LEARNING ACTIVITY 1: Introduction

Human Behavior in Organization

HRM 2131

Class code: 2-173

BSA 3C

Submitted by:

Kent Israel V. Lopez

Submitted to:

Ceasar Billones

December 05, 2022

Fundamental Management Functions

It is widely agreed that a manager's four main responsibilities are planning, organizing,

leading, and controlling. These roles operate together in the design, implementation and accomplishment
of corporate objectives. Each of management's four pillars serves as a building block for the next. To be
effective, management has to follow the four functions of management in the appropriate sequence. When
managers have a firm grasp of the roles, they may put their energies where they will produce the most
results. The duties of management remain the same and are relevant regardless of the field in which one
works (Boogard, 2022).

Planning (1) - managers set objectives for their organizations and map out a strategy to attain
them during the planning phase. During the planning process, top-level executives settle on the company's
long-term goals and objectives. Managers might consider a number of options for accomplishing the goal
and then choose on the most suitable one. Strategic planning, tactical planning, and operational planning
are the three major types of planning. Organizing (2) - the objective of organizing is to allocate means
and assign duties in order to bring about the outcomes envisioned in the pre-planning stage. Managers
may need to coordinate with functions outside of their own, such finance and HR, to properly allocate
resources and personnel positions. Managers' goals in the organizing phase are to maximize efficiency
and morale in the workplace. Managers generally consider workers' motivation and ability when
assigning jobs and responsibilities. Leading (3) - leadership entails inspiring followers and molding their
actions to further the organization's goals. Rather of focusing on duties, a leader pays attention to the
people they oversee. Leaders may instruct their teams by issuing commands, but the most effective
managers build rapport with their staff via the use of interpersonal skills that inspire them to give their all
in their work. Controlling (4) - to reach an organization's objective, it is necessary to monitor the plan's
progress and make any changes as needed. Managers' responsibilities during the controlling phase include
things like providing on-the-job training and keeping track of deadlines. Managers keep tabs on staff
members and assess their performance. They are able to evaluate workers' performance and provide
comments on both their strengths and areas for growth. In addition, they may provide bonus pay for
exceptional workers (Jenn, 2020).
Essentials of Management and Organizational Behavior: Linking Concepts to Practice

Management is and always has been essential to every enterprise. In contrast to the good old
days, however, modern-day business management is much more challenging as a result of increased
competition from both inside and beyond the company. Poor management, on the other hand, may be
disastrous for a business, causing it to lose money and lose face. As a business, your primary objective
should be to increase production and earnings. To maximize one's financial and social rewards from one's
employer is the ultimate aim of each worker. Management assists in converging on a common objective
by using methods of inspiring workers to give their all for the company (Das, 2022). However, to
effectively manage and grow the value of human capital, an organization has to have a deeper
understanding of the whys and how’s of people's behavior in the workplace. The study of human behavior
in the workplace, known as "Organizational Behavior," sheds light on this topic.

The study of organizational behavior contributes to a better understanding of the relationship

between an organization and its employees, which aids in the development of better Human Resource
strategies for creating a better work environment, increasing employee loyalty, and increasing the overall
value of the organization's human capital. Not only does it motivate employees, it also helps figure out
what caused a problem, what it will do in the future, and how to fix it so that managers can keep better
relationships with their employees by stopping problems before they get out of hand (Devasia, 2019).
Lastly, team members would most likely have faith in one another and cooperate well with one another.
When employees are on good terms, they may help each other out and get more done. A successful
organizational behavior plan includes a code of conduct and specific ideals that workers must uphold, and
one of the most important components of this is mutual respect across departments and levels. This
maintains order in the workplace and helps employees stay focused on their long-term objectives
(Kishore, 2021).

Organizational behavior's significance extends beyond the efficiency of individual workers. It

also plays a role in determining how efficiently an organization's day-to-day operations run. Therefore, it
is the responsibility of management to strive toward establishing a pleasant, accommodating, and easily
accessible workplace.
Organizational Behavior as a field of study

Scholars in the discipline of organizational behavior study how people act inside formal
structures. It is the study of human behavior in organizational contexts from a variety of perspectives,
including those of individuals, groups, and the larger entity. Organizational behavior, both as a discipline
and a function, is not narrowly focused on any one company. As a field, organizational behavior is
increasingly concerned with societal issues, both in its theories and practices (Mahek, 2019).

