Organizational behavior: concept and highlights

Organizational behavior - the study of human behavior (individuals and groups) in organizations and the practical use of knowledge. OP study allow us to determine ways to improve labor rights. Organizational behavior - a scientific discipline in which the main body of knowledge to continuously add new research and conceptual developments. And at the same time, OP - applied science, through which information about the successes and failure of companies covered by other organizations. The science of organizational behavior provides a set used at different levels of analysis tools. For example, it allows managers to analyze the behavior of individuals in an organization contributes to understanding the problems of interpersonal relationships in the interaction between two individuals (colleagues or a pair of "initial-slave"). In addition, knowledge of the OP are extremely useful when considering the dynamics of relationships within small groups (both formal and informal). In situations where the need for coordination between two or more groups (eg, technical services and sales), managers are interested in emerging intergroup relations. Finally, the organization can be viewed and managed as a holistic system, which form the basis of intra-organizational relationships (eg, strategic alliances and joint ventures). Most scientific disciplines (and the OP is no exception) has four goals - the description, understanding, prediction and control of certain phenomena. Our first task - a systematic description of human behavior in a variety of emerging situations in the labor process. The second objective of our discipline is to explain the causes of behavior of individuals in certain circumstances. Hardly any of the managers will arrange a situation where he, having the opportunity to discuss the behavior of its employees do not understand the reasons underlying their actions. The prediction of employee behavior in the future - another goal of the OP. Ideally, managers would not refuse to have the opportunity to know exactly which employees today will work enthusiastically and productively, and who will come to the office, or will be late all day "look out the window" (in order to enable managers to take preventive measures). The ultimate goal of studying the OP - mastering the skills to manage people's behavior at work and their improvement. Manager is responsible for the results of the work tasks, and hence the possibility of influencing the behavior of employees and work teams have for it is vitally important. Some researchers have expressed concerns that the OD tools can be used to limit freedom of staff members and infringement of their rights. Indeed, such a scenario is possible, but from our point of view, it is unlikely, since the actions of most managers are under close control of society. Managers should remember that the OP - Tool mutual benefit of individuals and organizations. The main determining organizational behavior force nature of the organization is formed in the interaction of various forces, variety of species which can be classified into four areas - people, organizational structure, technology, and the external environment in which the organization operates (see Figure 1). Performing job assignments within the organization involves the coordination of their efforts, and therefore the company should be created a certain structure of formal relations. As in the labor process is commonly used manufacturing equipment, in the workflow people interact, organizational structure and technology. In addition, we examined the elements affected by the external environment and, in turn, have an impact on her. PEOPLE. Employees of the organization form its internal social system, which includes individuals and groups (large and small, formal and informal). One of the main characteristics of the groups - their high dynamics (formation, development and decay). People (employees) - they are living, thinking, sentient beings, which are aimed at achieving the organization goals. We must remember that the organization exists to serve people and not vice versa. Modern organizations are quite different from its predecessors. In particular, qualitatively different, more diverse work force gets (high personal ability and level of education, vision). Managers need to solve increasingly complex problems. Who! That of workers to express their individuality through the constant change of clothes and jewelry, others - through abuse and alcoholism, and still others believe in their exclusivity and place personal goals above obligations to the organization. Managers should not only recognize the inevitability of different samples of Conduct, but also be ready to adapt to them. ORGANIZATIONAL STRUCTURE. Organizational structure defines the formal relationship between people and allows them to achieve business objectives. Different activities suggests that the labor organization representatives of different professions, holding various positions - managers and workers, accountants, and janitors. Effective coordination of their efforts involves the development of some of the block diagram. Relations of individuals within that structure creates complex patterns of cooperation - coordination, making and implementing decisions. Some time ago the tendency prevailed to simplify many of the organizational structures, mainly by reducing middle management positions, due to the need to reduce costs while maintaining the competitiveness of the company. In addition, gains in strength of consolidation of organizations (mainly in the form of mergers and