Effective Organizational Behaviors

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ACKNOWLEDGEMENT

I would like to thank my supervisors, friends and family, without their support this research study would not have been possible.

DECLARATION

I adjudge that the entire content of this dissertation is entirely my own work; the content used in this dissertation has not been submitted before in any educational institution and represents my own opinion.

Signed __________________ Date _________________

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

UNDERSTANDING ORGANIZATIONAL BEHAVIORS1

About organizational behavior1

Intuition3

Roots of Organizational Behaviors with approaches4

The rise of organizational behavior5

Management: the good verses the bad6

Contributing Disciplines to the Organizational Behavior Field7

Organization Theory8

Impact and threads of organizational behaviors13

Staff vs. consumers14

Internal vs. External (organization threads)19

Reality vs. Perception19

ORGANIZATIONAL BEHAVIORS SIGNIFICANCE20

Brand Management (research)20

The Changing Economy20

The Changing Workforce21

Layoffs22

Aging22

Diversity22

Gender24

Poor Mental Health24

Changes in Organizations and the way they are managed24

KEY TRENDS IMPACT BEHAVIOR MANAGEMENT28

Crossing the Millennium28

Increasing Work Force Diversity and Leveraging Opportunities30

Increasing Internationalization and Technological Sophistication34

Work and Family: Managing the Juggling Act40

REFERENCES42

Understanding Organizational Behaviors

About organizational behavior

According to Bennour, (2007), Organizational behavior refers to the study that identifies the effect that different individual, systems, and groups on the behavior of in the organization. This field synergizes the efforts of different disciplines like psychology, sociology, management, and communication (Bennis, 2002). It also takes assistance from the organizational theory.

In organizational environment different people behave differently. A man always has the freedom to choose forms of behavior and accept or reject existing behavior in the organization. It may or may not take the value of the organization, to share or not share its aims and philosophy (Knox, 1959). Depending on what combinations of these key components exist experts have formed four models of organizational behavior. The first model of organizational behavior: a loyal and disciplined member of the organization. This fully accepts all the organizational values ??and norms of behavior. In this case, a man tries to behave in a way that their actions will not be in conflict with the interests of the organization. He really tries to be disciplined, to play its role fully in accordance with accepted norms in the organization and form of behavior (Schmidt, 2007). Therefore, the results of such a man of action is largely dependent upon his personal capacity and capabilities, and how determined the content of his true role and function within the organization.

The second model organizational behavior: trimmer. A person does not accept the values ??of the organization, but is trying to behave completely by following the norms and behaviors to the organization (Whyte, 1987). Such a person could be described as opportunists. He does everything right and by the rules, but he cannot be regarded as a reliable member of the organization, as although he is a good employee and executive. Nevertheless, he always leave the organization or take actions that may be contrary to the interests of the organization, but consistent with it's their own interests. For example, a person can easily leave the firm, as elsewhere he is offered somewhat better conditions and without any compunction to sell corporate secrets to competitors (Tushman, 1978). Opportunists - the most common type of behavior among ...