Introduction to Human Behavior in Organization

Introduction to organisational carriage People gull a variety of needs. Irrespective of 1s status, age, and discoverments, one would still put one over virtually unfulfilled needs. In order to satisfy their unfulfilled needs untold in effect, pot take in learned to organize themselves into groups. The process of organizing facilitates an face in its specialization efforts. It attentions the employees to develop specialized skills and enhances the productivity and efficient functioning of the geological formation.The organisational administration consists of social, technical foul and economic elements which coordinate homophile and material resources to achieve various organisational objectives. Some of the objectives of an arrangement may be To maximize profits To produce goods and services of good quality To compete with other(a)(a) players in the industry To ensure welfargon of its employees To gather in efficient function of resources and achieve growth H uman way in disposals is as interlocking as the social system itself. People differ from each other in their needs and values, which can be understood better with the help of behavioral intuition.Behavioral science considers the influence of various elements (social, economic and technical systems) of the complex orthogonal surroundings on mickles behavior. It corrects hatfuls finding of interpersonal skills and so similarly their might to work together as a aggroup to achieve organizational goals effectively. organizational Behavior Defined Organizational behavior is the system of culture, leadership, communication and group self-propellings that determines an organizations actions. harmonize to Keith Davis, it is the moot and application of knowledge about how people act in spite of appearance an organization. Key Forces Affecting Organizational Behavior Elements of Organizational Behavior How people be contrive in an organization under a given maculation is the concern of organizational behavior. People join an organization to achieve legitimate objectives. The efforts of the people are co-ordinate by the anatomical structure of authority- function relationships. People role some applied science to produce goods and services to achieve their goals. We can squawk people, structure and technology as the internal organizational elements. These elements interact with the external environment and are influenced by it.The national of organizational behavior, thus, involves four report elements people, structure, technology and the environment in which the organization operates. 1) People People make up the internal social system of the organization. That system consists of persons and groups, and large groups as salubrious up as small ones. There are unofficial, informal groups and more(prenominal) official, formal ones. Groups are dynamic. We must remember that organizations exist to serve people, kind of than people existing to s erve organization. The human organization of today is non the same as it was yesterday, or the day before.In particular, the workforce has go away richly diverse, which means that employees bring a wide array of educational backgrounds, talents, and perspectives to their jobs. Managers need to be tuned into these diverse patterns and trends, and to be prepared to adapt to them. 2) body structure Structure defines the roles and relationships of people in an organization. Different people in the organization are given contrary roles and they vex certain relationships with others. Organization structure leads to division of work so that people can perform their duties to acquire the organization goals.Under the structure, different duties are to be performed by different people. Some may be managers others may be supervisors, clerks, peons or workers. e really last(predicate) are related to each other to accomplish the goals in a co-coordinated manner. The structure relates to au thority-responsibility relationships. 3) Technology Technology provides the resources with which people work and affects the tasks that they perform. They can non accomplish much with their hands, so they build building, design machines, seduce work processes, and assemble resources.The technology used has a significant influence on working relationships. The bulky benefit of technology is that it allows people to do more and better work, besides it also restricts people in various ways. It has costs as well as benefits. 4) Environment All organizations operate inside an internal and external environment. A single organization does not exist alone. It is part of a large system that contains galore(postnominal) other elements such as political sympathies the family, and other organizations. Numerous changes in the environment create demands on organizations. undivided organizations, such as a factory or a school, cannot scheme being influenced by this external environment. It influences the attitudes of people, affects working conditions, and provides competition for resources and spot. It must be considered in the analyse of human behavior in organizations. Organizational Behavior and Administration The constituents of an organization are in one way or another unnatural by the spirit of the behavioral quality of life story therein and is, therefore, concerned with upward(a) organizational behavior.Managers and supervisors are burdened with the responsibility of harnessing organizational behavior to improve people-organization relationships while the executives must attempt to create an atmosphere in the organization that will motivate employees to work effectively in harmony and in coordination with their co-workers. People find their work grateful whenever theres cooperation, teamwork and imageing among themselves. The effective and successful application of human behavior paves the way for the realization of human, organizational and social ob jectives. Historical evolution of Organizational BehaviorThough human relationships have existed since time immemorial, the break of knowledge traffic with them is relatively recent. Prior to the industrial revolution, people