Theories Of Organisational Behaviour

I agree with this statement which believes that the organisational behaviour matters for the organisation and also for each individual whatever their position in the organisation. It's important to consider each individual's opinion and attitudes. I will develop this by looking at, firstly, the organisation level, then, the employer level and, finally, the employee level but before that we need to define what is organisational behaviour.

We can define organisational behaviour as a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviours of individuals and groups in the organisation (Colquitt et al 2015). Robbins (year?) define organisational behaviour as a systematic study of the action and

Coch and French (1948) did a study in the Harwood Manufacturing Corporation where they created four groups – one control group and three experimental groups. Each group had different working conditions. The result was more the employees were considered better were their productions. Indeed, the result of the two groups with a consideration of the suggestions of the employees was better than the group with autocratic management. In this last group, there are conflicts and internal crises. However, there are two major criticisms, (1) it's an old study and (2) it was realised only in one organisation.

There are more recent arguments and studies that explain why organisations care about organisational behaviour. According to Saylor (year?), organisational behaviour is important for the organisation because (1) when those that value their employees are most profitable than those do not and (2) those with strong organisational behaviour characteristics are considered healthier and more

Conversely, poor management could have a negative effect on the employees' productivity. According to a study, in 2005 more than half of employees concerned (58 percent) point out that poor management has a negative impact on their productivity (cited in Nahavandi, R. Denhardt, J. Denhardt and Aristigueta 2015).

A survey of the Gallup organisations shows that positive leadership behaviours are important in employee engagement. Employees are more engaged when managers provide rewards, encouragement and stay positive even when they deal with difficulties (cited in Nahavandi, R. Denhardt J. Denhardt and Aristigueta 2015).

Finally, employers should value organisational behaviour because it could help them, for example, to reduce the number of employee turnover. An organisational behaviour management should encourage companies, and employers, to understand through surveys and analyses the reasons for why employees are leaving (Cautilli and Clarke 1999).