Organizational Behavior: a discipline for discovery Essay

Ask a four-in-hand of 35, 25 or even 15 years ago what their Organizations behavioral patterns were or how their employees felt slightly certain issues and you would probably be met with hollow st atomic number 18s. organisational Behavior (OB) was not a part of the business world in those days. The idea that a manager extremity only deal with the technical skills of its employees while disregarding their own audition skills, communication skills and interaction skills was the common fashion of thought. A recent study on employee burnout by Northwestern National spiritedness Insurance shows that at least champion out of every four employees views their channel as the biggest examineor in their lives (Work, stress and health conference, 1999).Clearly it is time to reevaluate our mentation on the business c erstpts of the outgoing and direction our attention on our administration with a more humanistic approach. What instituteed in the other(prenominal) is not necessar ily going to prevail like a shot. As the world changes so excessively does our environment change. We withdraw to change with it or be left behind. organisational Behavior is ace of those vehicles being partd for change. The prehistoric 10-15 years has shown an increase in Organizational Behavior studies. OB has become an definitive tool for businesses striving to meet the ask of its employees while understanding the impact of the man-to-man on an make-ups behavior. reportThe generational gap between tidy sum is app arnt. The determine, thoughts and dreams of our parents are probably much opposite than ours of today just like their esteems were differed from your grandparents. The attitudes and beliefs of a generation are a big part of the make-up of a persons personality and transaction ethic. Stephen P. Robbins notes in his text that the previous 3 generations, while similar in some(prenominal) respects, held distinct differences in their apprizes (p.130-2). Or ganizational behavior is a by increase of the times. The workers sufficient to their organization and grew with it (1940s and 50s). As time went on a tip towards quality of life, non-conforming, autonomy and loyalty to ones own grades became usual (1960s and 70s). Another falling out occurred in the mid 70s.The value systemmoved towards ambition, loyalty to career, hardworking, and the extensiveing for success and achievement. This period lasted till some the mid 80s when another(prenominal) shift moved us towards the value system commonly held today of flexibility, value to relationships, swear for leisure time and boilersuit military control satisfaction. Robbins classified these four stages as follows Protestant work ethic, Existential, Pragmatic, and Generation X (p.131). We bottomland see that what worked in the 50s in terms of how an organization operated is probably not going to be as effective in todays organizations. Whether its the Protestant work ethic of the 1 940s and 50s or its Generation X of today, the picture should be clear. We need to recognize what our workers value, how they feel and change with them so as to keep our organization on the clipping edge of productivity and profitability.ResearchIn order to highlight the need for OB studies we need to know what OB gives us, how it associates to our employees and what that boilers suit impact is on the organization. OB is a field of study that investigates the impacts that individuals, groups, and structure start on behavior within organizations for the calculate of applying such knowledge towards improving an organizations effectiveness (Robbins, 2001, p.16). Simply put, OB allows us the chance to contain what individuals are thinking, how their though processes work, what motivates them to do certain things, and how their choices relate to an organization. What do workers require? What are their concerns? The answers are not evermore the same and the methods of uncovering are varied as well but some key responses that be to be constantly mentioned are job security, a balanced work and family life, and a competitive salary (Cohen, 2002, para.5).Another survey, from Watson Wyatt Worldwide, showed that employees listed the desire for trust in their senior leadership as their number one want when considering what would make them committed to their employers (Johnson, 2001, para.10). Almost one-half (45%) of the 7500 people in that survey say they were not committed to their employers. Another interest note from one professional is that managers too often try to manage the stress in employees lives rather than trying to rescind it (Johnson, 2001, para.11). Why should we be concerned with these surveys and studies? instead simply,because other companies are using this education and if we dont we entrust in conclusion be left behind.Scott Gellar, a psychologist, observe a list of companies/organizations that are place considerable time, money an d manpower into addressing the abundant cultural issues of their organizations. Fortunes century Best Companies to work for in the States summit meetingped the list of those being proactive (Johnson, 2001, para.19). In 1984 only one of the tweet 100 companies offered onsite daycare. In 2000, 24 offered it. more than than 50 offered onsite university courses and more than 90 offered tutorship reimbursement (Johnson, 2001, para.21). The signs are there. We just need to be watching for them and always keeping abreast of the situation.DiscussionSo now that we suffer some ideas about what OB studies can provide for us the next read/write head is why do we NEED to investigate it further? Is it of that vital importance that we should diverge the way we put one over been doing things for so long? Procedures drop worked in the past why wont they work in the future? I think it is primal to say that just because something has worked in the past does not guarantee you success in the future. As the research above shows, the top companies are adapting and doing what it takes to gain an edge. It is working for them. You may stay in business doing what you have always done, you may even have a modicum of success, but wouldnt it be nice to be able to shoot for the most out of your business? permit your business maximize its potential.ConclusionIt was once said that a good familiarity researches what it is selling and is always learning. Why should we contend our employees any differently than we do our product or our target consumers? Employees tell us what we need to know. We just need to hark and be able to interpret the results. We need to become proactive and not responsive in the future. The study of OB is vehicle we can use to interpret what we learn from individuals. The method is there. Why not use it to instigate change in our organizations? The results of our studies get out become more and more expedient as time goes on. Weare always changing, le arning and adapting to different situations. OB will allow our organizations to change right along with the people that make it up.Works CitedCohen, A. (2002). great deal says workers want balance. Sales and Marketing Management, 154(9), 13. Retrieved declination 9, 2002 from EBSC Ohost database.Johnson, D. (2001). Climate control. Industrial Safety and hygienics News, 35(9), 1-4. Retrieved December 9, 2002 from EBSC Ohost database.Robbins, S.P. (2001). Organizational behavior (Custom electronic text, University of Phoenix). Boston Pearson Custom Publishing.