Organization Behavior : An organization is a social unit where people come together to achieve a common goal. Success of any organization depends on coordination among these people towards achieving the common goal. People in any organization will have different personality and different behavior. Organization Behavior intends to analyze the interaction between the diverse people in any organization and utilize them effectively for the benefit of the organization. Organization Behavior analyzes organization from multiple perspectives: 1) Individual Level: Comprehends different types of personality, moods, attitudes in order to understand individual 2) Group Level: Focuses on features of group dynamics.
An organization culture is the set of shared values and norms that control organizational member’s interactions with each other and with people outside the organization. Organizational cultures are used to increase organization effectiveness because organization culture controls the way members make decisions and the way they interpret and manage organizational environment. An organization’s culture thus consists of the end states that the organization seeks to achieve (its terminal values) and the modes of behavior the organization encourages (its instrumental values). Organizational culture is based on the values embodied in organizational norms, rules, SOPs and goals. People in the organization draw on these cultural values in their actions
Modern organizational studies attempt to understand and model these factors. Organizational studies seek to control, predict, and explain. Organizational behavior can play a major role in organizational development, enhancing overall organizational performance, as well as also enhancing individual and group performance, satisfaction, and commitment. Organizational behavior is particularly relevant in the field of management due to the fact that it encompasses many of the issues managers face on a daily basis. Concepts such as leadership, decision making, team building, motivation, and job satisfaction are all facets of organizational behavior and responsibilities of management.
Organizational process "Is the collection of activities that transforms inputs into outputs that customers value." It answers the question of how do things get done? (Williams, 2018, pg. 181). The purpose of an organizational process is to create and maintain a process of organizational process assets, rules and regulations, and workplace standards.
The main types of organizational structure of project management are: 1. Functional structure Functional structure is to be managed in the present organization hierarchical structure, when project operation starts, the different tasks of the project are distributed among the organization’s departments, and each department is responsible for its assigned tasks. Advantages of this structure: • It provides greater flexibility in the personnel use because after the choice of the appropriate functional departments as the project supervisor, that department will be required to provide operational and technical personnel required by the project. This type of structure also allows experts to be used by different projects and after completion of the work can go back to their original work • It provides continuity since the functions can be used as the basis for maintaining the continuity of the project in case some of the project team members leave the team or the
These does lead to influencing of the organizational culture. Next, is what comes the way a business is conducted and treating its employees including its company’s policies, company’s procedures and company’s practices. It must also be observed as to how the information flows throughout its management and employee working hierarchy and determining the extent at which the people are allowed in decision making process. Besides that, the management and employee reward structure such as, salary increments, bonus, incentives and other form of compensations, needs to be considered. These factors too affect the organization culture.
This style of leadership will influence group dynamics positively. Organizational culture plays a major role in shaping the behaviors in an organization. It is a system of shared meaning within the internal environment of a business atmosphere. Griffin (1999) defined organizational culture as the set of values, beliefs, behaviors, customs, and attitudes that help members of organization to understand what it stands for, how it does things, and what it considers important. Furthermore Griffin also noted that organizational culture determines the feel of the organization.
What is an Organizational Culture? Organizational culture is the collection of mutual values, attitudes, and norms that control the way employees react in the workplace. Organizational culture consists of four functions: gives a sense of character, increases their loyalty, reinforces organizational values, and lastly serves as a control method for influencing behavior. Organizational culture facilitate adequate solutions to know the troubles, which employees learn, experience and set the ethics, potential, and conduct that encourage elevated levels of achievement. Organizational culture has an important role in the understanding of organizational behavior.
a) Importance of Organizational Structure and Culture Organisational Structure The structural plan that decides hierarchical arrangement in an organization is the Meaning of organizational structure. It describes the methods of work distribution, orientation and other activities such as management to gain the are carried out in order to achieve goal of organization. Organizational structure mainly divided into three. 1. Functional structure: it improves particular section in an organization according of skills and works and associates their workers into particular section of functional areas.
b. Organizational aspect: This is concerned with how people are organized to enable them to play their individual roles within the institution, and includes considerations of structure, staffing, and processes and systems – such as, for example, those for internal and external communication, managing work flow, strategic and business planning, budgeting and financial control, reporting and monitoring, and the recruitment, remuneration, professional development and retention of staff. c. Individual aspect: This focuses on the personal capabilities of the people who make up the organization, including their knowledge, skills and attitudes – all of which may be enhanced by