Organizational_Behavior

Organizational Behavior Gaining an understanding of organizational behavior is important to the livelihood of a corporation’s employees, customers, and the corporation itself.  Without a good understanding of the organization’s behavior the organization cannot learn and improve for the benefit of everyone involved.  When a corporation’s employees are happy and the customers are happy, the corporation succeeds.  A company can dissolve quickly without positive organizational behavior.  Unhappy employees usually create high turnover, poor production, and a poor product, which in turn causes loss of business. Schermerhorn, Hunt, and Osborn (2005) stated, “Organizations with positive human resource practices gain competitive advantage through higher productivity and lower turnover.” An organization’s culture is comprised of the collective values and beliefs of its members or employees. When an organization or corporation is developed, a system of values and beliefs also form. The organization must be cognizant of the development of these values. Creating a corporate mission or value statement can facilitate starting the company off on a positive footing. Behaviors must be in-line with the stated corporate values and mission or the sincerity of the organization is placed in doubt. An article written by Cambra-Fierro (2008) argues that, “an organization’s corporate values influence not only its employees’ behavior within the work environment, but also impacts on their global values system outside of the work environment. Organizations need to be aware of their impact on employees’ behavior outside of the work environment; this is particularly the case for multinational companies working across many cultures.” All organizations have internal environments. In order for the internal environment of an organization to be one that is positive and inclusive, cultural diversity must be a part of the organization’s values. When an organization’s members feel valued regardless of age, race, sexual orientation, or physical disabilities they are empowered to succeed and practice internal diversity, which in turn, allows the members, and the organization itself, to prosper. According to Schermerhorn, Hunt, and Osborn (2005) the following list consists of several ways in which organizations can make diversity work. * Focus on getting the best talent. * Develop career plans for all employees. * Provide career mentoring by diversity cohorts. * Promote minorities to responsible positions. * Maintain accountability for diversity goals. * Make diversity part of organizational strategy. * Build diversity into senior management. Just as an organization’s values affect its members internally, diversity and acceptance of others within the organization can facilitate cross cultural communication with people or other organizations from other cultures or countries. In order for organizations to continue to develop and grow they must practice good communication skills. “Great organizations are built on an extraordinary willingness of managers to communicate and to build communication-rich organizational cultures. These cultures are built on trust that encourages and facilitates a free flow of ideas and suggestions up and down the hierarchy, as well as among peers and colleagues.” Schermerhorn, Hunt, and Osborn (2005). Corporations are better able to learn and are more effective in their environments when communications lines are open and encouraged. When a corporation’s focus is on the bottom line and the managers are zeroed in on production and quality only, no room remains for innovation or change. “A focus on getting things done, and done right, crowds out the experimentation and reflection vital to sustainable success.” Edmondson (2008). If an organization is to survive it must adapt and change in our ever changing society. Good management skills facilitate the ease and acceptance of change. An organization must be open to change and seek out new ideas and opportunities for change. This enables an organization to remain effective and efficient in an ever increasingly globalized society. All aspects of organizational behavior are influenced by the one thing that makes up all organizations, people. No organization can be better than the sum of all its’ people. Managing of people and the many aspects of communications, productivity, and resources that are involved can be the most important aspect of having a successful organization. Stanford scholar Jeffrey Pfeffer argues that organizations do best when leaders treat people well, valuing them as assets to be nurtured and developed rather than costs to be controlled. “People are an organization’s most important assets!” References Cambra-Fierro, J., Polo-Redondo, Y., & Wilson, A. (2008, August). The Influence of an Organisation’s Corporate Values on Employees Personal Buying Behaviour. Journal of Business Ethics, 81(1), 157-167. Retrieved August 23, 2008, doi:10.1007/s10551-007-9486-1 Edmondson, A. (2008, July). The Competitive Imperative of Learning. Harvard Business Review, 86(7/8), 60-67. Retrieved August 24, 2008, from Business Source Complete database. John R Schermerhorn, James G. Hunt, Richard N. Osborn (2005). Hoboken, NJ, Organizational Behavior (9th ed.). [University of Phoenix Custom Edition e-text]. John Wiley & Sons, Inc.,. Retrieved August 23, 2008, from University of Phoenix, rEsource, MGT331— Organizational Behavior.