Human Behavior in Organization
Organizational management is inevitably and necessarily a management of people. The
task of managing people requires making sense of the way they think, act and feel not only in the
individual level but in the overall organizational context. This is to say that understanding human
behavior in the organization is critical to the achievement of its goals and its long term success.
In this light, there is much to gain from studying organizational behavior (OB). Specifically, the
study of organizational behavior can help me become an effective future manager. OB
knowledge is a guide to an effective communication with subordinates and all other stakeholders
in the organization. Managers need to understand every context and motivations behind actions
and decisions in order to communicate effectively. Moreover, understanding behavior can lead to
an informed and wise decision-making. In other words, OB theories and knowledge are tools for
managers in knowing what to do, when to do it and how to do it. As such, OB knowledge “helps
people get things done in organizations” (McShane, 2012, p.6).
Understanding human behavior in organizations is an on-going process. Currently, the
level of understanding I have is a work in progress since much of this understanding is based on
an external objective observation. While making sense of the thoughts and feelings of people in
an organization can be taken objectively from an outsider’s point of view, a more comprehensive
view can only be taken from the inside. At some point in time, I was connected to a specific
organization but not at the moment. On another note, one fundamental reality I came to
understand about people’s behavior in organizations is that there is a certain pattern that is
exhibited either collectively or individually. Identifying and recognizing this pattern is a key to a
proper response and crucial to effective management.
On a personal level, there are moments in life when an action or behavior of another
person comes as a surprise mostly because it is unexpected or different from what we imagined.
For example, in the previous organization I was connected with, many of my co-workers are
complaining about how some policies that are advantageous to the employees are not properly
implemented. Clearly, they were clamoring for a change of management. So when a new human
resource manager was employed and sought to implement some changes across the board and all
human resource areas that were neglected, my initial thought was that the change would be
welcomed and accepted by those who were complaining. Contrary to my expectation, there was
a strong resistance to the new and supposedly better policies that were planned to be
implemented. This resistance was explicitly manifested by my co-employees during the
information dissemination conference set up by the administration. This resistance was
unexpected since it was clear that they wanted some changes in the management of the
organization. What accounts for the unexpected behavior is the lack of initiative to understand
the perspectives of the employees by allowing them to be involved in the planning and initial
diagnosis of problems for the change management process. At the initial stage of identifying the
problem and the change that is needed, consultation with the employees and team leaders would
have sent the message that the change initiative would authentically address their issues and
concerns.
The Effect of Personality on Motivation and Organizational Behavior (Ashveen, 2018)
This article takes the form of a survey of literature that aim to discover the effect of
personality on motivation and organizational behavior. The main points of the articles highlights
on personality as a variable that has a significant influence on motivation and organizational
behavior.
Specifically, the article finds that personality affects “the manner in which persons are
willing to be affected by motivation strategies as proposed or implemented by management”
(Ashveen, 2018, p. 3). The receptiveness of employees to motivation techniques is dependent on
whether he/she is emotionally stable or aggressive and an extrovert or introvert. Emotionally
stable employees are more receptive to motivational strategies while those who are aggressive
are resistant. Also, introverts have lower motivational requirement rather than the introverts.
Furthermore, personality is found to have an effect on organizational behavior
particularly on the issue of cultural tolerance. The research supports that the more diverse the
personalities of employees within an organization, the more that they learn how to co-exist with
each other. Hence, diverse personalities meant more tolerance of cultural and individual
differences.
Also, personality has an effect on the quality of work environment in such a way that
when compatible or complimentary personalities are paired together in the accomplishment of
tasks, “the outcome is constructive deliberations that rarely end in conflict” (Ashveen, 2018, p.
3). This result is different as when incompatible personalities are paired or grouped together.
Lastly, the article also highlights the effect of personality on the work ethics of the
members of the organization. Members who have positive attitudes about work are more
productive than those who are not.
These finding are aligned with the related literature that were reviewed by the researcher.
With these findings, the article advised that authorities in the organization adopt relevant
approaches that accounts for the personality differences of employees and tailor fit motivation
strategies that induce positive organizational behavior. Accordingly, “by knowing and
understanding how personality affect motivation of workers, management can take a whole
different approach in aligning the interests of personnel and the organization together” (Ashveen,
2018, p. 4).
References
Ashveen, N. (2018). The Effect of Personality on Motivation and Organizational Behavior.
Psychology and Behavioral Science International Journal. 9 (2), 1-4.
McShane, V. G. (2012). Human behavior in organization. PH: McGraw-Hill Education.
