Introduction
In the business sector, the concept of organizational behavior (OB) is a common philosophy that examines the interaction of workers within the company and how the process impacts the productivity of the given corporation. OB is particularly focused on improving job performance, encouraging the aspect of leadership, enhancing job satisfaction, and facilitating innovation in the firm. In order to effects the mentioned areas, there are several actions that must be undertaken to influence the outcome. Some of the recommended engagements are modifying compensation, altering evaluation criteria, and even reorganizing the teams. It is upon the organization’s professionals to ensure the facet of OB is implemented in the business environment. In most cases, the managers consider and assess the business culture and how it can impact the overall performance of the entity. In a business organization, effective OB allows the management to streamline efficiency, induce innovativeness and enhance productivity, making the respective firm remain proactive and competitive in the industry. Generally, the critical elements of OB are employees, structure, external environment, and technology. An OB is an essential framework for promoting understating within the organization.
Academic Review of OB
The concept of OB entails studying how the employees in a given organization act alone and when in groups. OB is a comprehensive philosophy that most researchers have covered to unveil its impact on business performance. The facet of OB is an essential determinant of whether an entity will manage to maintain its quality and professional achievements during its operations or it will fail. Furthermore, an array of scholarly sources describes the idea of OB as the general approach to examining people’s conduct, including reactions and interactions in groups. Therefore, the philosophy covers ways the international environment functions to enable the staff members to achieve the business objective.
An OB is considered a discipline of psychology, anthropology, sociology, and economic and political science. According to Borkowski and Meese (2020), an OB is an applied behavioral science that originated from the above-mentioned disciplines. The authors iterate that the concept is majorly concerned with comprehending people and the group dynamics within the business organization. Based on the arguments of Borkowski and Meese (2020), managers, through the aspect of OB, can easily predict the employees’ behavioral responses, thus making it easier to manage the possible outcome associated with such conduct. In addition, the authors stated that OB has three important goals. First, an OB is focused on explaining the reasons behind the behavior of individuals in the workplace. Second, the philosophy attempts to forecast the possible behavior of workers depending on external and internal factors. Lastly, the aspect of OB acts as a tool that organizational managers can use to manage the group and staff’s behaviors in order to accomplish the business objectives. By studying OB, the management team will have the ability to communicate effectively and influence and lead a diverse workforce efficiently.
The performance of business organizations in the industry is directly linked to the concept of OB. According to Wagner and Hollenbeck (2020), it is necessary for the companies’ managers to focus majorly on the existing individual differences within the workplace, especially when assigning duties, structuring work, forming teams, and even when promoting change. The approach will ensure that the organization has influential groups that can easily correlate and work harmoniously towards the set objective. When a firm has employees who embrace teamwork, it becomes easier for the workers to share various ideas, which can be used to enhance the productivity of the respective entity. Furthermore, by capitalizing on the differences between people, it becomes easier to formulate motivation criteria that suit each individual, thus facilitating their job performance. Therefore, it is important for leaders to manage and consider the aspects of OB in order to gain a competitive advantage in the industry (Wagner & Hollenbeck, 2020). Understanding the behavior of each team allows managers to predict their conduct and tame it when necessary before the company realizes the negative impact.
To improve the performance and commitment of employees in a workplace, it is necessary to comprehend the notion of motivation within the individuals and from their surroundings. Based on Paais and Pattiruhu (2020) work, organizational managers should direct the aspect of inspiration by forming an effective workplace climate that encompasses a work culture that enables staff members to feel part of the organization. The approach has the potential to make employees improve their effort and thus contribute effectively to productivity. Generally, workers have specific needs that they want to meet to remain proactive in the company. For instance, workers may seek rewards, recognition, and even promotion. When the factors are considered by the management, the entity will be able to assess and provide for the needs hence making the employees feel inspired and encouraged to work (Paais & Pattiruhu, 2020). However, failure to maintain such competence will demoralize the staff members, thus affecting their overall performance. Therefore, it is important for the company to examine and assess the respective desires of its workers to enhance job satisfaction.
Understanding the structural culture is vital in facilitating the engagement of employees in the workplace. Through assessing social behavior, managers can quickly evaluate the working ecosystem, thus allowing them to effectively comprehend possible changes in the employees’ attitudes (Wilson, 2018). According to the author, if the management has the ability to predetermine the behaviors of workers, managers will be able to influence the overall conduct portrayed by the workers (Wilson, 2018). The aspect further makes it easier for the organization to embrace the different values that each worker may project and hence formulate effective ways to harness the individual to fit the company’s environment.
