Organizational behavior: characteristics of this field of study

Human behavior has been studied from many angles, and one of them concerns organizations.

In this article we will find out what is the concept of organizational behavior, The different disciplines involved in this study, what are their functions and the different approaches that exist in this regard.

    What is organizational behavior?

    Organizational behavior is the systematic study of the behavior of people in the context of organizations, And can establish three levels of study depending on the point of view we take. The most specific would be the micro level and would focus on the behavior of the individual within the company or administration. The second would be the meso level, which would refer to the management of a work team. Finally, there would be the macro level, which would study the behavior of the organization as a whole.

    The purpose of studying the behavior of people within organizations is to acquire valuable information that allows us to make changes in order to improve the efficiency of all organizational processes. This science arises in contrast to decisions based on intuitionAnd is human behavior likely to be studied and, therefore, predictions can be made with a high percentage of accuracy, based on the data that organizational behavior provides us.

    In addition to the level system that we mentioned at the beginning, we can also make a distinction between the studies of this discipline according to the position in the concrete-abstract axis that we find. In this sense, we would have a maximum level of concretion, compared to the behavior that we can observe and measure. Second, we would have the attitudes, which give us clues to be able to predict the ways to act. And finally there would be the values, more difficult to measure but just as important.

    related disciplines

    Organizational behavior is a field of study that draws directly from very diverse branches of knowledge. Let’s get to know some of the most important.

    1. Psychology

    Obviously, in the case of a study of human behavior, psychology is the science that has the most to say in this regard, so it is the number one source of knowledge on this list. The first studies in this regard focused on a better understanding of the effects of working conditions on factors such as physical or mental fatigue of workers. Over time, they have widened their range and today it is a question of knowing and quantifying all the variables. it’s in the workplace and seeing its effects on people.

    Therefore, studying organizational behavior is assessed from personality, skills, satisfaction, command skills, on-site performance, personnel selection processes, stress generated, worker needs and many other variables. Psychology (and in particular the branch of social psychology) is, of course, an invaluable source of in-depth knowledge of the organizational behavior developed in a company.

    2. Sociology

    As with psychology, sociology is essential to nourish our information on organizational behavior, and it is that it is a science which is also responsible for investigating the behaviors of human groups and their evolution, which serves to develop predictive models that can be extrapolated to the organization. In this way, we can anticipate and create the most optimal work teams.

    Likewise, sociology will allow us to work to make group structure, dynamics and communication as effective as possible. as well provides extensive information on conflict situations in formal human groups and the most effective ways to find the best solution in the face of organization, another compelling reason to consider this science.

    3. Anthropology

    Anthropology is also a means of obtaining a complex database on the development of human societies throughout history and how they have been grouped and linked. Added to the other disciplines that we have seen, it will give us clues to better understand organizational behaviors and anticipate situations of a very varied nature, which have already taken place in other contexts and will therefore allow us to make very useful analogies for assess our current state.

    4. Communication sciences

    Of course, communication science is another field of study that we cannot forget because communication between people itself is what constitutes a large part of organizational behavior, And if we want it to be the right one to achieve our goals, of course we need to have a reliable and standardized source on which to extract the most effective communication models of this human group that is the company.

    5. Administration

    Management is inherent in organizations, it is therefore necessary to know its peculiarities in order to be able to manage all the company’s resources, whether material, human and of course financial, in search of maximum coordination between them all and the various departments. This whole process is essential for a better understanding of organizational behaviorHence the importance of the science of administration in this list.

      6. Political science

      If it seems a priori that political science has little place in an organizational environment, nothing could be further from the truth. And does this field of study it is essential to be able to anticipate problems related to hierarchical distribution in the company, Interests which distort the conduct of the business of individuals and other casuistics very important for a total knowledge of organizational behavior.

      different models

      As in other areas, in organizational behavior different models have been developed as the industry has evolved and the way in which work relationships are understood to be understood. Below, we’ll take a quick look at the most important of them.

      1. Support model

      In this model of organizational behavior, the group leader is responsible for creating a working environment in which all members are motivated because they know they have their support to achieve goals and resolve issues that may arise during project development. Therefore, the leader would mark the way forward and be a constant support for the whole team. It is a typical model of companies in the developed world.

      2. College model

      The college model is similar to the one above, however it delves into the feeling of the team and how each member is vital to achieving the goal that they all have in common, and must therefore support each other, because they share interests that they cannot reach if they do not row in the same direction. This model of organizational behavior appeared in research environments, although it was subsequently extrapolated to other contexts.

      3. System model

      The system model, or systemic seeks to segment organizational behavior into its simplest parts, in order to study the sequences that occur, The relationships between the different components and the most effective way to structure this set of behaviors to make the processes of the organization the most suited to the interests we have. This is a very in-depth analytical model that requires careful study, but the benefits can be very significant if applied correctly.

      4. Autocratic model

      The autocratic model is outdated today, as it has evolved tremendously in terms of work, but it was nonetheless the predominant type of organizational behavior in the past. What this model says is that the Company leaders, that is, those in power, are able to demand that employees meet certain goals., And these must obey orders simply out of obedience to their authority.

      The boss is not a leader, and therefore is not part of the team, as we have seen in other models. Operators must respect the rules and comply with the requests of those in chargeWithout asking if these actions are the right ones or not to achieve the objectives set, because it is understood that their criterion is the right one and therefore what must be achieved.

      5. Guard model

      The last model of organizational behavior that completes this list is that of the guard, and is the antithesis of the autocratic. In fact, it presents itself as a contrast to this, since, logically, this working climate leads to the emergence of a generalized discontent among the workers, and therefore needs a change that puts an end to their frustration and gives more security in their professional placement.

      The objective of the custody model is therefore use a range of resources to gain a better perception of well-being among staff membersWho would see their needs covered and would feel listened to and valued within the organization. The problem with this model is that workers can become complacent and be less efficient than they could be.

      Bibliographical references:

      • Chiavenato, I .; González, EA (2017). Organizational behavior: the dynamics of success in organizations. Mc Graw Hill.
      • Dailey, R. (2012). Organizational behavior. United Kingdom: Edinburgh Business School.
      • Robbins, SP (2004). Organizational behavior. Pearson Education.

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