Part One: The Definition of Organizational Behavior
Organizational behavior relates to a subsection of managerial practice involved in the comprehension, prediction, and influence of the behavior of individuals in within organizational settings. In other terms, organizational behavior relates to the study of people at their workplace. Therefore, the scope of this study involves the influence of the organizational environment on the performance of individuals. This field of management seeks to describe the influence, for instance of the styles of management that leaders use within the workplace and their effects on the behavior of the employees. This idea further suggests that organizational behavior entail the study of the different dynamics of an organization, such as the effects of some workplace policies on the performance of the workers and other issues.
The readings in class suggest further that organizational behavior takes an interdisciplinary approach since some of the elements of employee relationships with their managers and among themselves might entail the use of skills that do not fit the scope of corporate management. Specifically, the study of organizational behavior requires effective skill development in human resources management, organizational psychology, and organizational theory. However, this element does not mean that organizational behavior has each of the components of the individual subjects. Therefore, it is plausible arguing that organizational behavior is the foundation of human resources management as well as development.
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From the definition of organizational behavior presented in the preceding paragraphs, organizational behavior has different features. For instance, the study entails a behavioral perspective of management (). In this case, it is plausible noting that the concept of organizational behavior makes it an element of the entire management that focuses on the usefulness of human behavior on the existence and performance of corporations around the world. The definition also suggests that organizational behavior entails the comprehension of the cause and effect relationships since it is useful in the prediction of the behavior of individual workers based on the actions and cues within their working environments (). The readings suggest further that organizational behavior is a part of social sciences since it borrows heavily from other elements in the field, such as anthropology, sociology, and psychology. Consequently, the field or organizational behavior is a critical element for modern managers because of the different benefits associated with its comprehension. As the next section of this essay describes, organizational behavior is mandatory for the contemporary corporate leaders who would like to realize a change with their human resources.
Part 2
Conclusions on the Utility of the Ideas of Organizational Behavior
The reading and writings of the module have been effective in teaching that organizational behavior is a critical element of modern managers. For instance, it is apparent that organizational behavior aids in the management of human resources. In an era when human resources are among the most significant sources of competitive advantages for companies, managers must understand the growing role of organizational behavior in human resource management practices. For instance, through the information gained from organizational behavior, managers have an opportunity to develop workplace policies that would have a positive influence on workplace employee outcomes, such as job satisfaction, commitment to working towards corporate missions and visions, and other elements that might be desirable for the companies. In the same line of thought, it is worth noting that organizational behavior makes managers to understand the effect of their actions on the workforce, which is why they would always attempt to avoid actions that would result in adverse employee outcomes while maximizing the positive ones.
Additionally, it is clear that understanding the concepts of organizational behavior is a significant step in the development of managerial competence. Managerial skills concern the effectiveness with which managers are able to deal with their workplace issues, such as problem solving, performance appraisal, staff morale, and others that span the topic of corporate management. In this case, because managers have to possess managerial skills that would suit them to the type of environments in which they work, organizational behavior provides a critical step towards the development of such skills. The relationship is simple to explain as indicated and one might still want a better description of this connection. In further elaboration, organizational behavior delves into the topic of human behavior and its connection to the workplace conditions, which means that managers will always learn the ways in which they may use their managerial skills to avoid adverse outcomes and improve the positive ones.
Since organizational behavior focuses on the effects of workplace settings on the reactions of employees, it is plausible arguing that it orients managers to the approaches of improving the economic objectives of their organizations. While this point may appear as a repetition, it cannot be overemphasized. In this case, organizational behavior helps managers to develop a community of supportive workers through the positive relationships that they might manage to develop between themselves and the employees. The resourcefulness of the corporate managers in dealing with workplace issues derived from competence in organizational behavior, for instance, places the managers in prime positions to make the correct decisions concerning the management of their human resources. The study of organizational behavior ventures into investigating and explaining the critical role that employees play in the success of their companies and the manner in which the managers should reciprocate such privileges. The corporate leaders would always strive to sustain positive relationships with their workers since the scope of organizational behavior acts as a constant reminder of the need for them to do so.
Emerging Issues in Organizational Behavior
The field of organizational behavior has continued evolving because of the different emerging issues. One of the most significant issues concerns globalization. The emergence of a globalized economy in the recent years means that modern managers have peculiar workplace management issues than those who lived before globalization. Altogether, the emergence of globalization now means that the workforce has changed significantly, especially in the aspects of culture. Unlike in homogenous settings of the past, the modern multicultural workplaces have resulted in the need for managers to understand the different factors affecting the performance and constructive relationships within the workplace. Understanding such dynamics makes organizational behavior more significant than it used to be in the past since it provides an approach to predicting the effects of some of the interventions for an inclusive workplace setting.
Another issue shaping organizational behavior concerns the use of information technologies. While many factors have significant influence on knowledge acquisition and sharing, information technologies have transformed the way in which workplace shares information. Specifically, managers in one sector of the economy have more options concerning the manner in which they can interact with others in a different one. Therefore, the element of information sharing has enabled people to improve their understanding of the importance of organizational behavior and make it one of their priorities in the development of a supportive environment for all employees. The emergence of information technologies has also improved knowledge management among managers through shaping the ways in which the corporate institutions acquire process, interpret, and disseminate information. With the new possibilities, organizational behavior is now becoming a norm for most companies because of the ease of information management.
How I Might Apply What I have Learned
The scope of organizational behavior is quite wide because of its interdisciplinary approach. However, the main points of the readings and writings of the module indicate that it concerns the behavior of people and their relationship with the workplace. Therefore, I hope to apply the information gained from the lessons in shaping my managerial skills. Specifically, I would like to use my understanding of organizational behavior in developing leadership skills that would be useful in adapting to the needs of the workplace. I understand that some leadership skills are useful in some settings while others may not be as effective. Therefore, the connection between organizational behavior and management makes it necessary for me to learn this approach, including the best way in which the concepts might overlap each other.
Conclusion
The most significant lesson learned from this module is the fact that organizational behavior and management overlap. For instance, I have understood that organizational behavior may be a useful approach in the determination of the appropriate leadership skills for managers. Therefore, I would like to spend a significant time of my professional development learning the leadership approaches and their connection to organizational culture. After learning the leadership styles and studying them in the context of organizational behavior, I would concentrate on picking which of such theories of management delves the deepest into the concepts of organizational culture. After that, I would concentrate on the development of leadership skills associated with the chosen style of management.