In a business setting, managers are responsible for evaluating the morals of employees, drive, and the overall operational environment. The assessment is necessary to facilitate the ability of an entity to remain productive in the industry. Generally, the internal environment has a significant impact on workers, and thus it must be constantly re-evaluated to ensure the management detects changes that require immediate countermeasures. For instance, assuming the aspect of interaction and collaboration is becoming less active in the system, it will require managers to understand the appropriate procedure to influence the spirit back. The condition will force the management team to thoroughly analyze the status of the organization to enable them to depict alterations that might be bringing such significant change. Upon realizing the factors that contributed to the behavioral change, it becomes easier to design a necessary incentive to inspire the conduct. Understanding the nature of incentives is vital in enhancing workers’ commitment and dedication, hence facilitating their productivity. Therefore, it can be noted that motivation is an essential element that influences the power, path, and choice of an employee.
Similarly, an OB study provides the business organization with the opportunity to improve its innovativeness. When people from different backgrounds, including skills and knowledge, are incorporated together, it allows them to share crucial information that can easily result in a new idea. Managers that allow employees to contribute their ideas facilitate the acquisition of important information that can be fostered to better the productivity of the firm. Furthermore, some corporations have adopted the culture of reward to workers that developing a new concept that can promote the performance of the business. In addition, encouraging a culture of brainstorming and a conducive work environment has proven to be critical factors influencing creativity in a business organization. Therefore, cultivating an interactive working environment has the potential to enable a company to have unique and productive ideas necessary for improving the overall performance in the market.
The Christian World View of OB
The Christian worldview frequently discusses its underlying presupposition: the existence of a personal, wise, and all-knowing God. Christians learn that God communicates not via knowledge but rather through the spoken word (Sheep, 2021). Jesus Christ is essentially the living embodiment of what it means to be the word of God in this world. Therefore, Christians have their perception of the implications of OB in the workplace.
The agreement notion provides a unified framework for organizational conduct. Most often, the idea of hesed gives emotional significance to the action of the business. Emotion represents feelings such as servant leadership, mutual respect and care, teamwork, shared vision, logical thinking, client care, and social services. The best rationale is renowned for the firm’s self-awareness, where employees understand the main goals, restrictions, and plans of the organization and where staff can see how their work, as well as their departments, fits into all of that (Fischer, 2021). The organizational mutual accountability policy provides the core processes, which cover feelings like the resolution of violent conflict, participation in decision-making, encouragement, and active communication between management and employees in the corporation.
The concepts dealing with federalism give a picture of the well-being of companies and associations with notions such as no centralization, limitless companies, and organic structures. All the ideas are associated with one another, and this separation of covenantal policies into emotions, actions, and structure permits several overlaps. The objective for the company should be to make a self-sustaining, well-being ethics where workers have taken control of the organizational actions and goals and are operating together to achieve things done and care for one another (Fischer, 2021). Other illustrations of the covenantal policies in organizational characters are the ways at which covenantal scale is to use those ideas in a matrix with the standards of any company in terms of Personal, Group and Company combined with different organization notions.
Personal Characters
The close input of personal character makes up individual values. People exist in a postmodern world where belief, in reality, is linked to and created by groups of people. For instance, people are free to live by what works for them based on their emotions. In countries with individualized ethics like America, many find this approach particularly appealing. Such emotional issues will be detrimental to the company’s health; cultures, abilities, and individualism all impact how people behave personally. It is time to consider the various ways in which these factors influence people’s personalities. These outputs—emotions and feelings—are discussed sequentially, which leads to what people believe and forms the basis for their views. A person’s perceptions influence or feel intelligence, identify emotions, work satisfaction and performance, and decision-making abilities.
Motivation Theories of Workers
The analysis does not cast any doubt on the employees’ motivational theories. Nevertheless, it is essential to remember that, by an irrational measure, every idea of organizational motivation mentions the importance of constitutional motivation. According to the two-aspect theory, happiness and job satisfaction are not connected to external factors. According to “Maslow’s Hierarchy of Needs,” self-realization, which has nothing to do with monetary compensation or social acceptability but instead with gaining true purpose and fulfillment, is the ultimate motivator (Shaheen et al., 2021). Other beliefs contend that most workers must be motivated and search for opportunities to advance in their careers. Biblically speaking, individuals know that only some employees want to advance or can be trusted with more responsibility.
McClelland’s Theory of Need proposes that employees are motivated according to the three requirements: Need for strength, Achievement, or association. When this theory is viewed biblically perspective, people discovered that living for eternity, which is all about intrinsic motivation, can obtain all three of these. Taking care of others and illustrating the love of the creator is the best investment of one’s power because one pays for one that is eternal. God uplifts those who seek to do his will. On the company level, the covenantal character is also relevant in this situation (Shaheen et al., 2021, p. 336). They create an environment where workers are well taken care of, can obtain goals, and are respected.
