Organization Behavior Summary

Topics: Organizational studies and human resource management, Organizational culture, Management Pages: 13 (4105 words) Published: February 28, 2013

Chapter 1
Organization Behavior Organization Behavior is defined as a field of study devoted to the understanding, explaining and ultimately improving attitudes and behaviors of individuals and groups in organizations. It is a field of study that has come up, and has basses’ in other fields of study such as economics, behavioral psychology, sociology, anthropology to name a few. OB (organization behavior) is a take on management from the perspective that employees are one of greater assets of any firm. It supports the understanding of employee behavior, moods, motivation to enable them to work better, and in the long run, becoming more productive towards the organization. OB helps organizations in setting up their management functions- Planning, Organizing, Controlling and Leading in more effective and efficient way possible. Due to the new culture and model of businesses they have become more diverse and harder to manage.

Chapter 2
Job Performance The value of the set of behaviors that contribute, either positively or negatively, to organizational goal accomplishment can be termed as job performance. Not always positive, people performing jobs when demotivated can have performance, which results in the negative productivity of the organization or the organization process for which they are responsible. Task performance on the other hand includes employee behaviors that are directly related to the change in resources to the goods and services that organizations produce. Types of Behaviors at the workplace Citizenship Behavior When one employee goes out of his way to help his colleagues or efforts that fall outside the purview of his job responsibilities. Example: An employee who in his free time teaches his colleagues more effective ways to make presentations. Counterproductive Behavior When an employee acts in manners that are disruptive or destructive towards the organizations goals and/or property. For example: When an employee coerces others into helping him move from his old apartment to his new one during office hours.

Chapter 3
Organizational Commitment Organizational Commitment is highly valuable. Studies have highlighted that commitment has a great impact on the successful performance of an organization. This is because a highly committed employee will identify with the goals and values of the organization, has a stronger desire to belong to the organization and is willing to display greater organizational citizenship behavior i.e., a willingness to go over and beyond their required job duties. And if human resources are said to be an organization‘s greatest

assets, then committed human resources should be regarded as an organization‘s competitive advantage. People are motivated by a complex set of factors that are interrelated, such as money, the need for affiliation or achievement and the desire for meaningful work. This view focuses on employees as potential talents and it is management’s responsibility to learn how best to attract and retain these resources. When employees are faced with negative work events, they may react in four ways • Exit Ending or restricting organizational membership and is a form of physical withdrawal • Voice A constructive response where individuals attempt to improve the situation • Loyalty A passive response where the employee remains supportive while hoping for improvement • Neglect Interest and effort in the job is reduced

Chapter 4
Job Satisfaction Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important. It is generally recognized in the organizational behavior field that job satisfaction is the most important and frequently studied attitude. The three...
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