Organizational Behaviour Meeting 1

According to Miller (2010) Scientific management (Taylorism) was devised by Frederick Taylor to improve economic efficiency especially labor productivity by analyzing and establishing workflows. It was one of the earliest attempts to apply science to the engineering of processes and to management. Taylor’s scientific management was based on four principles. The first is replacing the “rule of thumb” work methods with methods based on a scientific study. The second is selecting, training and developing the most suitable person for the job. The third principle is managers should give out detailed instructions on how to do the job scientifically and supervise workers. The last principle is dividing the tasks between managers and workers. This paper will discuss if these scientific management principles are outdated in the study of organizations. I will present the principles and explain their relevance in current organizations.

The study of human behaviour is critical to the effectiveness of organizations. Organizational behaviour is “a field of study that investigates the impact that individuals, groups, and structure have on behaviour within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness” (Robins, 2001).

What is Organizational behavior? Prior to this course, I never known that much of what is organizational behavior an in which ways it can impact the organization. Over the course my knowledge about Organization Behavior has expanded. Organization behavior is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work. In this paper, I will discuss the behavior in an organization for which I was employed with for two years, which was not a well-organized organization.

Organizational Behavior is the study and use of knowledge about how people in general, and individuals and groups in particular, act in organizations. It does this by using a system approach in this case. It explains relationships between people and organizations in terms of the person, the entire group, all the organization, and all the social system. Its objective is to establish better relationships by achieving human purposes,

a) Describe the new culture of Henkel, in terms of its artifacts as well as content. Critically compare Henkel’s culture before 2008 and after Kasper Rorsted’s arrival. Which key Differences can you identify? How can the new culture drive forward the new strategic objectives?

Organizational behavior (OB) could be defined as the study that investigates the impact of individual and group dynamics in an organizational setting

Organizational Behavior Organizations have been described as groups of people who work interdependently toward some purpose. This definition clearly indicates that organizations are not buildings or pieces of machinery. Organizations are, indeed, people who interact to accomplish shared objectives. The study of organizational behavior (OB) and its affiliated subjects helps us understand what people think, feel and do in organizational settings. For managers and, realistically, all employees, this knowledge helps predict, understand and control organizational events. There are not two identical organizations. When you look for a job you look for a place that is comfortable to you. Organization behavior is the way we study the people of

The scientific approach was created by Fredrick Taylor, who use scientific measures in analyzing assignments determine ways of increasing work efficiency (Benders, 2004). Taylor developed four philosophies of scientific management (Benders, 2004). First, managers should create a scientific perspective to work, and it should replace work guidelines. Second, managers need to hire and train employees in order for the right duty to be performed by the right person. Third, managers need to cooperate with workers in orders for jobs to match specific strategies. Finally, management needs to guarantee a suitable division of duties between employees and managers. Scientific management focuses on the need for teamwork between

Managers get things done through other people. They make decisions, allocate resources, and direct the

Organizational behavior is the systematic study and careful application of knowledge about how people – as individuals and as groups – act within organizations.

When analyzing business issues that many organizations experience daily, it is important to first understand organizational behavior and the effects that it has on the employees and business as a whole. According to Robbins and Judge, organizational behavior investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of implying such knowledge toward improving an organization’s effectiveness (p. 10).

Understanding the combination of segments that corresponds in industrial and organizational psychology (i.e. occupational, work, business) is the scientific study of human behavior in the workplace which applies to psychological theories and principles to organizations. Industrial/Organizational psychology field has insights on increasing productivity in the workplace and related matters such as physical and mental wellbeing of employees (Youssef & Noon, 2012, sec.1.1). Industrial organizational psychology is known to be the most important asset in the organization, in which the factors are many; influence, performance, creation, strategies, innovation, and superiority (Youssef & Noon, 2012, sec.1.1). These levels perform a wide variety of tasks in industrial/organization psychology involving studying worker attitudes and behavior, evaluating companies and conducting leadership.

Organizational Behaviour is nothing else than developing our understanding and development of people skills. A multidisciplinary field devoted to understanding individual and group behaviour, interpersonal process and organizational dynamics.

From the definition of motivation we can see that money cannot be the vehicle that drives an employee to focus on a company’s objectives. Abraham Maslow’s Hierarchy of needs theory, assumes that there are five needs that every human being has. These needs being psychological, safety, social, esteem and self-actualization (Robbins and Judge 2011). A company that adopts this theory can come to conclusion that money will motivate as money would meet more of these needs with every salary increase. But what happens when self-actualization has been realized? How will the employee remain motivated then? The problem with this theory is that it assumes that if you are hungry you will not go to church even though generally people who are poorer are usually more religious.

Organizational behavior (OB) can relate to many aspects of organizations. This term may refer to individual or group dynamics in various companies. It can also refer to strategic management strategies on how to improve work related functions of an organization. The theory of organizational behavior can simply be defined as a study of social psychology in the workplace. Organizational behavior can focus on concepts which include: leadership, personality traits, teamwork, motivation, decision-making, or leading organizational change. As a manager, having knowledge of various concepts of organizational behavior can promote effective teamwork and can also drive efficiencies in company goal setting. The case, “Managing Creativity at Shanghai