Culture and Behavior in an Organization Chapter

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Organizational Behavior

Reasons for Taking the Course

Organization behavior, OB, is the study of human behavior in organizations (Schermerhorn, Osborn, Uhl-Bien & Hunt, 2012, p.4). Pursuing this course entails understanding organization dynamics, group and individual behavior, and interpersonal processes. OB helps you to improve your chances of career success in the rapidly and constantly changing workplace scenarios, and complexities existing in work places as of now and anticipate them in future (Schermerhorn et al., 2012, p.4). By learning OB, one understands the basics of relationships and interacting forces between the managers and the workers, group dynamics and individual attitudes. OB helps you understand the behavior of groups and individuals in organizations and of the productivity values of systems, organization processes, and frameworks scientifically (Schermerhorn et al., 2012, p.4).

Studying OB is helpful in combining the divergent insights of various other disciplines and implementing them when encountering opportunities and problems at workplaces. The main aim of OB is to cause improvement in the efficiency and productivity of individuals, groups and thereby organizations and to thereby improve the work life quality. Contingency thinking, is another area where OB is of crucial value which in turn leads to effective management (Schermerhorn et al., 2012, p. 5).

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Chapter on Culture and Behavior in an Organization Assignment

While learning OB you will be acquainted with the handling of different situations within a group, organization or individual in the organization. In the present state of economy, OB will be handy to address the concerns of many organizations. Cultivating the right leadership roles is another aspect of OB, which entails handling of diverse individuals and groups in diverse situations and causing them to act, feel, and behave productively as a workforce. OB is helpful to those seeking to further their career goals and achieve success professionally. Amongst the important virtues learned are commitment to ethical behavior, which takes into account public sentiments. Another important aspect is the capacity to handle diverse pressures of demands in an organization. OB emphasizes on appreciation of human capital and teamwork, regards for new employees joining the organization and meeting the heightened expectations, and is helpful in altering preconceived notions about career and growth amongst employees.

Importance of the Course in the Career

Diversity and multiculturalism are an inherent characteristic of any organization. In professional career interaction with different types of cultures is unavoidable and OB helps in engaging such encounters smoothly. Positive organization culture is engendered by virtue of diversity and multiculturalism as it helps in tapping ideas, talents, and creative potential of the whole organization. Multiculturalism inculcates pluralism, and due respect for individual differences and diversity. Another important virtue that successful organization embraces is that of inclusivity the extent to which diversity is embraced and accepted as normative which is one of the main goals OB seeks to inculcate. This is an important virtue to be developed for success in career. For managers, OB helps to plan by setting specific performance objectives, defining goals, and helping deciding the action plan to achieve the same. OB helps in organizing through creation of frameworks as well as systems and seeking out resources helpful in achieving the desired objectives. By pursuing OB one learns the ways and means of being more efficient and productive in the workplace in addition to keeping pace with the rapidly changing scenario in the workplace in contemporary times and in times to come.

Pursuing OB helps both the employers as well as the employees to develop and maintain healthy work relationship. In the changing perspectives OB seeks to give more attention to ethical qualities and practices, influence of emerging technology, the expectations of the new workforce, the need for sustainability, importance of coordinated working practices and the importance of human capital.

Summary of the Chapters

Chapter one: Introducing Organizational Behavior

The study of human behavior in organizations is Organizational Behavior (Schermerhorn et al., 2012, p.4). It approaches individual and interpersonal processes, organizational dynamics and group behavior academically. Understanding OB is crucial for your potential for professional success in the rapidly ever-changing and complex workplaces of contemporary times as well as in future (Schermerhorn et al., 2012, p. 4).

Interdisciplinary Body of Knowledge Organizational behavior is an academic work that has strong inter-correlation with behavioral sciences like anthropology, sociology, and psychology, and also to political and allied science (Schermerhorn et al., 2012, pp. 4-5). OB is however, unique, for providing deep knowledge that can then be applied practically to problems and create improvements. Organizational behavior study makes use of scientific methods and has developed empirical tests to predict general behavior observed in organizations. Scholars in OB academics suggest and test models that appropriate the main parameters that cause real-life situations and manifestations by devising simple test benches (Schermerhorn et al., 2012, p. 5).

