Human Behavior In Organization Summary

The purpose of organizational behavior is to comprehend and anticipate

human behavior in organizations. It explores the effects that individuals,

groups, and structure have on organizational behavior, and uses that

information to help organizations perform more effectively, and managers

need to strengthen their interpersonal, or people, abilities to be effective in

their professions.

Discrimination is one of the key causes preventing diversity,

regardless of whether the overt or covert prejudice exists, and diversity

management entails making everyone more aware of and sensitive to the

needs and differences of others. A manager has to Pay attention to your

employees’ job satisfaction levels as determinants of their performance,

turnover, absenteeism, and withdrawal behaviors. Emotions are a natural part

of the workplace, good management does not mean creating an emotion-free

environment, to foster creative decision making, creativity, and motivation in

employees, managers have to model positive emotions and moods.The MBTI

could be helpful in training and development and values strongly influence

attitudes, behaviors, and perceptions, so knowing a person’s values may help

improve prediction of behavior. Behavior is influenced by perception, analyze

how workers view their employment in order to impact employee behavior at

work and motivation can be increased by raising employee confidence in their

own abilities Understanding what motivates people is critical to organizational

effectiveness.

Communication mode will partly determine the communication

effectiveness and that written communication creates more

misunderstandings than oral communication. In an emergency, an

authoritarian management style is appropriate; integrative solutions are

appropriate when the goal is to learn and you want to combine insights from

people with different perspectives; and conflict is an inherent part of

organizational life, and it is probably necessary for optimal organizational

function. Employees’ performance and socialization depend to a considerable

degree on their knowing what to do and not do and if evaluation is inaccurate

or emphasizes the wrong criteria, employees will be over- or under rewarded.

Stress must be handled and kept at a healthy level. Stress is frequently

managed by individuals through time management strategies, physical

exercise, or strengthening their social support network. And firms assist

employees in managing stress by giving training, reasonable goal setting,

sound job design, employee sabbaticals, and implementing a wellness

program.