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An organization is a unit of people who work together in a structured manner with a limited managed resource in their quest to pursue collective goals and objectives. Each person in the organization is assigned a role to lay in the organization where authority originates from a figure head person in the organization. A behavior can be defined as a range of actions that is exhibited by humans in reaction to the environment they are living in. A human behavior can be a particular reaction to life experience he or she faces in life. The analysis of the organizational behavior focuses on how members behave around their workplace the culture of the organization and how managers ensure that every member agrees with the implemented culture. Organizational behavior generally shows how people conduct themselves within the organization set up. This study will focus on the showing the problems facing the organization in the report. This will include analyzing and connecting organizational behavior theories and concepts provided in the book[1].
Organizational behavior involves understanding that people are different in values and in diversity. This is because understanding OB tendencies enables an individual to understand other group members. It also creates self-awareness in terms of preferences personality and talents and awareness of others in terms of their style and attitude. The components of self include self-esteem self-concept and self-efficacy. The individual differences include those caused by hereditary and environmental factors. The combination of the two makes up a personality. Hereditary factors include gender physical and personal characteristics while environmental factors include cultural social and situational factors[2].
Problems facing the organization
Organizational behavior involves a field of study that shows how individuals perform their activities around the working environment. Managers should be in a position of reviewing these activities and checking misconducts in order to improve effectiveness. An organization being a social unit comprising various groups of people needs to have set goals in which every individual aim at achieving. It is therefore important to study the organizational behavior in order to realize the various challenges that face individuals at workplace. Some of these challenges are in levels such as the organizational level the group level and the individual level. The challenges facing the organizational level include productivity where low productivity affects every individual in the entire organization. The other challenge at the organizational level includes lack of effective employees. Global competition is also included at the organizational level and finally is the management strategies.
The challenges facing the group level include individuals who have problems while working with their colleagues. Minimizing this challenge is through encouraging interpersonal relationships within the organization. Workforce diversity also affects individuals as employees have various cultures and values thus would be difficult to adjust to the organizational culture and beliefs. The final level includes the individual level that includes those factors that would hinder an individual from effectively performing their duties. Some of these factors are lack of job satisfaction lack of individual empowerment and finally the individual ethical behaviors. The other way people understand personalities include dividing various traits such as social emotional adjustments and personal conception traits[3].
Bad attitude among employees is another challenge that organization. Bad attitude towards work causes the employee to have a bad perception about the work and task he is being given. He or she generally hates the work and will do anything to dis-associate him or her self from the work and the organization. If the attitude continues he or she will finally quit the job.
Other factors in an organization affecting performance include individual traits or the ability of an individual to perform a certain duty. The effort that one puts also matters and determines performance. This varies according to the motivation and incentive for example an organization may improve employees motivation through increase of salaries or other incentives. Less motivated workers tend to perform low average thus reducing organizational performance thus it is important for managers to consider motivational factors. The other factor includes inequality within the organization. This is where some workers may tend to be favored than others thus leading to unequal distribution of firms resources. Such factors affect performance as it leads to inferiority complex thus reduces the amount of effort put at work[4].
Environmental factors also affect the performance of an organization for instance in situations where an individual has no control. This would include the use of obsolete facilities or where the resources used are not of high quality especially in the automobile manufacturing it is importance to ensure that all the accessories are well assembled o avoid poor performances. Cooperation is necessary in all departments of an organization to ensure better performances. The other factor is the policies set up within the organization. The quality of leadership offered to individuals also affects their performance for instance the use of coercive style of leadership where workers are subjected to work under several pressures.
Organizational behavior concepts
In the process of analyzing the organization behavior it is also necessary to study the organizational culture and leadership. The employees attitudes brought about by the motivation they get within the organization build up the organizational culture. Leadership involves the impact of the organizational social structure showing how employees relate with one another around the working environment. Fredrick Taylor introduced four ways in which workers perform their roles effectively and efficiently. These ways are in terms of experiments. One of the experiments includes the illumination experiment that described the relationship between quality and quantity of work that would bring about effective productivity. The importance of this experiment is that it showed how employees output could be controlled by the quality of their work. The other experiment included interviewing programs whose aim was to reveal the employees attitudes towards their work. The experiment also enabled leaders to have determined where to supervise or change the working condition in order to improve the situation. This method involves carrying out interviews by choosing workers at random where every worker is to state the various working conditions that are unsatisfactory[5].
