Running head: LEADERSHIP AND ORGANIZATIONAL BEHAVIOR 1

Research Paper on Leadership and Organizational Behavior

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LEADERSHIP AND ORGANIZATIONAL BEHAVIOR
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Abstract

The inherent interface between an organization and human behavior results in a

difference in the understanding of how human resource should be understood and managed
within an organization. The understanding of the behavior of humans within their
organizational settings sets a precedent upon which organizational theory can be revitalized
to ensure organizational life in terms of culture, operational framework and the relationship
between the management and the workers is understood and conceptualized as required. The
workplace environment is currently defined by the existence of many forces and factors that
make organizational change inevitable. The advent of technology drives organizational
change and processes in various capacities and dimension. These create different experiences
in the work environment and even require employees to advance the level of their
professional skills continually. In this paper therefore, emphasis is on exploring
organizational behavior by exploring the various models of organizational behavior and
determining the impact that these models have on the success of an organization. It is indeed
precise that the culture created in an organization defines the extent to which the organization
can go in as far as its development and aggregate performance index is concerned.

Introduction

Organizational behavior defines the application of knowledge about how people,

groups or individuals behave in an organizational setting. This involves the interpretation of
their behavior as an individual, group or an entire social system in relation to the realization
of the organization's set goals and objectives. From a critical perspective, this definition of
organizational behavior entails a number of factors that define the efficiency and
effectiveness of organizations such as human behavior, leadership, change, and organizational
teams. It is therefore imperative to understand the different models of organizational behavior
and find out how different leadership elements and styles affect these models. Organizational
management has an intuitive role to play in as far as the development of appropriate
organizational behavior is concerned. Ideally, a good organizational structure entails directing
the behavior and attitude of the workers towards the realization of organizational goals and
getting things done as they should be.

Organizational behavior has various elements that are entirely based on the
management philosophy and aspects such as value, vision as well as goals[ CITATION
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Igb14 \l 1033 ]. These elements play an essential role in driving the organizational culture
that can be either formal or informal. The organizational culture is also dependent on the
organizational environment which id defined majorly by the type of leadership that exists
within the organization. Organizational culture is mostly concerned with aspects such as the
leadership styles and how they affect the aspects such as communication among the
employees, the dynamics of change within the group and group dynamics within an
organization and the issues that relate to the social environment and issues of diversity within
an organization.[ CITATION Ste96 \l 1033 ] It is also imperative to note that the integration
of all these organizational elements results in a system that is driven by a specified model or
framework. These create an avenue for improved performance in as far as understanding of
issues like employee motivation, individual satisfaction within the organization and increased
the performance index of the organization is concerned.

Models of Organizational Behavior

Organizations mostly work based on four fundamental models that define the
behavior in the entire system. These include the autocratic model, the custodial model, the
supportive model, and the collegial model. The autocratic model works on the basis that
organizational power and authority rests with the organizational management. In this model,
the employees are obliged to obey the leaders and the instructions that they give in as far as
operations within the organizations are concerned[ CITATION Lea17 \l 1033 ]. This model is
entirely subjective and in most cases results in reduced performance as a result of pressure
and decreased motivation. The custodial model of organizational behavior works based on
the assumption that organizations work towards the financial benefit of the firm. This makes
the organization to be oriented towards the generation of more money at all times, and so are
the workers. In this model of organizational behavior, the workers work towards the
increment of a firm's security, benefits and increased independence of the organization. This
causes a passive performance among the employees, and their core focus is their security
within the organization.

The supportive model of organizational behavior works on the basis that

organizational leadership must support the operations of the organizations. This is achieved
through the support offered to the employees and the organization of work structure and
activities that occur within the organization. It can also be achieved through the creation of a
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supportive environment in which all the employees work towards the realization of a
common goal and objective within the organization[ CITATION Lea17 \l 1033 ]. For this to
be effectively realized, the performance of the employees must be recognized through an
effective performance appraisal system. The collegial model is based on the assumption that
management must work together with the employees as a common team with common goals
and objectives. This makes the employees to be oriented towards the realization of the
company's goals and objectives in such a manner that the performance of the employee is
driven by intrinsic factors that are defined by aspects such as self-discipline and self-
actualization. From the analysis of these four models of organizational behavior, it is evident
that there is an intuitive relationship between organizational behavior and leadership and this
increase the need and the zeal to explore elements of leadership that impact organizational
behavior. This is achieved under the following subheadings.

