Globally, the most successful entrepreneurs find new ways or strategies that enhance performance by improving job satisfaction and workplace e experience. This is achieved by recognizing what motivates employees and how they interact, hence the rise of the organizational behavior concept. Organizational behavior refers to the analysis of how people interact in group settings. Typically, it is concerned with people’s emotions, thoughts, actions, and feelings in the work setting. The five central elements of organizational behavior are people, structure, social system, technology, and environment (Carol, 2022). Understanding these components and how they relate can help businesses achieve their long-term and short-term goals. Hence this paper will describe the benefits of embracing organizational behavior.
Firstly, organizational behavior enhances better communication protocols and channels. Different employees respond to other modes of communication and behave in a particular manner because of workplace structure and organizational values, culture, and beliefs (Carol, 2022). They tend to align with managers and teammates who prioritize their behavioral strengths; hence organizational behavior can help management establish an adequate staff and better communication. The method would help employees respond to the supportive or autocratic governance model better.
Secondly, organizational behavior builds a winning strategy. Majorly employees admire working in a company with an optimistic culture. They also want to interact with the management and employees to deliver the organizational objectives and goals. Therefore, establishing a winning strategy demands corporate leaders to implement a culture that fosters trust, honesty, teamwork, and collaboration (Stegaroiu et al., 2020). Despite that, organizational behavior helps the management understand people’s skills and abilities. Every person has specific skills and personal goals connected to professional purposes. Hence, it is easier to identify and track employees’ progress and fulfill their organizational needs with a well-designed organizational structure.
Furthermore, it acts as a conflict resolution strategy. Bold business lead3rs peck problems in a bud before developing a full-scale confrontation. Through organizational behavior, most conflicts within the employees or management can be resolved by identifying why and where the workers are having issues (Gagné, 2018). Behavioral features can aid in determining the cause of a problem and its consequences before the issue grows into a significant challenge. Also, the organizations have principles or codes of conduct that guide employees on what they should do hence regulating the work environment.
Similarly, a well-structured organizational structure enables managers to have practical decision-making skills. This implies that every team member is responsible and performs the assigned duties comfortably (Stegaroiu et al., 2020). They can work be dynamic, work independently, and take the initiative. Additionally, managers can swiftly delegate tasks according to the skills of employees and thus enhancing the smooth flow of skills.
Besides, it facilitates employee motivation and performance. Motivating workers by giving incentives and appreciating hard work are the fundamental pillars of organizational behavior. Motivation allows employees to see that they are considered and inspired; hence they channel their best efforts to deliver the goals and expectations (Gagné, 2018). When motivated, employees perceive that they are part of a more extensive culture they provide the desired goals.
To conclude, organizational behavior is an essential aspect of any company. Managers or stakeholders should realize that employees should not be mistreated. It is high time that managers recognize that employees are a fundamental part of success. Through organizational culture, managers can enhance performance, reduce conflicts, motivate employees and improves decision-making skills. Therefore, they should embrace an organizational behavior that would act as a culture that guides the relationship between employers and employees.
References
Gagné, M. (2018). From strategy to action: Transforming organizational goals into organizational behavior. International Journal of Management Reviews, 20, S83-S104. https://doi.org/10.1111/ijmr.12159
Carol, B. (2022). What is organizational behavior (OB)? Investopedia. https://www.investopedia.com/terms/o/organizational-behavior.asp#toc-what-is-organizational-behavior-ob
Stegaroiu, I., Radu, V., Simsek, H., & Tabirca, A. I. (2020). Impact of leadership team values and performance on organizational behavior. International Conference Globalization, Innovation and Development. Trends and Prospects (G.I.D.T.P.). https://doi.org/10.18662/lumproc/gidtp2018/27
