Organizational Behavior in the Workplace


Organization Behavior (OB) is the study of interaction dynamics within groups in a workplace setting. Usually, managers use various concepts of OB to develop more efficient business systems (Huczynski & Buchanan, 2010). The discipline of OB forms a part of management science, which organizations use as a basis for learning and development. Decision-making, problem-solving, conflict-resolution, adaptability, and self-awareness are the key areas of OB that employees can focus on to improve their conduct and workplace performance.

Organization Behavior and Decision Making

Decision-making is the process of selecting alternative course of actions. While one can argue that it is a key managerial function, studies reveal that managers often fail in half of their decisions (Ireland & Miller, 2004). Therefore, in order to maximize employees’ effectiveness at work, managers must ensure that they always make the best decisions in every situation. In this regard, employees can improve their job skills by being pragmatic, which is an act of making practical decisions as opposed to making poor ones (Ireland & Miller, 2004). Thus, when employees make better decisions, they improve their productivity and help steer the organization in the right direction.

Organization Behavior & Conflict Resolution

Conflict-resolution is the process of finding an agreement and a solution (Ireland & Miller, 2004). It is an integral component of OB since conflicts in the workplace are common occurrences. In order to resolve workplace conflicts effectively, managers must possess mediation skills to help the conflicting parties to reach an amicable agreement. In other words, employees with conflict-resolution skills smoothen the working environment.

Organization Behavior and Problem-Solving

According to Huczynski & Buchanan (2010), employees can adopt a 3-step process for improving their personal and team performance. The 3-step model is an elaborate version for achieving rational decisions. The first approach involves defining the problem and its nature. The second step involves using OB concepts to identify the potential causes of the problem. During this stage, one can use OB concepts such as contingency perspective, ethical considerations, and human and social capital (Huczynski and Buchanan, 2010). The last step is offering recommendations and taking appropriate action.

Organization Behavior and Adaptability

            Adaptability is the ability of employees to adjust to new environments and circumstances without losing their competency quality (Huczynski and Buchanan, 2010). Since organizations are dynamic in nature, it is crucial for employees to have adaptability skills in order to continue being productive, even in different circumstances. It is the responsibility of managers to ensure that employees are flexible and adaptable. Such skills enable staff members to seamlessly work in various environments without affecting their overall productivity. Moreover, adaptable employees can execute multiple roles at the same time, hence, increasing their value to the organization.

Organization Behavior and Self-Awareness

            Self-awareness capability enables employees to understand their emotions and their impacts on their daily work routine and on their workmates. Self-awareness is a crucial attribute for employees because it determines other factors such as relationships with customers, productivity, and mental wellbeing (Huczynski and Buchanan, 2010). Therefore, managers must ensure that employees’ temperaments do not affect the work environment. The OB concepts can act as a guide for employees to manage their emotions and channel all their efforts towards achieving organization goals.

How Organization Behavior Helps in Decision-making and Problem-solving

            According to Huczynski and Buchanan (2010), managers can use various OB models to make decisions and solve workplace problems. The OB model incorporates the principles of rational approach to both decision-making and problem-solving processes. First, managers must define the problem in terms of scope and ramifications in order to determine the necessary resources that they need for its resolution. Second, the problem solver must determine the root cause of the issue in terms of historical backgrounds and the possible motive for its occurrence. The last stage is the decision-making phase in which managers must recommend the appropriate course of actions to take in order to resolve the problem.

Consequences of Unethical Behavior in the Workplace

The situation of ethical dilemma occurs when there are two conflicting choices, neither of which resolves a problem in an acceptable manner (Huczynski and Buchanan, 2010). Unethical behavior at the workplace could impact negatively both the employees and the organization. For example, businesses can spend a considerable amount of money to repair reputation damage and settle lawsuits as a result of unethical choices. In addition, employees who propagate unethical behavior can lose their jobs.

In summary, OB is a crucial component of an organization because it governs the actions of employees. Some of the most common habits that have a bearing on OB include decision-making, conflict-resolution, problem-solving, adaptability, and self-awareness. The five behaviors impact both the employee and the organization. Moreover, employees can use the attributes as a platform to increase workplace performance. Specifically, OB comprises of platforms, which managers can use to resolve problems and make organization decisions. Lastly, ethical behaviors can precipitate serious ramifications, both on the business and employees.