The Organizational Behavior

During different historical periods, people created and followed many peculiar rules, supported special principles and organized a lot of activities directed at achieving their goals. Doubtless, it still remains easier to gain striking results when man works with like-minded people. Any modern society or smaller group of people cannot exist without successful laws of communication and behavior, either stable or more innovative. Hence, good strategy of work based on the psychological sides is simply irreplaceable.

There are many conceptions how to run a firm, organization or corporation which can count from several to thousands employees. Management plays an important, even the most efficient role to get clear objective. In broad terms, an organization is an establishment that contains many resources including workers with their knowledge and possibilities, and has its concrete specialization. Different ways of interaction ensure well-structured co-operation among empoloyees on each level and, similarly, between manager and worker. Still, behavior of each human being is different and depends on many factors: age, culture, personal views, religion, emotional basis and others.

 Organizational behavior (OB), according to Robbins (2011), is a study that investigates the influence of members of an organization, structure or individuals on general state of behavior within this environment. The main purpose is to apply knowledge for improving the working process (Expertscolumn). It is necessary to pay attention to the co-ordination of people’s efforts and probable complexities in interpersonal communication as well as analyse why some members are more successful than the others. Moreover, every manager or director should determine for organization their way of teaming up and do everything possible not to provoke the stressful situation inside (Expertscolumn, 2011). Leaders use many models of OB. Of course, there are no fixed methods and avenues of OB’s handling. Generally, corporate culture differs in all organizations. Nevertheless, each of them determines its aims, time spending on reaching them, resources, values, dilatability and other peculiarities. Hence, according to Big Dog & Little Dog’s Performance Juxaposition (2011), Cunningham, Eberle and Davis distinguished four ways of organizational behavior: autocratic, custodial, supportive and collegial. The first one presupposes almost total dependence of the employees on their boss. As a result, no performance is possible. Custodial method provides workers with some kind of financial safety. That is a dependence on organization with very little self-performance. Supportive and collegial ways have a more respectful attitude to the team. A manager supports and gives different orientations. In turn, employees have a big performance and get recognition and the status. The last manner brings a great partnership between the manager and the team. Responsibility based on well-planned OB and deep respect among workers of different levels is obvious. Relations are more open and liberal. Enthusiasm is a motive force in this case.

Nowadays, more and more firms are involving workers of different nationalities. It means that tendency to multicultural environment increases. It evolves more challenges how to organize an effective co-operation inside company. HubPages (2011) cited the words of Schermerhorn, “The multicultural organization is a firm that values diversity but systematically works to block the transfer of societally based subcultures into the fabric of the organization”. In order to attain necessary objectives, each manager has to provide his/her workers with comfort in many aspects beginning with emotional stability and ending with general satisfaction and good salary. Having looked at Maslow’s pyramid, it is easy to comprehend the basis and top of OB’s elements. Thus, it includes psychological side as a foothold and goes through safety, belonging/love and esteem, including self-esteem to the head called self-actualization (HubPages, 2011).

After all, each person is valuable and irreplacable in definite position or concrete situation. His/her own abilities, desire and motivation should be applied to a great responsibility and emotional strengths. In turn, smart managers always value good workers and make them feel needed and gratified in the company.