Scope of Organizational Behaviour: Definition, Scope, and Objectives

The scope of organizational behaviour encompasses a wide and diverse variety of subjects, spanning all levels of an organization. Organizational behaviour is a multidisciplinary field that studies human behaviour in organizational settings. It focuses on how the individual, group, or structure impacts behaviour within an organization.

Understanding the definition, scope and objectives of organizational behaviour can help improve the organizational effectiveness and the well-being of employees, thus achieving the goals of the company in a better way. It also helps create an effective, adaptive, and positive work environment.

Definition of Organizational Behaviour

Organizational behaviour is a systematic study of how individuals and groups act within an organization. Understanding the organizational behaviour can help the company improve its functionality and effectiveness, thus promoting a better work environment.

Organizational behaviour also helps to understand how individuals and group interact within an organization and how their interaction affects the organization's performance to reach its goals. Understanding the right organizational behaviour within a company can help in better management of the functions and improve the work life of the employees.

Studying organizational behaviour can help assess how the employees process these changes and inculcate them into their work patterns. in addition, organizational behaviour helps fulfil objectives like improving employee behaviour, enhancing leadership skills, increasing the motivation of employees, assisting in organizational change, creating a desirable workplace culture, etc. 

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Scope of Organizational Behaviour

The scope of organizational behaviour is vast and dynamic. Thus, understanding this concept is important for the better functioning of an organization.

• Individual Behaviour
• Group Behaviour
• External Environment
• Organizational Structure
• Organizational Culture
• Decision Making
• Change Management
• Leadership and Power

Let’s study some of these in detail below. 

Individual Behaviour

This area helps understand how an individual's characteristics, like personality, attitude, perception, motivation and incentives, interests, learning and development, attitudes and job satisfaction, etc., can impact a workplace. Motivation theories, emotional intelligence, and job satisfaction are some concepts that fall under this category. Various one-to-one interaction sessions are conducted to understand the individual behaviour.

Group Behaviour

This focuses on how people behave in groups and teams and how this impacts the work culture of an organization. It deals with topics like group dynamics, communication, leadership styles, and decision-making processes. It helps people in fostering collaboration and managing conflicts. This is also known as group conformity. Further, it involves the study of the following aspects of a group:

• The patterns of communication
• Decision-making among group members
• Distribution of leadership roles
• Cohesiveness
• Techniques used during conflict resolution

External Environment

External environments are also a huge part of Organizational Behaviour, impacting how an organization as a whole interacts when stimulated by external factors. Some of the important external factors that influence individual interactions include the following:

• Economic conditions
• Social trends and demographic changes
• Market conditions and competition
• Technological developments
• Policy changes

Organizational Structure

Organizational structure is a driving force behind any organizational behaviour. Some factors of organizational structure that impact employee behaviours are:

• Distribution of leadership and hierarchy
• Type of organizational structure
• Workflow and coordination
• Change management and adaptability
• Clarity of roles and responsibilities

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Objectives of Organizational Behaviour 

• To improve employee productivity by understanding factors like employee motivation, satisfaction, and performance.
• Fostering better communication by creating communication channels, minimizing misunderstandings, and promoting collaboration within the team
• Enhancing organizational culture by creating an environment where employees feel valued, motivated, and aligned with organizational goals.
• Managing changes effectively by minimizing resistance and ensuring smooth transactions
• Developing leadership qualities among the employees, helping them manage their work more effectively. 
• Facilitating decision-making skills by understanding cognitive and behavioural factors to make informed decisions. 
• Promoting innovation and adaptability through continuous learning and creativity

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Theories of Organizational Behaviour

Organizational behaviour (OB) is the study of human behaviour in an organizational setting. It tries to understand why and how individuals behave in the workplace, as well as how these activities affect organizational outcomes. OB theories provide a framework for understanding these complicated interactions and suggestions on how to effectively manage and inspire people.

1. The Classical Management Theory: The classical management philosophy evolved in the early twentieth century and aimed to maximise efficiency and output. Frederick Winslow Taylor, Henry Fayol, and Max Weber were among the leading figures in this school of thought. 

Taylor's scientific management style focused on breaking down processes into simple parts and assessing worker performance to maximise efficiency. Fayol's administrative management theory centred on organizational structure and managerial functions. Weber's bureaucratic model emphasised hierarchy, norms, and the division of labour.

2. Human Relations Theory: Elton Mayo and his colleagues developed the Human Relations Theory, which emphasises the role of social relations in the workplace. Consider an office where connections and employee satisfaction are critical. This idea emphasises the importance of positive workplace interactions and their effects on individual and group performance.

3. Scientific Management Theory: This idea, advocated by Frederick Taylor, focuses on efficiency. A factory in which duties are divided into small, exact phases. Scientific management seeks to simplify operations and increase efficiency by optimising each stage of the workflow.

4. Organizational Culture Theory: Think of an organisation's culture as its distinct personality. This theory investigates how values, beliefs, and standards impact behaviour inside an organization. It's like knowing the shared norms that influence how people interact and collaborate.

5. Equity Theory: Equity Theory concentrates upon the concept of fairness. Consider a company in which employees compare their input (effort, time) and output (rewards, recognition) to those of their colleagues. This idea focuses on the significance of perceived fairness in employee happiness and performance.

Factors Affecting Organizational Behavior

Recognising the elements that influence individual and group behaviour inside a firm is an essential component of effective management and performance enhancement. In this talk, we'll go deeper into the key components that influence organizational behaviour.

1. Leadership and Management Styles: The way leaders and managers guide and engage with people has a significant impact on their behaviour. Effective leadership fosters a pleasant workplace culture, whereas ineffective leadership can lead to unhappiness and conflict.

2. Workplace Culture: Organizational culture influences behaviour. A supportive and inclusive culture motivates people to collaborate and perform effectively, but a poisonous culture can cause stress and disengagement.

3. External Environment: Economic conditions, social changes, and the marketplace in which a company works can all influence behaviour. Organizations must adjust to these external pressures.

4. Legal and Ethical Considerations: Laws and ethical norms influence organizational conduct. Following legal and ethical principles is critical to sustaining a positive image of the company.

5. Communication: Honest and forthright interaction is essential. Effective communication fosters understanding and cooperation, but a lack of communication can lead to misunderstandings and conflict.