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 Nielsen, 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.
References:
Clar, D. (1998, march 19). Retrieved
from Big Dog and Little Dog's Bowl of biscuits. Retrieved from
http://www.nwlink.com/donclark/leader/leadod.html
Davis, K. &. (1999). Comportamiento
Humano en el trabajo: comportamiento organizacional. Mexico city, Mx: McGraw-Hill companies.
Investopedia ULC. (2011, november 14). investopedia.com.
Retrieved from
http:investopedia.com/terms/o/organizational-behavior.asp#axzz1dh9DFu1j
Neilsen, E. (1984). Becoming an OD
Practitioner. Englewood Cliffs, CA: Prentice Hall.
Wamwangi, K. (2003, October 21). info.worldbank.org.
Retrieved from
http://info.worldbank.org/etools/docs/library/114925/eum/docs/eum/tanzania/MODULEIIORGANIZATIONALDEVELOPMENTKINUTHIA.pdf
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