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Organizational Behavior Terminology & Concepts Paper In order to examine the phenomenon of organizational behavior, we have to dwell on its main concepts and definitions. First of all, the word organization generally has two definitions. Organization is a certain social unit or a collective. Second definition relates to organizational peculiarities within the limits of social unit or a collective (Bass 1960). The units and groups are organized in a special way.
They have certain form of management, official relations, a certain ratio of manager / worker , rules and duties, methods of taking decisions and other aspects used as organizational features. As far as organization consists of people, people play an important role. In such a way, organizational behavior is very important aspect. It reveals in the following forms, aspects and events: aims, purposes, values, and preferences of the individuals that are formed in their conscience; behavior of individuals in relation to physical objects in case of unexpected informative and social contacts; behavior of groups, teams and other social groups characterized by communication F 2 F (face to face); behavior of organizational units (i. e. departments of the company, branches or concerns, etc); behavior of interrelated group of organizations; behavior of internal and external environment of the company (i.
e. evolution of technology, markets, competitiveness, state regulation, etc); Organizational behavior, actually, has several levels. On its lowest level (the level of individual workers) we see that organizational behavior is examined as examination and explanation of labor directive, motivation and satisfaction by labor, identification and perception of roles both at working places and off-work. Sometimes an employee has some of these qualities when he enters a new organization. However, some of the qualities are developed during the process of work. Individual peculiarities of the worker interact with the circumstances.
In such a way, coordination between individual and labor context is the main task. The next level of organizational behavior if presented by contact groups where workers communicate F 2 F (face to face). The members of organization meet each other, interact, communicate, debate, and make friends or affection towards something. In such a way we see that communication is also very important. In the process of communication members of organization change their personally acquired qualities. Personalities have great impact of life of working group or team.
Besides, individuals also change under influence of changes and evolutions of contact group. Groups and teams are the central elements of coordination and control of organizational processes. The more diverse working environment is, the better results will be achieved (Adler 1986). Here we come to conclusion that diversity also plays an important role. As far as we examine organization as a kind of society that has common understanding of goals, meaning and place, its values and organizational behavior, such examination calls into being the concept of organizational culture.
Organizational culture is a combination of philosophical and ideological ideas, values, beliefs, expectations, attitudes and standards that bind organization into a single whole. All these expectations and standards are supported by all members of the company. No doubts, culture attaches significance to all our actions. An effective manager can implement positive changes by taking into account the importance of organizational culture (Schein 1990). Organizational culture, in its turn, presents acquired concept systems that are transmitted by dint of natural language and other symbolic methods that serve representative, directive and affective functions. They are also able to create cultural space and special feeling of reality in organization (Benedict 1959).
When employees gain individual and personal experience, they form, shape and change their concept systems that reflect their attitude to various things such as mission of organization, planning, motivation policy, effectiveness, quality of labor, to mention a few. In a wide sense of the word organizational culture serves a reproductive mechanism of social experience that allows employees living and developing in a certain sphere of activity. As the topic runs, organization should be effective and efficient. There are many methods to assess organizational effectiveness and efficiency. Some of theorists consider that organizational effectiveness can be measured by plenty of criteria, such as growth, stability, cohesion, turnover, profits, productivity, to mention a few. Organizational effectiveness and efficiency can also be facilitated through competency development, measurement, learning processes, strategic assessment of effectiveness, coaching leaders, etc.
Measuring these two aspects the effective manager can measure organizational performance, because the effectiveness of organization is generally defined as the extent to which an organization is able to fulfill its goals (Lusthaus et al. 2002) In its turn, efficiency or the organization is achieved when the minimum level of resources is used to produce the target output or to achieve the objectives of a program, operation or department (Lusthaus et al. 2002). It can be measured in different ways, but it is more difficult to assess outputs than inputs. Finally, in order to become more effective and efficient, organization should constantly implement changes and enhancements. Organizational learning helps organization reach better results. Organizational learning is generally defined as the process of detection and correction of errors (Yogesh Malhotra, Ph. D. 1996).
In such a way, we come to conclusion that all effective implementation of organizational concepts such as organizational behavior, organizational culture, diversity, communication, effectiveness, efficiency, and learning is the task of primary importance for any successful organization. References: Adler, N. J. (1986). International Dimensions of Organizational Behavior.
Boston: Kent Publishing Company Bass, B. (1960). Leadership, Psychology and Organizational Behavior. New York: Harper Benedict, R. (1959). Patterns of Culture. Boston: Houghton-Mifflin Lusthaus, Ch. , Adrien, Marie-Helene, et al. (2002). Organizational Assessment: A Framework for Improving Performance.
IDRC/IDB ISBN 0 - 88936 - 998 - 4 Malhotra, Yogesh. (1996). Organizational Learning and Learning Organizations: An Overview [WWW document]. URL web Schein, E. (1990), Organizational Culture. American Psychologist, 45, 2, 109 - 119
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Research essay sample on Organizational Behavior Terminology Concepts