Posted: November 2nd, 2023

Organizational theory and behavior essay

Organizational theory
Organizational theory and behavior are two interrelated fields of study that aim to understand and improve the performance and well-being of individuals, groups, and organizations. In this article, we will describe the main goals of these disciplines and how they can benefit managers, employees, and society.

What are organizational theory and behavior?
Organizational theory is the sociological study of the structures and operations of social organizations, such as companies, bureaucracies, and non-governmental organizations. It examines how organizations are designed, how they function, how they interact with their environment, and how they change over time1. Organizational theory draws on concepts and methods from various disciplines, such as psychology, sociology, anthropology, economics, and political science2.

Organizational behavior is the psychological study of the behavior and attitudes of individuals and groups within organizations. It investigates how people perceive, feel, think, learn, communicate, collaborate, lead, and influence in organizational settings3. Organizational behavior also explores how organizational factors, such as culture, climate, structure, policies, rewards, and leadership, affect human behavior and outcomes4.

What are the goals of organizational theory and behavior?
The main goals of organizational theory and behavior are to:

Explain and predict organizational phenomena. Organizational theory and behavior use scientific methods to test hypotheses and theories about various aspects of organizational life. For example, they may examine how organizational structure affects innovation5, how diversity influences team performance6, or how leadership styles impact employee satisfaction.
Provide practical solutions for organizational problems. Organizational theory and behavior apply their findings and principles to help organizations improve their effectiveness and efficiency. For example, they may suggest ways to design optimal work environments, implement effective change strategies, or enhance employee motivation and engagement.
Contribute to social welfare and human development. Organizational theory and behavior recognize that organizations have a significant impact on society and individuals. Therefore, they seek to promote ethical, responsible, and sustainable organizational practices that benefit not only the organization but also its stakeholders and the broader community. For example, they may advocate for corporate social responsibility, diversity and inclusion, or employee well-being.
Conclusion
Organizational theory and behavior are important fields of study that help us understand and improve the functioning of organizations and the people within them. By combining insights from various disciplines, they offer a comprehensive perspective on the complex dynamics of organizational life. By applying their knowledge and skills to real-world situations, they provide valuable guidance for managers, employees, and society.

References
1: Hatch MJ (2018). Organization Theory: Modern Symbolic And Postmodern Perspectives. Oxford University Press.

2: Scott WR (2015). Organizations And Organizing: Rational Natural And Open Systems Perspectives. Routledge.

3: Colquitt JA et al (2020). Organizational Behavior: Improving Performance And Commitment In The Workplace. McGraw-Hill Education.

4: Robbins SP et al (2019). Essentials Of Organizational Behavior. Pearson Education.

5: Burns T et al (1961). The Management Of Innovation. Oxford University Press.

6: Joshi A et al (2011). Getting Along And Getting Ahead: Bridging The Gap Between Social And Instrumental Relationships In Multicultural Teams. Academy Of Management Journal 54(4): 779-802.

: Judge TA et al (2004). The Role Of Core Self-Evaluations In The Coping Process. Journal Of Applied Psychology 89(1): 12-28.

: Oldham GR et al (1976). Motivation Through The Design Of Work: Test Of A Theory. Organizational Behavior And Human Performance 16(2): 250-279.

: Kotter JP (1996). Leading Change. Harvard Business Review Press.

: Locke EA et al (1981). Goal Setting And Task Performance: 1969–1980. Psychological Bulletin 90(1): 125-152.

: Jones TM et al (2007). Stakeholder Theory: The State Of The Art. Academy Of Management Annals 1(1): 403-445.

: Carroll AB (1999). Corporate Social Responsibility: Evolution Of A Definitional Construct. Business & Society 38(3): 268-295.

: Shore LM et al (2018). Diversity And Inclusion In Organizations: A Multilevel Perspective. Academy Of Management Annals 12(1): 39-79.

: Wright TA et al (2003). Psychological Well-Being And Job Satisfaction As Predictors Of Job Performance. Journal Of Occupational Health Psychology 8(1): 94-103.

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