The goal of studying organizational behavior is to provide explanations for observed behaviors
and to use those explanations to anticipate future actions. To comprehend the inner workings of a
company, one must first comprehend its employees' actions. Also, organizational behavior analyzes how
an organization may shape people's actions. Behavior, thus, influences an organization, and an
organization, in turn, affects individual behavior (Lumen Learning, 2019).

According to Robbins & Judge (2019), for all intents and purposes, OB is its own academic
discipline with its own body of foundational knowledge. Individuals, teams, and organizational structures
are the focus of this field of study. In addition, OB uses what we've learned about people and how they
interact in groups as well as how organizational structure affects behavior to improve how businesses
function. OB is the study of how the actions of individuals inside an organization contribute to its overall
success. Occupational psychology focuses on issues relating to the workplace; therefore, it investigates
how people respond in relation to things like job contentment, absenteeism, turnover, productivity, human
performance, and management.

Interpersonal Skills: Failure and Success in the Job

A person's interpersonal skills are the techniques and habits they use while interacting with other
people. People make constant use of interpersonal skills in all of their interactions with others, whether at
work, in a social setting, or at home with family and friends. The capacity to get along with others is what
is meant by "team player" in the business sector. (Tarver, 2022). People who are able to effectively
communicate and collaborate with others in both their personal and professional lives are considered to
have strong interpersonal skills. Individuals who are gifted in interpersonal skills are more likely to
succeed in social situations and in group projects. They have a deep comprehension of those closest to
them, as well as those they work with and serve. Team members who are able to connect with others and
foster a positive work environment are highly valued.

All jobs demand someone with good interpersonal abilities, such as negotiation, problem solving,
communication, etc. Thus, according to Gayan (2022), in his article there are 9 types of interpersonal
skills namely: communication, conflict management, empathy, leadership, listening, negotiation, positive
attitude, teamwork, and body language. One's interpersonal abilities are a learned skill that may be honed
via repeated interaction. Success in the workplace requires an environment that fosters optimism,
productivity, and strong team chemistry.

In today's competitive job market, candidates with strong interpersonal skills are in high demand.
These talents are the foundation of productive teamwork and ultimately the success of any firm.
Employees that are disconnected and misinformed may have a negative impact on productivity and
morale. In order to maximize productivity and maintain a competitive edge, businesses must adopt and
implement effective communication skills, tools, and tactics inside the workplace.

Krause (2019), in his blog stated that companies with a communication problem generally lack
formalized communication strategy or tools. Misunderstandings, stressed-out workers, hindered
innovation, and lower earnings are the possible outcomes of this. Leadership, culture, and productivity
may all take a hit if firms don't make an attempt to promote internal material through email, online
community software, meetings, instant messaging systems or good communication in general.

Thus, making communication a priority in an organization is a wise move that may provide
positive results all around. When workers are enthusiastic about their jobs, they put in extra effort and
think of creative methods to get the job done, which ultimately benefits the company.

Organizational Behavior: Other Disciplines and the Origin of OB

According to Malhotra (2009), Organizational Behavior may be also defined as an

interdisciplinary subject of study since it brings together information from other relevant fields. These
fields of study are: Psychology (1) - often associated with studying individual traits and the dynamics of
small social groups. Many aspects of human nature, including character, outlook, feeling, learning, value,
motivation, and contentment in one's work, are uncovered through the study. Sociology (2) - focus on how
social norms are established and maintained, how individuals learn to interact with others, and how
societies as whole function. Social Psychology (3) - examines social behavior and its implications for
understanding and responding to change, as well as for accommodating one's own unique requirements in
the context of collective endeavors. Anthropology (4) - evaluate the study of humanity and human nature
as a scientific discipline. Some of the most common areas of anthropological study include: cross-cultural
analysis; comparative value and attitude studies; and comparisons of individual and organizational
cultures. Political Science (5) - contains a number of features that, since politics is at the helm of any
firm, have a direct impact on employee behavior. Power and politics, social networking, political
manipulation, peaceful dispute resolution, coalition building, and the promotion of one's own self-interest
are all closely related to OB. Economics (6) - the dynamics of the labor market, the cost-benefit analysis,
the marginal utility analysis, the planning and forecasting of human resources, and the final decisions all
fall within the purview of the organization's climate, which is in turn influenced by the economic
environment. Engineering (7) - Time and motion analysis, work measurement, work flow analysis, job
design, and pay management are just some of the methods that industrial engineers have used to better
understand the human-machine interface. Medicine (8) - pertaining to the study of OB. The fields of
medicine and OB have a number of similarities, including the presence of shared stress, tension, and
anxiety concerns.

