How Organizational Behavior Management Plays A Key Role In Its Success?
Organizational behavior is the study of how people interact in groups, and its principles are used to make organizations operate more effectively. This article focuses on the skills leaders can develop through effective organizational behavior management.
A key responsibility of managers is to make organizations function effectively. Bringing about effective performance, however, is no easy feat. Understanding an individual’s behavior is challenging; understanding a group made up of different individuals and figuring out the many relationships among them is even more complex.
Despite the difficulty, however, organizations must be managed. The organization’s work gets done through people, be it individually or collectively, on their own or in collaboration with technology. Hence, organizational behavior management is central to the management task. It is a task that involves the capacity to assess the behavior patterns of individuals and groups to predict what various managerial actions will elicit behavioral responses and to use this understanding to achieve control.
What is Organizational Behavior?
The study of the behavior of individuals in an organization is typically known as organizational behavior. The focus is to better understand and predict human behavior at work. Experts examine such behavior on three levels, including the individual, the group, and the organization.
In all these scenarios, you need to learn more about what causes people individually or collectively to behave as they do in an organizational setting. What motivates them? What makes some employees leaders and others not? How do organizations respond to changes in external environments? Why do groups often work in opposition to their employer? How do people communicate with each other and make decisions? Questions like these create the domain of organizational behavior.
What Abilities does this Discipline give Managers?
By studying organizational behavior, managers can get adept at the following five key skills:
Identify & Promote Positive Behaviors:
“Prosocial” behaviors in an organization benefit other individuals and the company as a whole. Therefore, leaders at every level of an organization need to identify, promote and reward positive behaviors and discourage behaviors that lead to mistrust and poor interpersonal dynamics between people who have to work together.
Create a Positive Workplace Culture:
Prosocial” behaviors do not necessarily occur naturally. New hires do not join organizations with a mental makeup optimized for the success of their companies. First, they must be incentivized, partially through rewards, recognition, bonuses, and other perks. Incentives have been proven to be the building blocks of supportive and selfless workplace culture.
Motivate employees to demonstrate “prosocial” behaviors:
This offers a set of motivational tools for managers to use. It takes into account individual differences between employees.
Assess Likely Employee Response Before Initiating Change:
Predictive capabilities are the most important for managers and become even more critical as leaders work their way up in the organizational structure. To determine the right strategies and implement them successfully, leaders become able to accurately anticipate how people will react and work to develop contingencies.
Dr. Karen Walker
Personnel Research Psychologist at Department of Justice
Founder of KW Productions