Organisational Behaviour: an Overview of Various Ways in Which People Behave, the Need for Managers to Understand Individual Differences and the Role of Emotions in Individual’s Performance Effectiveness

Buchanan, A. H. (2001). Organizational Behaviour:An Introductory Text (4 ed.). (F. T. Hall, Ed.) Pearson Education.

It is commonly believed that people differ in various ways, and these individual differences play a detrimental role on their behaviour at work. To be more specific, individual differences include two kernel factors which refers to intelligence and personality. It is clear that individual differences are important in determining behaviour, however, there are other external factors which are equally important, such as working environment or culture within an organisation.

The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity hence the study of human behavior is important. Great importance therefore must be attached to the study.

Organizational behavior studies have become more significant in today’s present years than hey were before in past years, this is due to companies realizing that in order to acclimatize to the constantly changing business cultures that have stemmed from a competitive and rapidly moving market, they must put more emphasis on the correlation between human behavior and the organization. Understanding this concept has led many several companies to put investment into behavior assessments and seminars and use them as a training tool to educate their employees and learn the reasons for each person’s behavior and

According to Spector "behavior comes from both the individual and the organization context in which the individual work. Management needs to appreciate their employee and recognize them for their performance. Employees need to know they are appreciated and when they make a mistake management needs to communicate with them using a calm voice instead of a harsh voice. Management action and interaction with employees affects the organization changes.

A company’s culture is comprised of of three levels which ultimately work together to develop specific beliefs and behaviors that employees display. The first level is the artifacts of the company. These include stories and legends about the company history, organizational language, and employee rewards. The second level, shared values, includes the conscious beliefs of employees and management that dictate how they behave and interact together. The third and final level is called shared assumptions, which are the mental models and the archetypes of behavior that management sets for its employees to follow.

The purpose of this essay is to outline and evaluate at least three psychological perspectives of human behaviour. The three approaches that will be summarised are humanistic, social learning theory and the Biological approach. They will also be criticised and compared to one another. A brief description on psychology will occur, and there will also be a short summarisation on some key early influences of psychology, from its origins in philosophy.

“Beliefs, values and ideology are at the heart of organisations. Individuals hold certain ideas and value-preferences which influence how they behave and how they view the behaviour of other members. These norms become shared

Employee Behaviour Works Cited Missing Introduction To organizations, humans are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines. However, there is a problem - how to get employees work effectively and productively? Is their behaviour just a reflection of individual differences?

Presentation: Lesson 2 – Individual Behavior in the Organization. (n.d.). Retrieved March 29, 2017, fromhttps://learn.liberty.edu/webapps/blackboard/content/listContent.jsp?course_id=_339117_1&content_id=_16408684_1

Organizational behavior is a field of studies that aims to conjoin the substance of other sciences that deal with behavioral matters, such as anthropology, psychology and sociology, in order to use it to improve management theories and managerial strategies. An organization is a number of people or groups all working together in a structured mechanism to achieve one ore more goals. Organizational behavior then, comes in to investigate on how organizations affect individuals and the other way around (Duncan, 1978). Although the first questions on how the worker is being affected by his job were raised in the ‘30s (Brief and Weiss, 2002), with researches making their first steps on imprinting that phenomenon (Fisher and

For many decades, the lack of predictability of managerial theories was ignored (Dutton, Thomas and Butler 1984, 222). Unsupported managerial beliefs continued (Dutton, Thomas and Butler 1984, 220; Donaldson 2002, 96), and the ignorance of emotions role in the workplace persisted.

Organisational Behaviour (OB) is the study of human behaviour in an organisation. It is a multidisciplinary field devoted to the understanding individual and group behaviour, interpersonal processes and organisational dynamics. OB is important to all management functions, roles and skills. Since organisations are built up levels - individual, group and an organizational system as a whole, it is important for managers to understand human behaviour in order to meet the organizations overall goals. I found several key learning areas that are meaningful, interesting and relevant to my work over the course of studying this unit. These key learning areas have not only expanded and improved my view of organisational behaviour but they also have

Firstly, I think that the complex human thinking is one of the factors that make the organizations hard to manage the emotions. Every person has his or her own emotions. Although in a same situation, they may not act in the same way. Thus, the organizations face difficulties when they are dealing with their employees. This problem is even becoming worse when the organisation is very large and contains many employees from different background. Furthermore, the authority of an organisation sometimes finds out they themselves cannot control their own emotions as well.

Robbins and Judge define organisational behaviour as ‘a method for understanding individual and group behaviour to facilitate organisational performance and effectiveness’ (Robbins and Judge, 2007). Robbins (2003) highlights the importance of managers studying organisational behaviour as this will help them to develop the people skills needed to deal with employers on a day-to-day basis, which is the fundamental aspect of any management role. In fact, organisational behaviour is of huge concern for anyone who organises or supervises the activities of others. There are several influences on organisational behaviour, each of which can impact upon the