Influence of organizational behavior on the performance index of the organization.

Organizational behavior is dependent on the behavior of the employees and their

attitude towards work, work culture and the workplace environment. The leaders of an
organization must, therefore, take the lead role in ensuring organizational behavior in terms
of culture of performance and good working relationships are maintained for the purposes of
organizational sustainability[ CITATION Roo17 \l 1033 ]. While various leadership styles
can affect organizational behavior in multiple ways, it is imperative for the leaders within an
organization to understand these leadership styles and know how best they can integrate them
in their leadership skills to promote a progressive organizational culture, work structure, and
environment. Leadership is basically about influencing others to work willingly towards the
realization of organizational goals and objectives with some degree of confidence. Therefore,
when exploring the interrelationship between leadership and organizational behavior, there
are fundamental elements that must be explored. These include management, time, people
and tasks that are performed within the organization. These elements come in handy in
defining the difference between a successful and a failed organization.

Organizational management defines the policies, rules and the guidelines by which
regulatory, operational framework are managed. This means that when the systems are not
favorable and harsh to the employees, the culture of the organization towards work can be
changed significantly. Besides, when the policies are clear and understood by the employees
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and are founded on issues such as understanding organizational diversity and through a
consultative framework, the corporate culture will be geared towards the realization of the
objective and the goals of the organization. This means that the organization will prosper and
meet its operations as planned[ CITATION Roo17 \l 1033 ]. Leaders provide direction and
guide the employees in the accomplishment of their tasks. They also play an essential role in
creating an enabling environment in which the goals and the objectives of an organization can
be achieved and realized. The organization must, therefore, ensure that there is a proper
understanding between the management and the employees as this relationship between the
leaders and the employees are very crucial. When it is not handled with care and caution, a
bad culture can be inculcated in the organization, and this can jeopardize the competitive
ability of the organization. However, if the leadership of the organization is prudently
managed, then the success rate of the organization can be a certain event. This is the
imperative association between organizational behavior and leadership.

Conclusion

The understanding of the various human aspects in terms of their work and attitude
towards work and the workplace environment is fundamental principle behind the
understanding of organizational behavior, and this is important in understanding the
difference between a successful and unsuccessful organization[ CITATION Sch10 \l 1033 ].
Different organization behavior modes define different leadership styles in relation to
organizational goals and objectives. Organizational behavior can be understood based on
different models like the custodial model, the custodial model, the collegial model, and the
supportive model. Each of these models brings different experiences among the employees
within an organization. They also lead to the creation of different work environments which
in turn define the performance indices of the employees at different times within various
organizations. This means that the management of an organization, through its leaders should
establish a framework through which corporate policies, rules, operational, and environment
can be understood well among the employees. When the organizational behavior is based on
an open framework, a collaborative culture is created in which the relationship between the
employees and the management is increased. This promotes teamwork within the
organization and performance index is increased. Organizational culture can also be
influenced through the understanding of diversity, the recognition of its value and the
appreciation of all factors that appertains to it. This means that if leadership is focused on
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embracing diversity, then a culture of understanding can be established and this can be quite
motivational to the workers[ CITATION Pur09 \l 1033 ]. They feel valued, respected and
recognized in terms of their differences and this creates a culture of understanding within an
organization.

References

Igbaekemen, G. O., & Odivwri, J. E. (2014). Impact of Leadership Style on Organization

Performance: A Critical Literature Review. 23-56.

Leadership and Organizational Behavior. (2017). Retrieved 2019, from

http://www.nwlink.com/~donclark/leader/leadob.html

Purcarea, A. A., Fleaca, E., & Dumitriu, D. (2009). The Influence of Leadership on
Employees’ Behavior. 400-421.

Root III, G. N. (2017). Leadership's Influence on an Organization. 2-3.

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Schein, E. H. (2010). Organizational culture and leadership. San Francisco, Calif.: Jossey-
Bass.

Stewart, J. (1996). Managing Change Through Training & Development. Kogan Page.