Organizational behavior in the workplace is influenced by various factors, including workplace conditions, worker expectations, and management style. Characteristics like worker satisfaction, recognition, and productivity are affected by these factors. Studies show that factors like flexible schedules and personal investment in the company can improve productivity.
There are several common characteristics of organizational behavior in the workplace, but they depend on the current workplace conditions for their continuation. In essence, characteristics like these are caused by the state of the workplace and the workers themselves, so changes over time can affect how organizational behavior develops. The behavior also depends on the type of workplace and the expectations of the workers, among many other different qualities. Generalizations about this type of behavior might include information about what factors improve productivity and how employees see themselves as part of the company.
The best way to understand the characteristics of organizational workplace behavior is to think about which states cause which behaviors in organizational members. Small actions in a large group can produce big institutional changes. For example, if each employee works just slightly harder, the effect for the entire company can be huge, even if each employee contributed just a little bit. Organizational behavior studies focus on which states can create changes like these, which influence worker attitudes and productivity.
The characteristics of this behavior depend on the culture, the workers and all the other variables of the situation. However, common features include a relationship between management style and worker satisfaction, a connection between worker recognition and stress levels, and a general tendency for power to elicit feelings of being above the rules. These factors play into the particular culture of any workplace.
Some general characteristics have to do with human psychology and are therefore often quite common. For example, people who feel invested in the workplace are less likely to steal, and pride can cause employees to police themselves effectively. Strong bonds between employees and a connection to the work performed can result in increased productivity, but none of this can counteract negative relationships with management. Isolating where problematic relationships occur can help change the behavior of organizational members.
One of the most important parts of organizational behavior studies looks at what factors influence productivity. Studies have shown that, for example, employees who are allowed to choose their own schedules and work flexible hours tend to be both healthier and more productive. Similarly, workers who are personally invested in the company may also be more productive. While people who study organizational behavior in the workplace often try to describe the effects that currently exist, they also sometimes conduct experiments to attempt to gain valuable insights that can help design better workplace environments for the future.
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