Leadership
Generally, the aspect of management is thought of as the leaders. Leaders are responsible for creating a vision and inspiring and encouraging employees. The primary responsibility of management is to enforce the decisions made by the leadership team. Both management and leadership techniques are crucial for a successful business. Leaders must keep in mind to highlight intrinsic motivators at the corporate standard (Purnomo and Tung, n.d). This clarifies that extrinsic motivators, such as income or lack of worth, do not have the same long-term motivational impact as intrinsic motivators. As a result of this intense training, managers must now focus on validating, approving, and rewarding employees.
Intrinsically motivated workers will struggle with leaders and managers who do not understand the value of the human component of their roles and who concentrate only on getting things done. Finally, leaders need to agree on a fundamental, important goal (Purnomo and Tung, n.d). This is done to clarify the shared vision and remind everyone in the organization that they are all participating in the same action. This can create a lot of excitement and energy throughout the organization.
Unique Philosophy
Generally, in the workplace, employees may perceive work differently based on their personal needs. Therefore, what one worker may be contented with may not be what the other colleague desire. It is crucial for managers to formulate practical approaches to assessing the current situations of each worker to determine their present status and possible factors that might influence their behavior. Suppose the organizations opt to initiate programs that allow staff members to share their personal concerns. In that case, they will be in a position to manage critical issues that cannot easily be detected.
Emotional Intelligence Based on OB
In business organizations, it is necessary for managers to assess the emotional status of each worker. In other words, the leader must properly perceive employees’ feelings. By developing an accurate social insight, the manager will know workers’ attitudes, interests, and goals (Boyatzis, 2018). Through this view, it can be easier to address the underlying needs of the people and hence can influence their effectiveness. Furthermore, when staff members are working in a group, it is vital to understand the emotion of each person. This perspective will enable the management to respond to the unstated demands of each individual in a way that promotes the productivity of the whole team.
Social Intelligence
Generally, workplaces contain people from diverse backgrounds, working skills, and varied perceptions. Managers should have the ability to address such employees in a manner that does not provoke them. The notion of social intelligence is fundamental when it comes to facilitating effective communication within an organization. Business leaders should be able to use fluent verbal communication when dealing with staff members. The approach may make it easier for the manager to uncover the hidden behavior of respective employees based on their responses (Henderson et al., 2018). Furthermore, for the frontrunner to interact effectively with the groups, it is essential to understand the basic norms that guide the team. In addition, based on the concept of social intelligence, a leader should be able to understand how the emotions of employees work. By having the knowledge, it will be easier to respond to the workers with attributes and empathy that influence their overall perception.
Inclusion and Diversity
In the modern work environment, the aspects of inclusion and diversity are critical factors influencing the performance of the business organization. Based on the human resource perspective, it is essential for the management to consider the facets and their implication on the productivity of the employees. Generally, inclusion encompasses accommodating various cultures, beliefs, norms, values, lifestyles, and even languages. For the employees to remain proactive, an organization should formulate an inclusive culture that respects each person’s standards within the work environment. When staff members feel welcomed despite their cultural background, their productivity is likely to improve, thus benefiting the respective firm (Roberson & Perry, 2022). Similarly, managers must value the aspect of diversity and embrace it within the organization. Leaders should comprehend ways by which similarities and differences based on gender, age, religion, and even race can impact the OB. Since workers display such stable and visible attributes, it is easier to assess how they influence the productivity of each employee within the groups.
Conclusion
An OB is essential to study that impacts the overall performance and productivity of the business organization. Various scholars have depicted OB as a fundamental tool that allows corporation managers to predict changes in employees’ behavior and establish appropriate measures to reduce the impact. In addition, through OB, management has the ability to determine the unstated needs of workers and thus respond by fuelling those wants leading to job satisfaction. Similarly, from the Christian viewpoint, leaders have the mandate to impact the performance of workers. Managers are seen as servant leaders whose responsibility is to guide workers accordingly. Furthermore, leaders should consider the facets of emotional intelligence, social intelligence, inclusion, and diversity in the view of OB. The elements are crucial in enabling proper understanding and influencing the workers’ conduct.
References
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Sheep, M. L. (2021). Where we might least expect to find it: Organizing paradoxes of Christian Theology in a society of organizations. In R. Bednarek et al. (Eds.), Interdisciplinary Dialogues on Organizational Paradox: Learning from Belief and Science, Part A. Emerald Publishing Limited. Web.
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Wilson, F. M. (2018). Organizational behaviour and work: a critical introduction. Oxford University Press.