According to the website iEduNote (2022) Max Weber and other early organizational theorists
are the forefathers of Origin of Organizational Behavior. Around the year 1760, new technology led to the
widespread adoption of new production practices, including greater automation. This transition is known
as the Industrial Revolution. Changes in social and cultural norms, as well as in methods of
administration, were ushered in by the Industrial Revolution. Sociologist Max Weber, in his analysis of
the new forms of organization, posited the bureaucracy as the ideal form of organization, one that is
founded on rational-legal principles and seeks to promote technological efficiency. Organizational
behavior studies emerged as a field of study in the 1890s, coinciding with the rise of scientific
management and Taylorism. The human relations movement emerged in response to the failure of
scientific management and places a premium on employee collaboration and morale.

There was an increase in the complexity of seemingly straightforward issues as the study of
organizational behavior became institutionalized as a result of the Industrial Revolution. Previously
unasked issues arose, and new forms of organizational criticism emerged. Scholarly investigations on the
significance of human behavior in companies and the reasons why behavioral shifts affect organizational
functioning have proliferated in recent years. Throughout its development, organizational behavior has
absorbed ideas from management, psychology, leadership, personality, motivation, etc. (Lumen Learning,
2019).
Applying OB Concepts in the Workplace: Advantages, challenges, opportunities, and
outcomes

It is possible that effective management of organizational behavior will increase morale and
productivity in the workplace. The use of it might be of assistance in the formulation of attainable goals
and the preservation of the productivity of workers. By methodically examining pertinent data and
making any necessary modifications, managers may utilize this approach to create significant
improvements to their workplaces. These improvements can then be implemented.

Advantages

According to the information presented on the website theintactone (2020), there are a number of
ways in which the idea of OB might be of use to a company. Through the successful completion of
individual, organizational, and societal objectives, it facilitates the improvement of interpersonal
relationships. It increases organizations' goodwill, aids in rapidly achieving goals, makes the best use of
resources, builds motivation more smoothly, leads to more efficiency, strengthens organizational
interactions, and promotes coordination, which is essential in management. Additionally, it helps employ
a variety of approaches, methods, and theories to assess performance.

Challenges & Opportunities

Vast and ever evolving, the challenges that organizational behavior faces in the name of greater
efficiency and the achievement of corporate objectives are difficult to quantify. Although employment
requirements evolve, there are consistent challenges that must be overcome. Below are some of the most
pressing concerns in the field of organizational behavior according to the data provided on Legal
PaathShala (2022).

Enhancing Competence (1) - The corporate world is subject to fast technological, structural, and
environmental change. The timeliness with which objectives are accomplished depends on the workforce
and executives' ability to adjust to these changes. These abilities to adapt may be improved by training,
career development, induction, and socialization. Improving Quality and Efficiency (2) - when a product
or service is high-quality, it exceeds the requirements and expectations of its target audience. Total
Quality Management (3) - gives clients confidence that they will get what they ordered; and a method for
handling complaints, addressing problems, and preventing them from happening again. Handling a
Diverse Workforce (4) - hiring individuals from a wide range of backgrounds can be a little challenging,
including those who identify as diverse sexes, races, religions, sexual orientations, ages, and abilities. The
major goal of hiring a diverse group of people is to produce synergistic effects among the separated
workforce, which means making use of the workers' combined talents, skills, and perspectives. Raising
Ethical Standards (5) - the increasing complexity of corporate operations is presenting employees with
situations in which they must decide what constitutes ethical and unethical behavior in order to do their
jobs.

