Human Behavior in Organizations Understanding Human Behavior Term Paper

Download this Term Paper in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from Term Paper:

Human Behavior in Organizations

Understanding human behavior is critical in organizations

The existence of an organization does depend on the employees; therefore, it is important to understand human behavior. Understanding human behavior will make it easy to work in an organization composed of employees with different personality, attitudes, values, perception, motives, and abilities. Managers should understand behavior because they work with people; interact with them in terms of communication, and in terms of work. Managers should understand the likelihood of individual differences arising among the employees. When a manager notes a difference, the next thing to do is learning the source of the difference. By so doing, the manager will leverage the difference effectively because the complexity is understood; therefore, managers may understand why people behave differently. This case is evident in organizations with a diverse workforce; therefore, managers should recognize the cultural differences that may exist (Brett, Behfar and Kern, 2006).

Behavior is unpredictable and managers cannot perform satisfactorily without understanding the people around him or her. Employees behave differently in their workplaces and the organizations may require understanding their individual differences. Instead of managers wasting time in judging the differences between individuals, job tasks, they should understand the factors in the organization that may influence their behaviors. In addition, managers being in power, have the ability to influence their employee's behavior as a mode of exercising their power. Organization design, training, and development have significant influence on the behavior of a diverse workforce because behavior is modifiable. Managers should choose the most appropriate strategies when it comes to multicultural organizations by avoiding single-culture-based strategies (Brett, Behfar and Kern, 2006).

Q.1 Benefits of self-evaluation as it relates to leaders today

Comprehending human behavior is vital to managers at all levels in any organization. For instance, individual managers can benefit when conducting self-assessments. When managers are self-aware and comprehend their behavior, they will adjust accordingly to work better with other employees. In addition, self-awareness allows improvement and recognition of strengths and weaknesses in order to maximize their leadership potential. Organizational behavior provides knowledge about individuals, groups, and the influence of structure on behavior in effective organizational leadership. In order for organizations to achieve their major goals of effective leadership, it is important to evaluate the working conditions of their employees as a crucial step to deal with challenges (Brett, Behfar and Kern, 2006).

There are several ways in which a manager can help improve organization leadership, and one of the ways is through self-evaluation. Managers conducting self-evaluation and analyze many of their features and their professional performance oversome time. For example, managers can assess their goals/targets, competencies, and their behaviors. In so doing, it encourages managers and in the process recognizes the areas where they need to improve. On top of that, grading oneself based on these different aspects will help managers determine where they stand and how smoothly they fit into a criterion.

Good leaders put a lot of effort into their work because they must show dedication and how much investment they are putting into their jobs. For example, leaders have the ability to determine how much they are putting into their jobs and if one realize they are not giving their best they know that they are lacking and need to enhance what they do. Leadership calls for exceptional comprehension and effective communication in the organization especially with the subordinate staff (Brett, Behfar and Kern, 2006).

Self-evaluation tests reveal the ability of a manager to get a message across effectively and indicate whether the manager is vague in his orders. Managers also need to take care of other people's requirements, and ensure the provision of all the information needed to execute activities along with effective supervision, to ensure completion of the task. When a leader understands their workers and subsequently cooperates with them, it leads to the creation of a good working environment. The workers develop a favorable perspective towards their managers, and this contributes to effective organizational leadership. In addition, this relationship will also lead to teamwork (Brett, Behfar and Kern, 2006).

When seeking independent assistance, the leaders can work on their weaknesses by utilizing the coaches' skills to further advance or improve their leadership and…[continue]

Cite This Term Paper:

"Human Behavior In Organizations Understanding Human Behavior" (2013, August 08) Retrieved December 7, 2016, from

"Human Behavior In Organizations Understanding Human Behavior" 08 August 2013. Web.7 December. 2016. <>

"Human Behavior In Organizations Understanding Human Behavior", 08 August 2013, Accessed.7 December. 2016,

Other Documents Pertaining To This Topic

  • Organization Behavior Strategic Management of Human Resources

    Organization Behavior Strategic Management of Human Resources This paper acquaints the reader with the Human Resource Management at the largest fast food brand in the World -- McDonald's. It describes the core HRM practices which are currently in use at the company and discusses them in the light of modern International HR Management practices. The paper also contains recommendations on how McDonald's can improve its HR practices. MCDONALDS: INTRODUCTION McDonald's is the World's largest

  • Human Resource Management Employee Performance Human

    Human Resource Management -- Employee Performance Human resource management (HRM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; Robbins & Judge, 2009). Today, formal approaches, practices, and procedures dominate employee recruiting, hiring, training, supervision, appraisal, and advancement and only the smallest organizations still perform those functions in the informal ad-hoc manner that used to be common throughout

  • Human Resources as Critical Investments in an

    Human Resources as Critical Investments IN AN ORGANIZATION'S FUTURE The purpose of this paper is to explore whether or not the human resources (HR) within an organization should be used as critical investments. To support this exploration, the terms "human capital," "human assets" and "intellectual capital" will be discussed, on the merits of each specific term as well as in relation to one another. Finally a conclusion will be drawn that determines

  • Organizational Success Performance Management and Motivation and

    Organizational Success, Performance Management and Motivation and the Relationship between Performance Management and Reward A landmark in the successes of an organization is to fulfill the incessant changing needs of organization and workers; grave responsibility falls on top management to develop strong associations between them. Organizations expect workers to follow the rules and regulations, work according to the principles set for them; the workers expect good working conditions, fair pay,

  • Counterproductive and Productive Behavior in Organization Productive...

    Counterproductive and Productive Behavior in Organization Productive and Counterproductive Behaviors Paper In today's organizations, employees are meant to work effectively by utilizing the resource available in an organization efficiently in order to attain optimum productivity of labor. It is expected by the management that the employees should exhibit productive behaviors in essence contributing towards and organization's goal of optimality and objective targeting (Nathan & Gary, 2010). It appreciated that, absence of productive

  • Strategic Human Resource Management Shrm Strategic Human

    Strategic Human Resource Management (SHRM) Strategic human resource management is a discipline of managerial ethics that deals with the alignment of inventive human functions to the objectivity of a business. It is the core of organizational achievement through a well-organized business structural culture. There exists a conceptual relationship between SHRM practices, tools of managing capital and in the performance of firm resources. The arbitration of the role of an organizational culture

  • Organizational Cultures Annotated Bibliography and Summary Annotated...

    Organizational Cultures: Annotated Bibliography and Summary Annotated Bibliography Aronson, Z. And Patanakul, P. 2012. "Managing a group of multiple projects: do culture and leader's competencies matter?" Journal of the Knowledge Economy, 3(2): pp. Web. Retrieved from: LexisNexis Database. [Accessed on 21 May This article focuses significantly on how team culture within an organization is a pivotal factor that contributes to a team being able to successfully complete a project. A focus is made on

Read Full Term Paper
Copyright 2016 . All Rights Reserved