A Deep Dive Into Organizational Behavior

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Organizational behavior focuses on how an organization is able to operate based on the individual behaviors of each of its members. After all, the human resources available in the company are one of its defining traits. Instead of just focusing on the numbers to determine the operations of the company, judging the behavior allows a business to take a more psychological approach.

By understanding the behavior of the people within the organization, an organization is able to perform much better and understand its employees and goals in a better manner. The behavior of the organization is designed to help make behavioral predictions based on what is observed.

What Is Organizational Behavior?

The study of the behavior of humans in an organization is designed to figure out the impact that behavior can have on the motivation, leadership, communication, and performance of individuals in an organization. It is essentially the study of knowledge about how different groups and organizations work together.

By drawing from several other disciplines, a unique concept is created. A lot of it has to do with psychology and sociology, especially when focusing upon the key understanding of human behavior and how it impacts professionals.

Why Is it Important to Understand?

Business leaders and professionals can use their understanding of the behavior of an organization in order to determine the behavior of their company, their attitudes and approaches towards different problems, and come up with goals and strategies. These can then be used to empower and identify employees who showcase leadership and other positive traits.

By developing a strong understanding of the behavior of an organization, a manager is capable of building strong teams that are able to minimize conflict and achieve their targets in a better manner. The personnel working in the human resources department, along with the upper management, can eventually work together in order to focus on the outcomes and achievements of the employees.

The employees in an organization are naturally going to create subcultures within the organization. Each person within the organization is going to respond in a different manner to structure and authority, so it’s important for the organizational managers to understand these strategies and identify these subcultures.

Playing to Their Strengths

Once these subcultures have been identified, employers can play to the employees’ strengths by creating changes that best appeal to their personality traits. This is ultimately going to result in greater satisfaction on the job and also leave a positive, strong impact on the growth of the company in general.

Needless to say, a meticulous understanding of the organization’s behavior is going to improve the overall effectiveness of the organization’s processes. The business managers and the leaders of the organization have an acute understanding of how they can keep employees highly motivated, and they also know which employees need more training.

This eventually leads to the establishment of strong reward systems and also improves communication in the organization. These are essential business concepts and skills that are going to help professionals throughout their careers.

Organizational Behavior Models

There has been considerable study regarding organization behavior models, and a number of theories and models have been created. There are several management models, five of which are discussed below.


The custodial model focuses on offering a feeling of care and security to the employees. For instance, organizations foster these feelings by offering an excellent benefits package that includes a lot of perks. The custodial package simply focuses on fostering loyalty by offering more and more incentives.


The autocratic model is generally used in older workplaces, and is not that common anymore. Its most common examples could be found during the industrial revolution, where power and authority were the key determinants. Employers demanded obedience, and the employees were fully dependent on their boss for all instructions and directions. Without their input, they could not do much. In an autocratic model, employees were only entitled to a paycheck and nothing more.

During the Industrial Revolution, with people scrambling for jobs, the autocratic model is what was used by most employers to get access to a wider workforce and generate quick money.


The collegial model factors the importance of social elements and states that they are likely to play an important role in the overall satisfaction of an employee. The entire model is built on the premise that employees who work together as part of a team are likely to perform better. It’s one of the reasons why power within the organization is shared to a considerable limit, and even though a hierarchical structure exists, employee satisfaction is prioritized.

Employees form teams and, in some cases, unions, and are responsible for negotiating with the upper management for their rights and needs. If an employee needs something, they usually represent the entire group for it.


The supportive model focuses primarily on leadership that motivates and inspires the workforce. Having a strong group of leaders in the upper echelon of management is critical, and plays an important role in the growth of the organization. However, this is separate from the autocratic model.

In the autocratic model, employees are motivated out of fear or for their paychecks. In this model, employees are motivated on their own, inspired by their leaders. Managers are responsible for serving as examples and being exceptional leaders. If an employee has a problem, the manager should be available on hand to fix it for them.

Managers also cultivate and foster the level of employee motivation by taking a keen interest in their roles and taking initiatives. They understand that by engaging employees to a certain level, they will be able to encourage them to improve their performance by a considerable level.


Finally, you have the system behavior model. This is relatively new as well, and is focused mainly on committing to the goals of the organization and cultivating passion within the company. Employees who are not passionate about the goals of the company are simply not able to work hard enough as those who are passionate and looking forward to seeing where the organization goes.

In this model, the focus does not lie on the quantity of work, but more on the quality of work instead. By giving employees work that has a higher meaning, it is expected that an average worker will achieve more satisfaction in their job and ultimately will perform better.

In this system, managers are expected to show compassion and must be empathetic towards their employees. They must maintain a strict focus on cultivating a culture that best suits their employees and focuses on maximizing their performance. For instance, making tiny adjustments such as changing the lighting in the workplace could have an impact on the productivity of the organization.

These are the five most common behavioral models that are used to determine employee engagement and figure out how an organization can perform better. This will also allow the organization to care for its employees in a better manner.


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