Organizational Behavior is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. 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.
Organizations are social inventions for accomplishing common goals through group effort. The basic characteristics of organizations are that they involve the coordinated efforts of people working together to accomplish common goals. They are open systems that take inputs from the external environment, transform some of these inputs, and send them back into the environment as outputs. The external environment includes all the events and conditions surrounding the organization that influence this process. Major components of the environment include the economy, customers, suppliers, competitors, social/political factors, and existing technologies.
Organizational behavior refers to the attitudes and behaviors of individuals and groups in an organizational context. The field of organizational behavior systematically studies these attitudes and behavior and provides advice about how organizations can manage them effectively. The goals of the field include the prediction, explanation, and management of organizational behavior. Management is the art of getting things accomplished in organizations through others. It consists of acquiring, allocating, and utilizing physical and human resources to accomplish goals.
Personality is important for organizational behavior because there are a lot of different characteristics that people deal with from day to day. Different personalities working together could be good and bad for an organization. Employee's attitudes and behavior will be influenced when there is confrontation or tension in the work place.
The five dimensions of personality are:
§ Extraversion. Sociable, talkative vs. withdrawn, shy.
§ Emotional Stability/Neuroticism. Stable, confident vs. depressed, anxious.
§ Agreeableness. Tolerant, cooperative vs. cold, rude.
§ Conscientiousness. Dependable, responsible vs. careless, impulsive.
§ Openness to Experience. Curious, original vs. dull, unimaginative.
Employees learn practical skills to include job-specific skills, knowledge, and technical skills; intrapersonal skills such as problem solving, critical thinking, learning about alternative work processes, and risk taking; interpersonal skills including interactive skills such as communicating, teamwork, and conflict resolution; and cultural awareness which involve learning the social norms of organizations, understanding company goals, business operations, and company expectations and priorities. They can learn these skills through the Operant Learning Theory which works through positive...