As with most sciences, there exists a basis in which it is developed. As in Organizational Behavior it is “the study of the structure and functioning of organizations and the behavior of groups and individuals within them” and “drawing primarily on the disciplines of sociology and psychology” (Warner, 1994), that present it as a science that has strong ties to other disciplines. The history of Organizational Behavior (OB) can be traced back to the Scientific Management approaches from the Industrial Revolution as early as the late 1800’s with the work of Frederic Winslow Taylor (1856-1915) (Wertheim). It is in this case, behavioral disciplines that have shaped Organizational Behavior into a distinguishable discipline. Of the options as it relates to Organizational Behavior, four sciences have been identified as having significant impact in OB’s development. They are psychology, social psychology, sociology, and anthropology. Within each major category there exist individual contribution dimensions that carry with it a unit of analysis affecting the individual, group, and organizational system. Each of following dimensions has been assigned to an individual behavioral science (Robbins, Judge, 2007), as follows: Psychology: As defined, “psychology is the science that seeks to measure, explain, and sometimes change the behavior of human and other animals” (Robbins, Judge, 2007). Through Organizational Behavior’s beginnings the science of psychology had with it particular impact. Scientists saw particular significance to psychology’s contribution through various contributions that helped form the study of Organizational Behavior. Learning: This are of contribution became a significant element to Organizational Behavior studies when scientists attempted to identify how people would learn new skills within the workplace and how different learning styles would have to address for employees. Motivation: In order to optimize the performance of members within any organization it is necessary to understand the individual characteristics of such members and by attempting to fulfill their individual’s needs creates a pattern in which to bring out the best in their efforts.
Personality: Psychology’s research in personality contributes to OB ability to assess individual attitudes and tie them to an organization or workgroup. This can certainly be a key to identifying elements related to motivation and other interpersonal dynamics.
Emotions: Certainly an interrelationship between a person’s personality and motivation include one’s emotions and the facets in which it is carried upon at work. Much discussion related to the concept of emotions and employee effectiveness in which members are aware of the tendencies and awareness of emotion has brought attention to this contribution to OB’s ongoing development.
Perception: As one learned to adapt and find a place within the organization their perception of what exists around them becomes clear. How a member responds to the organization and its members are key to determination their attitudes and tendencies.
Training: Since most organizations are compromised of individuals with various background and perspectives, how an organization introduces the procedures, policies, and rule becomes a challenge. Psychology’s contribution of training to the study of OB permits organizations see how individuals respond to training and how it can best serve the organization.
Leadership effectiveness: It is a long held belief that the modern organization is more complex than ever before. The modern leader must take into account more attributes and motivational elements. Psychology has provided multiple means of measuring leadership and developing statistical models of attributes and behaviors that make up an effective leader.
Job satisfaction: Certain key metrics relating to an organization’s effectiveness include job satisfaction of its members. How an organization provides...
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