This paper examines the core dimensions of organizational behavior, exploring how structural, cultural, and interpersonal factors shape the way organizations function. Topics covered include organizational culture and its relationship to employee satisfaction, the role of diversity in hiring and leadership, communication at inter- and intra-organizational levels, and how effectiveness is measured beyond profitability. The paper also addresses organizational learning — the capacity to adapt to economic, political, and social change — and concludes with a brief reflection on a real workplace that exemplifies these principles. Examples such as Southwest Airlines illustrate how culture, values, and policy translate into behavioral outcomes.
Like the individuals that comprise them, organizations exhibit certain behavioral and cultural traits. The study of organizational behavior therefore seeks to understand and apply key sociological and psychological concepts to organizations. The behavior of an organization depends on a number of factors, including the goals and aims of the organization as well as the personalities of its individual members and leaders. An organization's behavior also depends in large part on its position and role within the society or community.
Because organizations range from governmental to corporate to educational to philanthropic, organizational behavior can vary greatly. Moreover, organizational behavior differs depending on the overall cultural context and the diversity of its members. Organizational behavior can entail ethical issues as well as structural ones. For example, the manner in which an organization handles sexual harassment disputes is related to its overall organizational behavior, as is the manner in which management relates to labor staff.
Some organizations are strictly hierarchical, with a team of authoritarian leaders at the top presiding over middle and lower management teams, which in turn supervise laborers and staff. Other organizational models include caring organizations that focus on developing egalitarian interpersonal relationships among all employees to encourage a high level of company loyalty. Furthermore, an organization's mission has a huge impact on its behavior. An organization whose prime goal is the maximization of profit will behave far differently than one whose primary goal is to change federal environmental policies.
The culture of an organization depends on the unique character of its employees and members. A caring organization will promote a culture of kindness, support, and cooperation, whereas a hierarchical organization will promote a culture of obedience and discipline. An organization's culture is reflected in its values and mission statement and is also evident in the attitude and job satisfaction of its members. High turnover rates among employees may indicate that an organization needs to reconsider and revamp its culture.
Organizational culture also comprises a set of practices that characterizes the organization and distinguishes it from others. A company like Southwest Airlines, for instance, is known for its use of fun and games as part of company meetings, job training, and customer interactions. Fun and caring are key aspects of the Southwest organizational culture, which also promotes trust through its no-layoffs policy.
Diversity refers to an organization's dedication and ability to represent a wide range of human beings. Many organizations are homogenous, especially at upper-level management positions. A genuine commitment to diversity within an organization would be reflected in the presence of more women and minorities in leadership positions. Especially in diverse communities, organizations need to express diversity in their hiring practices, organizational culture, and organizational behavior. Furthermore, diversity does not only entail a multi-ethnic workforce; it also demands equal pay and equal rights for all members.
"Inter- and intra-organizational communication channels"
"Measuring organizational success beyond profit"
"Adapting to economic, cultural, and political change"
"Personal workplace example applying all concepts"
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