Outcomes

Good Workplace Relationships (1) - workers are more likely to engage in altruistic activities like
working together and showing friendliness toward coworkers when they have great connections with
those they work with. Employee Motivation (2) - worker productivity increases when workers are inspired
to do their best. When everyone on the team is doing their part, productivity rises across the board. As a
result, businesses have a better chance of producing high-quality output. Builds a Psychologically Safe
Workplace (3) - a leader may benefit from OB by better comprehending the effect they have on their staff.
It shapes leaders’ attitude toward their employees. It ultimately provides a clear picture of how to create a
psychologically secure workplace that will inspire personnel. Higher Efficiency in Teams (4) -
Organizational behavior analysis is critical for effective communication and for the coordination
of groups (Rabha, 2022).
The OB Model of Analysis: OB as an Evidence-based discipline

The field of study known as "organizational behavior" (OB) has uncovered broad guidelines for
effectively coordinating and leading employees in the workplace. The huge amount of programmatic,
cumulative research in OB makes it one of the more established topics of management research, which
benefits evidence-based Management (Rousseau, 2012). Furthermore, Analysis of organizational
behavior may be conducted on three distinct levels: the individual, the group, and the organization. OB
examines human actions in organizations at each of these levels to see how and why they occur. At the
individual level (1), - organizational behavior examines a person's outlook, drive, perception, character,
morals, ethics, and degree of contentment in the workplace. Groups (2) - there are several teams and
departments inside the corporation. Researchers in the field of organizational behavior (OB) apply their
expertise to the study of group dynamics, focusing on such topics as effective teamwork, group dynamics,
and the motivations behind group interactions. The last stage of organizational analysis is based on the
study of organizational level (3). Organizational behavior focuses on these relationships between
employees, managers, and the company itself, as well as between the organization and its external
environment (tyonote, 2022).

However, there is growing concern that the gap between theory/research and practice is widening,
despite the fact that the study and research of management in general, and organizational behavior in
particular, is thriving (for example, membership in the academic professional association Academy of
Management is rapidly expanding). According to the introduction to a special issue of the Academy of
Management Journal devoted to the topic, it is no surprise that many organizations do not implement
practices that research has shown to be positively associated with employee productivity and firm
financial performance. The gap between science and practice is so persistent and pervasive, in fact, that
some have given up hope of ever limiting it (Luthans, 2021).
Reflection

My understanding in this learning activity is that the study of organizational behavior is

concerned with analyzing, forecasting, and controlling employee actions inside an organization.
Organizational behavior analysis focuses on people rather than structures. It also helps in pinpointing the
root of the problem and figuring out the best way to address it in order to prevent and rectify future
occurrences of undesirable behavior. In a summary, the field of Organizational Behavior indeed provides
theoretical support for efficient organizational operations and their management. With that being said,
interpersonal skills of the workforce within the organization truly enhances output, fosters excellent
connections with coworkers, and ensures the successful completion of team tasks. It is encouraged to
keep a professional behavior in the workplace; however, I personally think that an unwelcoming and
terrible atmosphere within my workplace no matter I will try to not mind it will definitely affect the
efficiency of my work. Thus, I believe that a psychologically safe workplace can indeed affect the morale
and productivity of the team or the entire department.

This chapter not only piques my interest, but it will also come in handy for future team projects
and assignments where it will be important to manage organizational behavior by taking into account the
nature, drivers, and effects of individual differences. Personality and innate talent seem to be the two most
significant ways in which people vary. Because of these vast individual variations, it is essential that I
learn what motivates individuals to do the actions they undertake. A person ’s values and the
circumstances in which they find themselves at work both play a role in shaping that person’s thoughts,
feelings, and behaviors on the job. Individuals with similar personalities are believed to be drawn to and
employed by an organization, whereas individuals with vastly different personalities are thought to be
turned off by the culture and leave after a short time. In light of this, I am now more cautious about the
companies I want to join in the future because of their high rates of employee turnover. Having such a
high rate would at least indicate that something is happening inside the company.

Prior to reading this chapter, I already had a firm belief that collaboration is essential. Although a
good management and a good work environment may boost motivation towards employees, we must, of
course, also consider people's aptitudes, abilities, and capacities when assessing individual variance. Even
if these people have great attitudes and get along well with others, I worry that they aren't up to snuff
when it comes to the job itself because it does not only hinder the completion of certain projects, but it
also might set a terrible precedent and slow me down, too, if it were as if it were the norm in the office.

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