Beruflich Dokumente
Kultur Dokumente
Introduction
Organizations are social systems. They are ever changing dynamic settings with respect to
which employees constantly need to adapt in order to perform well. Organization behavior
refers to the characteristic ways individuals function in a formal setting like a workplace. It
way. The study of organization behavior helps a human resource professional understand
employee behavior which can be used to modulate ways to promote employee behavior in
favor of the company. Organization behavior also gives us an insight into what personal goals
employees are working towards. It helps gain better understanding of individual differences
individual behavior in organizational setting.” Thus, organizational behavior is the study and
application of knowledge about how people, individuals, and groups act in organizations. It
interprets people-organization relationships in terms of the whole person, whole group, whole
In today’s ever-changing world, all organizations are dynamic in nature. They must work
according to the needs and demands of the society. Thus, it is crucial for employees to
constantly evolve and strive to suit the needs of the organization. Organizational behavior has
of numerous factors that have come into play as a result of fast-growing world and the
extensive spread of technology. The key elements of an organization are – people, structure,
technology & environment. Groups of people is what makes an organization. People work by
2
collaborating with each other and technology helps enhance their efficiency and
communication. The formal communications that take place amongst these groups make up
Technology:
According to a survey by The Society for Human Resource Management (SHRM, 2002)
technology is one the two primary drivers of change in the 21st century. So, it is natural to
infer that the type of technology used in an organization has significant influence on working
Adapting to new technology and learning to operate and function it is a challenge for all
employees. There has been a shift from manual form of work to digital form of work.
Technology has promoted individualistic nature of work and has affected group dynamics.
Opportunities for interpersonal communication have been reduced which affects employee-
employee relationships.
makes it possible to accelerate time required to perform tasks. Thus, the managers need to
3
ensure that employees are equipped well to be able to make full use to technology. Use of
technology for training can be less engaging and monotonous. So, training and development
programs must be planned keeping in mind the employee competencies and requirements of
the organization.
Talent Management:
According to the survey by The Society for Human Resource and Management, the second
primary drivers of change in the 21st century is talent management. Successful organizations
are ultimately built upon the foundation of successful employees. Talent management is
required in order to keep the creative spark alive and enhance the productivity of each
employee.
Work in organizations has become increasingly demanding and deadline oriented. The
monotony kills interest and creativity which robs the employees of their inbuilt talent. It has
thus become important to retain and maintain employees’ mental well being to ensure their
superior performance.
In order for each member to give fruitful inputs to enhance the performance of the group,
It has visibly become hard for organizations to retain employees and get the best out of them
because of work pressure. Thus, talent management is crucial to avoid burn outs and brain
drain of employees.
Changes in Economy:
4
Manufacturing economy’s focus was upon conversion of raw materials to finished good that
meet the demands of consumers. A service-based economy is one in which there takes place
The employees need to become proficient in human interaction and develop communication
skills. Persuasion and negotiation are must for employees dealing directly with customers.
The organizations need to become open to innovation, autonomy and creativity in order to
enhance employee turn out. Training and development to deal with customers is required to
be impaired. And they need to shift towards employee retention and meeting the varied needs
of their clients.
Globalization:
language and culture of employees and variations in social, political and legal systems. With
the rising number of multinational corporations across the globe, many organizations are
using workforce of different nations which force managers to work in diverse cultural
environments.
