The Importance Of Organizational Behaviour For Individuals or Groups

organizational behaviour individuals or groups

Tackling the ‘whyƒ?

An organization hiring a person is not limited to hiring the employee’s skills; rather it also includes their personality, inherent qualities, beliefs, and values. The employee has to interact with the various people in the organization at every level, and each person is different in terms of their personality, behaviour, values, and beliefs; hence resulting in diversity at the workplace as well as various perspectives with respect to each topic. Each person’s organizational behaviour would influence the team and the workplace in a different way, and this is exactly what we are trying to understand here. It is necessary, as a management person, to understand this difference in outlook and come up with effective ways to manage people while making the workplace a ‘happy placeƒ? for all employees in the organization.

Tackling the ‘whatƒ?

Organizational behaviour is a study of human behaviour within an organization. It is about understanding how the people who make up the organization interact and influence one another. The main goals of studying organizational behaviour are to increase productivity, enhance innovation, and improve management performance.

Hence, we can safely conclude that organizational behaviour is not just a study that has roots from organizational psychology but is an interdisciplinary field that includes sociology, political science, anthropology, economics, and social psychology. By using the principles of organizational behaviour, the company can improve productivity and performance, and boost employee satisfaction on an individual level as well as enhance motivation, team performance, while fostering leadership skills and providing long term benefits to the company.

How OB helps the management

To reap the benefits of the study of organizational behaviour, the higher-ups must first get to know their employees on a personal level and the way they behave, influence, and interact with each other in their team. This can offer all human resource management to lay out a roadmap to improve all aspects of the organization such as job satisfaction, positive work environment, team building, etc. A strong model of OB can help the employee understand the team as well as their individual role better, thereby, bettering themselves and their team.

Organizational behaviour has various theories and studies to increase motivation among employees, increasing job satisfaction, improving leadership skills, while reducing dysfunctional behaviour like absenteeism, turnover, dissatisfaction, etc. Organizational behaviour has tremendous importance in nurturing strong leadership skills which could help the individual, team and the company as a whole emerge unharmed in times of hardships as well as seamlessly transition during a change in the established order.

Tackling business issues through organizational behaviour

Since the majority of organizational behaviour is related to human behaviour; it can also be helpful in understanding the interaction of employee behaviour with respect to the workplace culture. If the manager learns that the workplace culture is interfering/hindering productivity, then he/she can bring in a change in the culture that could help enhance productivity.

Studying Organizational behaviour can help managers identify the root cause of a problem and plan a course of action accordingly. This results in better coordination in the organization, in turn improving the overall health of the company. It is an important tool to understand the right motivational technique for his/her employees according to their behaviour.

Getting Certain Facts Right Regarding Employee’s Organization Behaviour – Presently

  • 30% of the present employees work with a defined purpose and feel an enhanced connection with their company, while 52% of the employees feel disengaged.
  • Not addressing the issues with employee’s organizational behavior may lead to the loss of over $550 billion.
  • It is discovered that 58% of the employees are more willing to trust a stranger than trusting their own boss. In other words, bad managers are the #1 reason for the employees to feel disengaged.
  • More than 59% of the workforce are not sure of what exactly their company stands for.
  • Moreover, by the beginning of 2025, the majority of the global workforce, i.e., 75% will comprise millennials, and the companies need to be prepared to embrace the new and potential generation at the workplace.

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