worked in small groups and had simple work relationships. They were, however, subjected to unhealthy working conditions and scarcity of resources, so they hardly had any job satisfaction. During the early stages of the industrial revolution, the conditions of workers showed no signs of avail. merely as increased industrial activity led to greater high hatow of goods, wages, working conditions, and level of job satisfaction gradually improved. ROBERT OWENRobert Owen was a cheat entrepreneur who bought his front factory in 1789, at the age of 18. He is important in the history of OB because he was one of the first industrialists to recognize how that growing factory system was demeaning to workers. Repulsed by the crude practices he saw in factories suc h as the employment of three-year-old children (many under the age of 10 with 13- hour workdays, and miser able-bodied working conditions. Owen became a reformer. He chided factory owners for treating their equipment better than their employees He criticized them for buying the topper machines just then employing the cheapest savvy to run them.Owen argued that money spent on upward(a) labor was one of the best investments that fear executives could make . He claimed that presentation concern for employees both was profitable for management and would relieve human misery. For his time, Owen was an idealist. What he proposed was a utopian workplace that would reduce the sufferings of the working class. He was more than a hundred years ahead of his time when he argued, in 1852, for regulated hours of work for all, child labor laws, public education, company-furnished meals at work, and business involvement in community projects.The history which has release a chivalric now show s how each management wizard contributed towards welfare of employees, their working conditions and accordingly eventually increasing the productivity. ANDREW URE Ure provided academic training at Andersons College in Glasgow for managers in the early factory system. He published a text in 1835 that dealt mainly with the technical problems of manufacturing in the textile industry, but also dealt with problems of managing. plain pro-management, Ure advocated an automatic plan to provide harmony and to keep any individual worker from stopping production.He was a defender of the factory system and believed workers must recognize the benefits of mechanization and not resist its introduction. FREDERICK TAYLOR Probably the closely famous management pioneer of all is Frederick W. Taylor (18561915), the father of scientific management. Taylor come up from common laborer to chief engineer in six years, and accomplished a home study course to earn a percentage point in mechanical enginee ring in 1883. In trying to get the hang soldiering by the workers, Taylor began a scientific study of what workers ought to be able to produce. This study led to the beginnings of scientific management.Taylor used time studies to break tasks nap into elementary movements, and designed complementary piece-rate incentive systems. Taylor believed managements responsibility was in designed what you want workers to do and then seeing that they do it in the best and cheapest way. He developed many new concepts such as running(a) authority. In other words, Taylor proposed that all authority was based on knowledge, not position. He wrote Shop Management in 1903, became the president of the American nine of Mechanical Engineers in 1906, and was a widely traveled lecturer, lecturing at Harvard from 1909 to 1914.In 1911, Taylor published Principles of Scientific Management in 1911. Its contents would become widely accepted by managers worldwide. The book described the possible action of scientific management. Scientific management was defined as methods aimed at determining the one best way for a job to be done. During this same fulfilment organized labor waged an all-out war on Taylorism resulting in a congressional investigation. In February of 1912, however, the committee reported finding no show up to support abuses of workers or any need for remedial legislation. Taylor did not overtop the human side of work, as often suggested.He simply accent the individual worker not the group. Taylor called for a revolution that would fuse the interests of labor and management into a mutually rewarding whole. ELTON MAYO AND THE HAWTHORNE STUDIES Elton Mayo (18801949) coupled the Harvard faculty in 1926 as associate professor of industrial query, and two years later was asked to work with Western Electric, as part of the Harvard research group, to continue the Hawthorne studies. Mayo was intrigued by the initial results of the early illumination studies that showed p roceeds had increased upon changes in illuminationeither brighter or darkerbut no one knew why.Mayo believed the increased output came from a change in mental attitude in the group as the workers developed into a social unit. Other experiments included the piecework experiment, the interviewing program, and the bank wiring room experiments. From these experiments the Mayoists conclude that employees have social needs as well as somatogenetic needs, and managers need a mix of managerial skills that include human relations skills. Organizational behavior is also heavily influenced by sociology in its study of group behavior, organization structure, diversity, and culture.In addition, the insights of cultural anthropologists contribute to an come acrossing of organizational culture (the values and customs of a firm). In recent years, several(prenominal) companies have hired anthropologists to help them cultivate the right organizational culture. Organizational behavior also gains in sights from political science toward understanding the distribution of power in organizations. character of other Social Sciences Psychology Psychology is the study of individual behavior in spite of appearance the organization. Psychological theories have helped us formulate and predict individual behavior. Relationship with Organizational BehaviorIf one wants to improve the behavior of an individual we have to look into the psychological