OB outcomes can affect real life situations tangibly as long as productivity of individuals and organizations are concerned (Schermerhorn et al., 2012, pp. 5-6). OB appreciates the importance of contingency thinking and is capable of offering customized solutions to variety of problems and opportunities (Schermerhorn et al., 2012, p. 6 ). It has been recognized without reservations that there is no predisposed, uniform way of managing the human factor, which translates into the fact that there are no universal solutions or methods that can be applied to different situations- problems or (Schermerhorn et al., 2012, pp.5-6).

The dynamics of times that we encounter in work and daily life seeks our close attention and appreciation (Schermerhorn et al., 2012, p. 7). OB appreciates these changes in perception, expectation, and value as long as human behavior in organizations is concerned. These comprise of commitments to human values by treating them as assets, increased reliance on ethical behavior wherever malpractices and illegitimate actions are undertaken that calls for ethical resolution in the workplace; newer and expanded leadership roles as mere managers prove inadequate in the changing dynamics in the workplace; concerted efforts to work towards betterment of human capital and teamwork ensuring that the main factors leading to success are knowledge and experience (Schermerhorn et al., 2012, p. 8 ).

Additionally, the conventions of command-and-control using hierarchical framework and methods are proving insufficient to account for contemporary times. Influence of IT Information Technology: new technologies pervade the entire workplace. The new generation has less regard for and is intolerant of hierarchical values, is high tech, is not worried about status, and an altogether different view about careers as new economy jobs demand newer skill sets and a capability for continuous updating of skills (Schermerhorn et al., 2012, p. 8 ).

OB is influenced largely by organizational cultures and behavior of employees' shared values and beliefs. Similar to cultures, organizations also have climates (Schermerhorn et al., 2012, p.9). The climate of an organization entails the perception of the employees regarding management practices, policies, procedures, and events (Schermerhorn et al., 2012, p. 9).

The other important and relevant factor of an organization is the practice or policy of diversity and inclusivity it embraces. Organizations are categorized according to equal opportunity it offers through delineation from discrimination based on gender, caste, creed, race or ethnicity (Schermerhorn et al., 2012, pp. 10-11). This is often clubbed with conceptual skill, which is in essence, the capability to observe and assimilate the workings between components and the organization as a whole, including human dynamics (Schermerhorn et al., 2012, p. 14).

Diversity and inclusiveness in workforce is a main criterion accepted in positive culture in organization, where respect for every individual in guaranteed. At management levels, managers perform different types of informational, decisional and interpersonal activities as they correspond with groups of people both within and outside the organization (Schermerhorn et al., 2012, pp. 11-12). Managers are required to perform in a combination of human, conceptual and technical, skills. Emotional intelligence is an attribute that empowers one to look within self for emotions as well as in others so that it makes it easier for him to maintain relationships at the workplace (Schermerhorn et al., 2012, pp. 13-14)

Chapter Two: Individual Differences, Values, and Diversity

In OB, "individual differences" refers to the similarity and differences that exist in individuals in terms of their behavior feeling, and thinking. According to OB, similarly as two persons are not exactly like each other, they are also not entirely different. Hence behavioral science concentrate on the similarities as well as on the dissimilarities (Schermerhorn et al., 2012, p. 26).

Differences manifest predominantly through awareness of others and of self. (Schermerhorn et al., 2012, p. 26). Whereas self-awareness is being aware of our own personalities, preferences styles, behaviors, biases, and so on the same factors are seen in awareness of others. In order to develop our awareness we seek within ourselves and understand these qualities in us to be able to relate better to developments taking place around us (Schermerhorn et al., 2012, p.26).

The making up the self-concept comprises of the practices through which an individual organizes and integrates his personal traits. The self-concept is the perception that individuals have of themselves as social… [END OF PREVIEW] . . . READ MORE

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APA Style

Culture and Behavior in an Organization.  (2015, March 6).  Retrieved January 15, 2021, from

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"Culture and Behavior in an Organization."  6 March 2015.  Web.  15 January 2021. <>.

Chicago Style

"Culture and Behavior in an Organization."  March 6, 2015.  Accessed January 15, 2021.