ORGANIZATIONAL BEHAVIOR TERMINOLOGY AND CONCEPTS

Organizational Behavior Terminology and Concepts Paper



Organizational Behavior Terminology and Concepts Paper

Introduction

Organizational behavior is "the study of human behavior in organizations. It is a multidisciplinary field devoted to understanding individual and group behavior, interpersonal processes, and organizational dynamics." (Schermerhorn, Hunt & Osborn, 2005, p. 3). If a person can understand organizational behavior and the interconnectedness between the workers, the company, the product, and the consumer then his or her company will be more successful. However, organizational behavior is a complicated mixture of concepts and as such has many parts that require their own interpretation. This paper discusses organizational behavior terminology and concepts in a concise and comprehensive way.

Organizational Culture and Behavior

One of those concepts is organizational culture. Organizational culture "is the shared beliefs and values that influence the behavior of organizational members." (Schermerhorn, Hunt & Osborn, 2005, p. 9) Organizational culture is essentially the environment of the workplace, and it depends on the behaviors, beliefs, and rules of the company and its workers as a whole. Any organization consists of more than one individual and each individual places his or her mark on that atmosphere. The environment in which any person works consists of a variety of people beliefs and behaviors. Depending on the type of people they are it can affect not only job satisfaction but also performance. Organizational culture is the key to a successful employee so long as it remains positive, supportive, and coincides with their individual beliefs. The company itself contributes to the overall culture of the organization but in a more flexible way. The company's goals, practices, and procedures all contribute to the culture of the organization. However, if the people within the organization are unhappy with them alterations can be made to make the situation more positive (Matteson & Ivancevich, 2004).

Diversity ...