What is organizational behavior in the workplace?

The study of organizational behaviour gives insight on how employees behave and perform in the workplace. It helps us develop an understanding of the aspects that can motivate employees, increase their performance, and help organizations establish a strong and trusting relationship with their employees.

Motivation

Every individual is unique based on their experiences and knowledge. Organizational behavior is able to help leaders understand the motivational tools required to facilitate their employees to reach their potential. It is significant for leaders to analyze the organizational structure that can act in their employee's interest. Recent years, large corporations such as Google are shifting to a flatter organizational structure. They enable employees to work independently, encouraging them to share knowledge and gain more control in decision making.

Performance 

There are a few factors where behaviours can affect one’s performance. According to a study from IJEMS, those that come to work with a positive attitude are more creative and it also lowers stress levels. In contrast, gossip and rudeness disrupt performance, lower productivity and decrease job satisfaction. Conflicts will arise causing miscommunications that will lead to a decrease in morale.

Office Characteristics

According to an article from Cornell University, there are certain conditions that will affect employees reaction to their work and the setting such as openness and density. The office setting such as openness and density can generate different reactions. The openness of an office can make employees feel a sense of calmness. Density also has an impact on employee's wellness. It is important not to over-densify office space because small workstations can cause collaboration to suffer.

Employees want to belong in successful organizations that value a great company culture and provide opportunities for future growth. Recognizing ways to improve organization behaviours can help resolve underlying issues between employees and promote an appealing workplace environment.

Organizational behavior models help you craft strategies to get employees to perform a certain way in certain situations. As the company leader, providing employees with an environment to succeed helps the business succeed. There are five main management models of organizational behavior in the workplace.

Autocratic Model of Organizational Behavior

The autocratic model of organizational behavior puts the boss in charge and the subordinates in a position to obey commands or be fired. It's black and white, regarding who is in charge and quickly establishes consequence for insubordination or lack of performance. This environment uses a paycheck as the reward system rarely implementing any other incentive programs.

Loyalty, if it exists, is generally to the boss and not the company. This model can create a fearful workforce, unsure if any mistake could lead to disciplinary action.

Custodial Model of Organizational Behavior

Custodial models seek to make employees feel as if the boss is caring for their personal needs. This is often done through benefits packages such as healthcare, retirement plans and other incentives. An executive visiting various territory offices could get a company car as an incentive.

The custodial model looks to retain quality people by providing incentives that are meaningful to the employee. Loyalty is to the company and not individual company leaders.

Collegial Model of Organizational Behavior

The collegial model works to develop a structure in which managers are more like coaches and employees are team members. Power is shared to some degree. The coach leads through inspiration. In this model, the loyalty is to the bigger goal, and team responsibility rather than to an individual. Employees feel invested in the success of the company and take pride in the successful execution of goals.

Supportive Model of Organizational Behavior

The supportive model seeks to understand what motivates employees and focuses on those things to motivate and inspire. When employees are given opportunities to improve themselves, they often take personal initiative to perform better at their job. Managers support employees as they work toward established personal goals such as promotion or acquisition of new skills. In this model, a manager would ask employees for professional goals and would work with them to establish an action plan to succeed with them.

System Model of Organizational Behavior

The system model is really the foundation of positive corporate cultures. When people think about why LinkedIn is a great place to work, for example, it is because of the incentives, work schedule flexibility and creative encouragement that leadership provides. It is nurturing yet challenging, and so efficiency and productivity increase in a happier work environment that's loyal to the company and excited to share its vision.

Small business owners don't need to try to compete with what LinkedIn does, but should develop strategies within their resources to build a positive corporate culture.

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