Organization Behavior is defined as the study and application of knowledge about how people, individuals, and groups act in organizations. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. (Clar, 1998) .
In business science is the study of the way people interact within group ( (Investopedia ULC, 2011) . Normally it is applied in an attempt to create more efficient business organizations. The central idea of the study of OB is that a scientific approach can be applied to the management of workers. These theories are used for human resource purpose to maximize the output from individual group of members.
On the other hand Neilsen, pointed:
Organizational Development is the attempt to influence the members of an organization to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members. The assumption behind OD is that when people pursue both of these objectives simultaneously, they are likely to discover new ways of working together that they experience as more effective for achieving their own and their shared goals, and that when this does not happen, such activity helps them to understand why and to make meaningful choices about what to do in light of this understanding. (1984).
Based on the foregoing, and in revised the texts mentioned we can see the strongly relationship between both OD and OB, where the principal mission to improve the organization as a whole and to increase the capacity of the human being to be productive, proactive and serve as an active component of the positive results of the organization. Work like teams is vital to the functioning of modern organizations. Members of teams bring different strings to the group such as leader, investigator, motivator, finisher, coordinator, thinker, negotiator or politician. These roles are used at different stages of production when such role play becomes essential in the groups work. Teams take over from hierarchical systems where individuals are assumed to know everything depending on their level in the authority ladder. This system denies the organization the cumulative advantage of skills and strengths in different individuals.
As shown us Wamwangi (2003) the Organizational Development is a change management strategy which has been in operation for the last forty years. It is based on the understanding of behavioral sciences and is concerned with how people and organizations function and how they can be made to function better through effective use of human and social process.
Human behavior in organizations is unpredictable because it originates in needs and value systems deeply rooted in people. (Davis, 1999) .There is no simple formulas and practices for working with people, nor is there an ideal solution to the problems of the organization. All we can do is to increase understanding and capacities to raise the quality of human relations at work. The goals are difficult to achieve, but are of great value. If you are willing to think of people as human beings can work effectively with them.
In the today’s economic situation, the turbulence facing the modern man and organization is at a level that may not have been experienced before in human history, the modern change has changed in speed, depth and complexity bringing with it a new phenomenon in technological, social, political and economic pace adaptation to which becomes a fundamental condition of survival for individuals and organizations, that is why a change in approach and understanding of the behavior of individual, group or organization is vital to business development in these current conditions, where the participation of each other can help achieve the objectives of the company.
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