Other strategies improved through this method include the development of training programs especially to the leaders and supervisors for them to be aware of their behaviors and those of other workers. The third experiment that is necessary in analyzing the organizational behavior includes the bank wiring observation room. This is necessary to give more information about various social groups within the organization. This involves making an intensive study under several conditions. The result if this is that is enables managers to determine the informal groups around the working environment. The last experiment used is the relay test-room experiment. This shows how production output increases by giving employees more time to rest. This shows the relationship between the length of working hours and the productivity of the organization. The experiment however showed that the length of working did not affect the productivity by the morale of the individuals affected. The mental attitude of individuals has a continuous relationship with the output produced in an organization. The Hawthorne scientific experiments showed that individual are programmable creatures and that organizations should not focus much in improving the physical environment but use the scientific management principles that focus more on their employees attitudes towards work[6].
Solution to problems faced by organization
There are factors that improve organizational behavior. One is maintain espoused values that support investments in working facilities and values that facilitate creativity and innovation thus resulting to time based manufacturing. The second factor includes being supportive to employees and considering their decisions as this improves their morale and attitude towards work. The third factor shows that organizational behavior can be improved through coming up with global decisions that will secure a competitive advantage for the company globally. It is also important to work on the leadership skills where workers should be approached with dignity and not necessarily through a command and control approach.
The most predominant styles of leadership include emotional intelligence which comprises of the ability to work as a team and being effective. It also involves leading a change in the organization for example instilling a new culture in the firm ensures that every individual in the working environment is familiar with the new culture. Leaders should also give people time to adapt to the system. The authoritative style of leadership is common in organizations where leaders mobilize people towards achieving a common goal. The leader sets a good example to the rest by showing them the right direction to follow[7] .
To increase the organizational performance and effectiveness the board of directors should aim at changing various aspects in the organization. Employees need respect to enable them improve their efforts and feel as part of the firm and involved in the decision making process. Corporate culture also needs maintenance to improve flexibility and to avoid communication barriers efforts should focus on the flow of the information and not the quantity of the information. Free flow of information is necessary in every firm as it improves effectiveness thus improved performance. Other factors that managers should consider is to improve customer satisfaction as this improves market share thus enabling the firm to have a competitive advantage[8].

It is important to value the organizational culture as it links the past with the current thus enabling workers to work towards achieving certain goals that had not been achieved for a long time. The various kinds of beliefs in an organizational set up include belief on working with others making global decisions controlling management and belief on integrating with suppliers in order to ensure quality products are delivered. The relevancy of organizational theory improvement is through focusing on the impact it causes once implemented in a working environment. The effectiveness of changes in values and beliefs in an organization should be investigated as it lapses has been reported due to changes in culture. It is therefore necessary for managers to consider their workers before changing values beliefs and the culture of the organization. For organizations to be successive in their operations the human aspect in the organization should be well observed so as to make sure the employees are working according to plan. Job satisfaction always keeps the employee motivated and work according to plan. Thus organizations should observe the behavior of its employees who form a large part of its treasured human resource.
[1] Sharma R. S. (2010). The leader who had no title: a modern fable on real success in business and in life. New York: Free Press.
[2] Frazee B. (2004). Organizational behavior and the learning process. Chief Learning Officer
[3] Sharma R. S. (2010). The leader who had no title: a modern fable on real success in business and in life. New York: Free Press.
[4] John R. James G. & Richard N. (2010). Organizational Behavior. John Wiley & Sons Publishers.
[5] Goleman D. (2000). Leadership that gets results. Harvard Business Review
[6] Sharma R. S. (2010). The leader who had no title: a modern fable on real success in business and in life. New York: Free Press.
[7] Javidan M. & House R. J. (2001). Cultural acumen for the global manager: Lessons from project. Organizational Dynamics
[8] Sharma R. S. (2010). The leader who had no title: a modern fable on real success in business and in life. New York: Free Press.”