LA CONSOLACION UNIVERSITY PHILIPPINES

Malolos City, Bulacan

A REFLECTION ON
HUMAN BEHAVIOR IN ORGANIZATION

Submitted to:

DR. BERNARDINO DE GUZMAN

Professor

Submitted by:

ARLENE P. SANTOS
MAE-Em
 Organizational behavior studies the impact individuals, groups, and
structures have on human behavior within organizations. It is an interdisciplinary
field that includes sociology, psychology, communication, and management.
Organizational behavior complements organizational theory, which focuses on
organizational and intra-organizational topics, and complements human-resource
studies, which is more focused on everyday business practices.

Organizational studies encompass the study of organizations from multiple

perspectives, methods, and levels of analysis. “Micro” organizational behavior refers
to individual and group dynamics in organizations. “Macro” strategic management
and organizational theory studies whole organizations and industries, especially
how they adapt, and the strategies, structures, and contingencies that guide them.
Some scholars also include the categories of “meso”-scale structures, involving
power, culture, and the networks of individuals in organizations, and “field”-level
analysis, which studies how entire populations of organizations interact.

Many factors come into play whenever people interact in organizations.

Modern organizational studies attempt to understand and model these factors.
Organizational studies seek to control, predict, and explain. Organizational behavior
can play a major role in organizational development, enhancing overall
organizational performance, as well as also enhancing individual and group
performance, satisfaction, and commitment.

Organizational behavior is particularly relevant in the field of management

due to the fact that it encompasses many of the issues managers face on a daily
basis. Concepts such as leadership, decision making, team building, motivation, and
job satisfaction are all facets of organizational behavior and responsibilities of
management. Understanding not only how to delegate tasks and organize resources
but also how to analyze behavior and motivate productivity is critical for success in
management.

Organizational behavior also deals heavily in culture. Company or corporate

culture is difficult to define but is extremely relevant to how organizations behave. A
Wall Street stock-trading company, for example, will have a dramatically different
work culture than an academic department at a university. Understanding and
defining these work cultures and the behavioral implications they embed
organizationally is also a central topic in organizational behavior.

Employees are the most important resources of an organizations. The

sustained profitability of an organization depends on its workforce job satisfaction
and organizational commitment. Employees’ job satisfaction enhances their
motivation, performance and reduces absenteeism and turnover. Job satisfaction is
an employee’s attitude about his or her job and the organization in which s/he
performs the job. Employee job satisfaction is correlated with received salaries,
benefits, recognition, promotion, coworkers and management support, working
conditions, type of work, job security, leadership style of managers, and
demographic characteristics such as gender, marital status, educational level, age,
work tenure, and number of children .
Organizational commitment shows the psychological attachment of an
employee to the organization. There are three types of organizational commitment:
Affective, Continuance and Normative Commitment. Affective commitment relates
to an employee’s emotional attachment to the organization and its goals.
Continuance commitment shows cognitive attachment between an employee and
his or her organization because of the costs associated with leaving the
organization. Finally, normative commitment refers to typical feelings of obligation
to remain with an organization .
Leadership behavior of managers plays a critical role in employees ‘job
satisfaction and commitment. Leadership as a management function is mostly
related to human resources and social interaction. It is the process of influencing a
group of people towards achieving organizational goals. Leadership is the ability of
a manager to influence, motivate, and enable employees to contribute toward
organizational success. Managers can utilize various leadership styles to lead and
direct their employees including autocratic, bureaucratic, laissez-faire, charismatic,
democratic, participative, transactional, and transformational leadership styles.
There is no universal leadership style Different leadership styles are needed for
different situations. Effective leader must know when to exhibit a particular
approach.
In dynamic socio-economic structure of today’s world competition has
rapidly increased, the importance of job satisfaction has improved for employees
and organizations. It can be observed that when employees feel themselves happier
and more peaceful in their individual and organizational life, their job satisfaction
increases directly proportional [1], in this sense, job satisfaction means that as long
as individuals are happy and peaceful in their job, the positive feeling they have
towards their job increases.
The most important keys to the success as a manager is the ability to generate
energy & commitment among people within an organization and to channel that
energy and commitment toward critical organizational goals. Doing this requires a
thorough understanding of the root causes of human attitudes & behavior and how
they are influenced by your actions as a manager and by the surrounding
organizational context. Thus, the course seeks an understanding of human behavior
in hopes that such an understanding will enhance management practice. It is
designed to include both individual level and organizational level concepts to enable
students to develop an understanding of both psychological and contextual factors
that affect behavior in the workplace.
Everyone must play a great variety of roles, depending on the different
subgroups to which he belongs. Usually the individual thinks of his various roles
within the context of some broad role that he considers more important than others.
The role with which he most closely identifies himself carries the highest status, or
perhaps the one that seems to represent the personality type preferred by his
society. The specific and sometimes conflicting demands made by each of the roles
he plays are influential in shaping his development and behavior.
Man is a social creature. His personality development reflects his experiences
with other people. Interpersonal relationships contribute to individuality rather
than similarity of development, for no two of us have exactly the same
acquaintances nor do we have an identical relationship with the people we do know
in common.