Behavioral Aesthetics in Organization.

 Organizational Behavior...

Organizational behavior is the study of how people behave in organizational settings. Its principles are applied with the goal of making organizations and the people in them work more effectively together. Organizational behavior research can focus on individual behavior within the organization, how groups work together, how the organization itself behaves, and how all of these are interconnected and impact each other.

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➢ Organizational behavior is a subset of management activities concerned with understanding, predicting and influencing individual behavior in organizational setting.” Callahan, Fleenor and Kudson. 

➢ “Organizational behavior is a branch of the Social Sciences that seeks to build theories that can be applied” to predicting, understanding and controlling behavior in work organizations.”—Raman J. Aldag. 

➢ “Organizational behavior is the study and application of knowledge about how people act within an organization. It is a human tool for human benefit. It applies broadly to the behavior of people in all types of organization.”— Newstrom and Davis. 

➢ “Organizational behavior is directly concerned with the understanding, production and control of human behavior in organizations.”—Fred Luthans. 

➢ “Organizational behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within the organizations for the purpose of applying such knowledge toward improving an organization’s effectiveness.”—Stephens P. Robbins. 

Though the origin to the study of Organizational Behavior can trace its roots back to Max Weber and earlier organizational studies, it is generally considered to have begun as an academic discipline with the advent of scientific management in the 1890's, with Taylorism representing the peak of the movement. Thus, it was Fredrick Winslow Taylor who introduced the systematic use of goal setting and rewards to motivate employees that could be considered as the starting of the academic discipline of Organizational Behavior.

Organizational behavior rests in understanding how individuals, groups, and organizational structures interact and affect one another. Organizational studies examine communication patterns between individuals and groups, as well as the structure and culture of organizations. A detailed look at workplace behavior, business culture, and organizational practices generates greater insights about communication patterns and conflicts. Such findings sometimes spark solution-oriented policies and organizational change, causing leaders to implement rewards systems, new communication methods, or innovative management approaches. 

Studying the ways that individuals and groups interact is often critical for explaining challenges within an organization. Due to fear of change, employees may be reluctant to embrace a new piece of technology, thereby interfering with an organization advancement effort. The importance of organizational behavior in such a situation is highlighted by an effort to understand and effectively manage fear of change across the organization. In this case, fine tuning of leadership strategies may be necessary for the organization to meet and exceed its goals. As a solution, managers might hold one-on-one meetings with employees, establish incentives, and/or implement training sessions to help employees adapt to new systems. Communications challenges may arise due to rapid organizational expansion, causing weekly meetings around a conference room table to be replaced by written correspondence and quarterly conferences. Disagreements between sales and technical teams may create obstacles in product development or jeopardize client satisfaction. Acknowledging the importance of organizational behavior in such situations often causes effective leaders to make a concerted effort to improve communication methods and processes. Mandatory weekly phone check-ins, in-person meetings, and Web conferencing tools may be implemented to increase the frequency and quality of communications between individuals, groups, and organizational partners. 

When leaders are tuned in to the importance of organizational behavior, they may invite organizational coaches to analyze difficult dynamics and deliver seminars. If members of the organization are displaying low morale, for example, an investigation into the individuals’ characteristics, interests, and values may lend important insights. New methods and processes may arise from pinpointing the specific goals and activities that motivate individuals and groups. It may be determined, for example, that employees feel disconnected from the organization overall vision and goals, disagree with the company direction, or feel ignored or unappreciated. Instituting recognition awards, performance-based bonuses, and team-building activities may boost employee morale.

    N.K. Sanduwan Nanayakkara