To make the topic clear we can take the example of the ubiquitous search engine - GOOGLE. Google servers' process more than 200 million search queries in 90 languages every day, over half of them form users outside the United States. Google's success is more amazing as this profitable company of 1000 employees just began a few years ago in the dorm rooms of Stanford University graduate students Larry Page and Sergey Brin. Google's focus on employees is almost as intense as its focus on technology. The company boasts work-life balance, generous health benefits and a team-based work environment. Google has become a powerful force on the internet, but its real power comes from the effective application of organizational theories and concepts. More than ever organizations are relying on these ideas and practices to remain competitive. So with the help of the stated example we can see that for the success of an organization we need to study the organization behaviors which mainly constitute of individuals and each individual's behavior contribute to the success of the organization. Yes it is true that study of organization Behavior is important for any organization's success.
[...] Luthans defined it as is concerned with understanding, predicting and management of human behavior in organizations” WHY TO STUDY OB Even if Organization Behavior has its own job title most people eventually come to realize that this field is a potential goldmine of valuable knowledge. The fact is that everyone in the organization need to understand, predict and influence behavior in the organizational settings. So the following diagram depicts the relation of understanding, predicting and influencing. Therefore the study of OB includes three basic reasons of understanding, predicting and influencing behavior of a group and that of individuals in the organization. [...]
[...] Three other factors that influence ethical conduct are the extent that an issue demands ethical principles (moral intensity), the person's ethical sensitivity to the presence and importance of an ethical dilemma, and situational factors that cause people to deviate form their moral values. Companies improve ethical conduct through a code of ethics, ethics training, ethics ombuds offices, and the conduct of corporate leaders. Personality refers to the relatively stable pattern of behaviors and consistent internal states that explain a person's behavioral tendencies. [...]
[...] Values are not new to organization behavior but the importance has increased in recent times. One reason that the corporate leaders looking for better ways to guide employee decision and behavior. A second reason for the recent interest in values is that the globalization has raised our awareness of and sensitivity to differences in values across cultures. The third reason why values gained prominence is that organizations are under increasing pressure to engage in ethical practices and corporate social responsibility. [...]
[...] Four broad categories of artifacts include organizational stories and legends, rituals and ceremonies, language, physical structures and symbols. Understanding an organization's culture requires painstaking assessment of many artifacts because they are subtle and often ambiguous. Organizational culture has three main functions. It is a deeply embedded form of social control. It is also the “social glue” that bonds people together and makes them feel part of the organizational experience. Third, corporate culture helps employees make sense of the workplace. Companies with strong cultures are generally perform better than those with weak cultures, but only when the cultural content is appropriate for the organization's environment. [...]
[...] Attitude and Emotions at workplace:- Emotions are psychological and physiological episodes experienced toward an object, person, or event that create a state of readiness. Emotions are typically organized into a bi-polar circle (circumplex) based on their pleasantness and activation. Emotions differ from attitudes, which represent the cluster of beliefs, feelings, and behavioral intentions toward a person, object, or event. Beliefs are a person's established perceptions about the attitude object. Feelings are positive or negative evaluations of the attitude object. Behavioral intentions represent a motivation to engage in a particular behavior with respect to the target. [...]
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