acquisitions). Individual organizations are experimenting with temporary employment (the so-called situational) staff to perform specific tasks. Finally, many firms are moving from a traditional organizational structure to a structure-oriented teamwork. TECHNOLOGY. Process Software is a material resources involved in the management and production. Quite difficult to collect computers with their bare hands in the open, so we build buildings, design equipment, develop schemes of work and select resources. The level of engineering and technology have a significant impact on labor relations. Working on an assembly line differs significantly from the work in the research laboratory, the duties of a university professor - from job descriptions nurses. Technique allows to do more and work better, but it also imposes restrictions (in terms of staff development), ie, its use is associated with both benefits and costs with. Enhancing the role of robotics and computerization of production, the redistribution of labor from production to services, the widespread introduction of computers and the development of user-oriented software, rapid development capabilities of the Internet - all these factors have increased pressure on ETA, which complicates the problem of conflict-balance technical and social systems. ENVIRONMENT. "Life" takes place in the organization "under the" internal and external environment. Each organization does not exist by itself but is part of a larger system that contains many elements - the state, family and other institutions. All new requirements for modern organizations, generate numerous changes in the environment - the citizens are increasingly demanding from the management of socially responsible policies, new products quickly "crossed" boundaries of the particular city or state and distributed around the globe, weakens the direct influence of trade unions ; increasing level of education ... All these and many other factors influence each other in unpredictable ways, causing high volatility environment. None of the organizations, whether factory or school, is unable to avoid the influence of the external environment influences the position of individuals, and working conditions that create intense competition for access to resources and energy. Therefore, when studying human behavior in organizations should necessarily take into account the effects of multiple environmental factors. One of the main distinguishing features of the science of organizational behavior - its interdisciplinary nature. OP integrates behavioral (behavioral) science (systematized knowledge of the nature and causes of actions of people) with other disciplines - management, economic theory, economic-mathematical methods, cybernetics (of which any borrowed to help improve the relationship between people and organizations, ideas). Another distinctive feature of the OP - the systematic, based on the results of research and conceptual development. OD theory offers an explanation of the thinking, feelings, actions and causes of the people. Theoretical construct designed to identify the essential variables and on the basis of the hypothesis put forward, whose validity can be tested in experiments. A good theory must find a practical application, because it deals with important elements of human behavior that makes a valuable contribution to our understanding of the subject and outlines the main trends of thought and actions of managers. The study - the process of collecting and interpreting data that confirm or refute the theoretical constructs. The scientific hypothesis - a testable statement linking the variables of a theory and determining the direction of data collection. The data can be obtained through the use of different methods of research (the study of specific situations, field or laboratory experiments). The study - an ongoing process by which we are constantly expanding our circle of knowledge about human behavior at work. Flow analysis studies like the study of a large river - from a small stream to a powerful, flowing into the sea water flow. Just like a trip down the river allows us to assess its extent, its "character", a review of research helps us to present the time evolution of the most important concepts in the OP. That's why we've included in this book describe the various research, you'll encounter in the relevant parts of them. Note that isolated studies or speculative theories have no meaning. Managers use the theoretical models for structuring thinking, they use the results of research as the basic principles of behavior in real life situations. Thus, a natural and sustainable flow of theories and research to the practice of OD, ie, the conscious use of conceptual models and research organizations in order to improve the performance of individuals and companies in general. It should be noted the special role of managers in the development of the theory of OP and research. Feedback (from practice to theory) to determine whether the developed theories and models of simple or complex, realistic or contrived, will they benefit or are useless. This organization providing a forum for research and determine their subjects. There is a two-way interaction between each pair of the considered pro! processes and these processes are vital to the development of OA. The third feature of the OP - is constantly increasing popularity of theories and research from practicing managers. Modern managers are very receptive to new ideas, they support the study of the OP, check for new models of practice. Based on the book Nyustroma D. and K. Davis, "Fundamentals of organizational behavior."