Organizational Behavior Approach To Management

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Organizational Behavior approach to management


The purpose of this research paper is to highlight the importance of behavioral changes in the organization to take effective decisions. The researcher, highlighted different aspects to cover up the topic by focusing on the change management technique, similarly, the researcher covered the conflict management area. The research, tried to convey the idea that organizational behavior and structure play an important role in taking effective decisions, therefore, it is essential for the management to focus on these techniques because the business world transforming rapidly and the employees are the biggest asset. The research also focus on the effective decision making process.

Organizational Behavior approach to management


Organizational behavior approach towards management can be understood through the concept of change management. Change management can be summarized as all tasks, measures and activities that a comprehensive, cross-functional and content far-reaching change - to implement new strategies, structures, systems, processes and behaviors in an organization intended to bring. The origin of change management in the United States is the thirties of the 20th Century. Scientists Roethlisberger and Mayo lead in the context of research to improve performance through experiments in the works of Western Electric. They found that the observed performance of employees was more influenced by the attention paid to the employee than by changes in working conditions [Hawthorne effect] (Caldwell, 2007).

Organizational Change

Three phase model of Lewin

The analysis of force fields is a technique developed by Kurt Lewin in the 50s. It allows identify strengths and barriers to change a project, determine the factors that may reinforce by the positive forces and reduce the impact of negative factors and so a decision that takes account of all interests. It is therefore a structured analysis of benefits and disadvantages of change.


The first phase of Lewin model is the realization that expectations do not correspond to reality. The need for change comes slowly to the old consciousness and change is called into question. The general objective of this phase is to strengthen the forces for change and striving to support and thus to induce a change in consciousness. Unfreezing stands figuratively for the thawing of the existing (frozen) or the previously reached equilibrium condition which can in turn also have been caused from a previous change process.


In the second phase, the Moving phase, solutions are generated, try new behaviors and the problem will be solved in sub-projects. The status quo is abandoned and it performed a movement changing to a new equilibrium.


The aim of the third phase, the re-freezing, is the implementation of the found solutions to problems and thus at least provisional closure of the change process. After the episodic pattern of Lewin conducted require changes in the need for long-term stabilization and integration into the overall system can be refrozen. The new equilibrium state should be protected from the force of habit and stabilized. Conclusion: From "new" to "old" in a positive sense of the known, familiar and functional (Managing Organizational Change, 2007).Expansion of the phases of the change process

The three phases according to Lewin (unfreezing, moving ...
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