needs of an individual. So the knowledge of psychology can really help in improving and modifying the behavior of individual. If the psychological needs are fulfilled, it gives satisfaction to people and also give peace of mind, which can improve the ability of an organization. Many of the theories dealing with personality, attitude, learning, motivation, and stress have been applied in Organizational Behavior to understand work-related phenomena such as job satisfaction, commitment, absenteeism, turnover, and worker well-being.Elements of Psyc hologys parcel to Organizational Behavior include Learning This are of contribution became a significant element to Organizational Behavior studies when scientists attempted to identify how people would learn new skills in spite of appearance the workplace and how different learning styles would have to address for employees. Motivation In order to optimize the performance of members within any organization it is necessary to understand the individual characteristics of such members and by attempting to fulfill their individuals needs creates a pattern in which to bring out the best in their efforts.Personality Psychologys research in personality contributes to Organizational Behavior ability to mensurate individual attitudes and tie them to an organization or workgroup. This can certainly be a key to identifying elements related to motivation and other interpersonal dynamics. berth Measurement Psychologys statistical work has provided much insert related to Organizational Be havior as it relates to members attitudes. How an organization is to manage, reward, and create policy should include the mind roofys of its members and align to organizational objectives.Work stress How a person reacts to his/her environment and perception of that environment is deeply affected by the perspective they hold and how they think. Stress being a strength difference positive negative aspect of organizations certainly has a role in the study of OB. Job Satisfaction Certain key metrics relating to an organizations effectiveness include job satisfaction of its members. How an organization provides an environment and opportunity to bring out the best in its employees is certainly its ability to explore the psychology of this work force.Sociology Sociology is defined as the study of people in relation to their social environment or culture (Robbins, Judge, 2007). The affect that sociology has on Organizational Behavior is significant as organizations at their nature are f ormations that hold both a social environment and culture. Sociologists, examine the structure and function of small groups within a participation have contributed greatly to a more complete understanding of behavior within organizations.Taking their cue from Sociologists, scholars in the field of Organizational Behavior have studied the effects of the structure and function of work organization on the behavior of groups, as well as the individuals within those groups. Elements of Sociologys Contribution to Organizational Behavior include Communication The means and manner in which an organizations members exchange information and the effectives of such exchange is highly necessary for the effective organization. Sociologys contribution towards this dynamic of organizations is valuable in order to optimize the process and improve its accuracy. actor As shared with Anthropology, the study of power, its presence, and influence within the organization has within it a substantial role within the organization. In order to best analyze and assess an organization, the role of power and authority and its influences is necessary. Conflict As a natural by-product of any organization, fight and its study are necessary in order to identify and map the process of improvement within an organization as well as predict potential calamity. The study of conflict and its origins will be necessary to identify the sources and solutions within the organization.Intergroup Behavior With teaming being a critical next step for many organizations, the role of intergroup behavior will have increased necessity. The ability to study the dynamics of a group and their exchanges can better help the Organizational Behavior practitioner in facilitate the formation of groups within the organization for organization benefit. governmental Science Help to understand how difference in preferences and interest lead to conflict and power struggle between groups within organization. It is also invo lves the study of individual and group behavior within a particular political environment.It has made significant contribution in the areas of structuring of conflict allocation of power, politics within the organization and the overall administrative process. Political science has contributed immensely in developing a general theory of human behavior at work. Various disciplines tend to study very specific and narrow aspects of human behavior, resulting in fragmentation of knowledge. Behavioral science must attempt to integrate the concepts and principles from all the disciplines to make a extensive study of human behavior.Anthropology Anthropology involves the study of mankind, especially of its origin, development, customs and beliefs. The work of anthropologists has provided insights into the base differences in values, attitudes and behavior of people from different countries and in different organizations. It helps to understand how culture and belief system develop. Culture is the conventionalized behavior of society which influences a persons behavior it changes slowly, giving stability and credential to society.The culture of every individual has its effects on on-the-job performance. To understand an employees behavior, an understanding of the culture in which he lives must have to be established. Peoples exposure and contacts in churches, schools, homes, stones, as well as to the other activities they do cause them to develop a set of basic values, which are so engrained in them that they become very embarrassing to change. They influence his aspirations, attitude towards with his supervisors and co-worker.