In order to accommodate their background learning across different cultures, employees face
challenge of diversity. They are under-represented and many a times their needs are
inclusiveness which in turn affects group cohesiveness. In-groups and out-groups are formed
and there are dangers of discriminations and stereotypes to creep in. This hinders
Cross-cultural research indicated that individuals’ cultural values shape their reward
preferences and reactions to negative feedback (Glefand et al.,2007; Joshi & Martocchio,
2008). Individuals who valued individualism preferred reward allocation based on equity
whereas those who preferred collectivism preferred allocation based on equality. In addition
to this, individuals who preferred collectivism were more likely to accept negative feedback
than those who emphasized individualism. This poses a great challenge to managers as what
would motivate one employee may not be valid for another. Thus, managers need to work on
differences among people with respect to caste, religion, gender, race, etc. Workforce
and promoting inclusiveness. Management of diversity is crucial to avoid loss of time and
behaviors can be barriers to organizational diversity because they harm working relationships
Individual differences are a major cause of inter-group conflicts. They cause intergroup
biases and wrong perceptions. Intergroup conflicts lead to deviations in achieving goals and
affect’s group’s performance negatively. Thus, understanding amongst group members can
discrimination, which should never be used by the management for hiring, retention and/or
Group Norms:
Norms may be understood as unsaid unwritten rules pertaining to code of conduct acceptable
to a set of people. Group norms refer to such rules that are expected to be followed by all
members belonging to a group. Norms are the components of groups that hold the members
According to researchers, individuals behave in a very different way in groups than they
normally would alone. Norms are often perceived as social pressures. If any member does not
conform to these norms, he/she may face rejection or differential treatment by other members
of the group. Thus, deviation from norms is not desirable which compels individuals to
Considering the norms and hierarchy in groups, members are categorized into three levels.
The lower level members are those who observe the rules only within the groups. They do so
only not to be removed from the group. The middle level members observe the rules of the
group even when they are alone in order to secure their places in the group. The upper level
group members are tied to the rules only in the beginning and are often seen to be misusing
Kivlighan Jr. and Cole examined the relationship between absenteeism and commitment in
terms of group norms. It was observed that employees who were more committed to the
group were more influenced by the group’s absences norms as compared to those who were
less committed to the group. Thus, commitment and compliance in groups have a positive
Emergence of E-Organization:
Majority of work is now done digitally. E-commerce refers to business operations that
involve electronic mode of transactions. It includes sale and purchase or products online and
marketing and selling of goods and services. E-business includes developing techniques to
organizations undertake both e-commerce and e-business work to expand the horizons of
their companies.
Implications on Individuals.
need special virtual leaders, skilled people to build and operate websites and intranet, and
8
Running administrative tasks. Thus, skill is a necessary prerequisite for such businesses.
Companies use e-businesses to grow and spread their influence. The managers need to have
knowledge of how the systems work in order to be able to mange the workforce. The
employees must acquire specific skills in order to learn new technology and overcome
Ethical Behavior:
Company complexities are forcing the employees to face ethical dilemmas where they are
required to define right and wrong conduct in order to complete their assigned activities.
successful executives who use insider information for personal financial gain, employees in
Managers need to evolve a realistic ethical code of conduct to help them resolve and mediate
ethical dilemmas. Organizing workshops, training programs, etc will help in creating a
serious atmosphere to help employees take the codes and ethics seriously. They must also try
to clear out any doubts or misconceptions regarding ethics to prevent confusion among
employees.
Stimulating innovation and change has become a hurdle for organizations because of stress
that employees have to undergo. It is difficult to push employees out of their comfort zones.
Change can bring about improvement and innovation helps in evolution which is necessary
Managers are facing problems with stimulation creativity amongst the employees. They need
to come up with unique ideas to foster creative thinking amongst the employees.
Conclusion
to conduct themselves in an organization. It has an impact on both the individual and the
organization. It is crucial for the organizations to foster and encourage positive organizational
behavior to promote the interests of the organization. The two primary challenges of
dynamics also play a major role in influencing individual behavior. Group adherence and
cohesiveness are inter related and can have a positive or negative effect on the working of an
References
Green, K., López, M., Wysocki, A., Kepner, K., Farnsworth, D. and Clark, J. (2015).
Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools.
[online] http://edis.ifas.ufl.edu.
Stone, D. and Deadrick, D. (2015). challenges and opportunities affecting the furtre of human
https://www.sciencedirect.com/science/article/abs/pii/S1053482215000042?via%3Di
10
https://www.sciencedirect.com/science/article/abs/pii/S1053482215000042?via%3Di
hub
www.iosrjournals.org.