traits of one cultural group being paired with another strong cultural group are one of the best ways to effectively build a diverse workforce. As in animals, when two breeds of the same animal come together to reproduce the offspring inherit the dominant traits from both parents. The dominant traits are those chosen by nature to ensure the survival of the species. The same is true in business; being the strong one in any particular field, ensures survival in that competitive race. With all changes in business, Business ethics, are always present and being questioned. They, (Business ethics), are the study and evaluation of decision making by businesses according to moral concepts and judgments. The problem with this logic is that it depends on whose moral concepts are being used for the standard. Ethics are just like elbows, everyone has them. The question is how do you standardize a system of moral ethics when so many people have different views on the same topic? Business ethics are simply using a method of study to determine how a particular group inside or outside the company will react to a certain situation.

Change management is a structured approach to change in individuals, teams, organizations and societies that enables the transition from a current state to a desired future state. This is how many companies are trying to implement some of the for mentioned ideas into a business plan. By changing the companies organizational culture the focus is on the future of the company and the direction that company is pointed. By comprising the attitudes, experiences, beliefs and values of an organization and using an open minded approach the company is destined for success. A company that is willing to use these tools to gain the competitive edge is a leader in its industry and will be studied by other companies in that same field trying to gain the same amount of success.

In this author’s personal experience, most businesses that I have worked at have not put the focus on improving or the long term goals. Instead they have focused on the firefighting method where they attack each issue as it arises and always await the next issue instead of being proactive and working to prevent those same issues. Although some companies do strive to meet or exceed some of the previously mentioned goals, most do not feel that the time needed to train is justified by the results. That, in this author’s opinion, could be detrimental to the success of any business.

Simple concepts such as these can be very effective in improving the way company or business operates both internally as well as externally to its customers. By improving the employee relations both internal and external customers benefit from the information shared through open doors created by a new world of organizational behavior.