Organization

When two or more people get together and agree to coordinate their activities in order to achieve their common goals, an organization is been born. So an organization is a social unit of people, systematically structured and managed to meet a need or to pursue collective goals on a continuing basis. All organizations have a management structure that determines relationships between functions and positions, and subdivides and delegates roles, responsibilities, and authority to carry out defined tasks. As many people work together for achieving a goal in an organization so here one has to understand and predict individual behavior. One has to dealing with other peoples personality, attitude, learning, motivation, and stress to understand work-related phenomena such as job satisfaction, commitment, absenteeism, turnover, and worker well-being within an organization. So thats why its very important to learn the organizational behavior.

Organizational behavior
Organizational Behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving and organization's effectiveness, - Stephen P. Robbins. Organizational Behaviour is the study and application of knowledge about how people as individuals and as groups act within organizations, - Keith Davis & John Newstorm.

Organizational Behavior (OB) is

It is the study of human behavior in the workplace, It is the interaction between people and the organization, And the organization itself.

Organizational Behaviorwhat is it?

Explaining, Understanding, Predicting, maintaining, and Changing employee behavior in an organizational setting.

Limitations of Organizational Behavior

Behavioral Bias
People who lake system understanding and become superficially infatuated with OB may develop a behavioral bias, which gives them a narrow viewpoint that emphasizes satisfying employee experiences while overlooking the broader system of the organization in relation to all its publics. Concern for employees can be so greatly overdone that the original purpose of bringing people together- productive organizational outputs for society- is lost. Sound organizational behavior should help achieve organizational purposes, not replace them. The person who ignores the needs of people as consumer of organizational outputs while championing employee needs is misapplying the ideas of organizational behavior. To assume that the objective of OB is simply to create a satisfied workforce is a mistake, for that goal will not automatically translate into new products and outstanding customer service. Moreover the person who pushes production output without regard for employee need is misapplying organizational behavior. Sound organizational behavior reorganizes a social system in which many types of human needs are served in many ways. Behavioral Bias can be so misapplied that it harms employees as well as the organizations. Some people, in spite of their good intensions, so overwhelm others with care that the recipients of such care are emotionally smothered and reduced to dependent- and unproductive- indignity. They become content, not fulfilled. They find excuses for failure rather than take responsibility for progress. The lack self-discipline and self-respect. As happened with scientific management years ago, concern for people can be misapplied by overeager partisans until it become harmful.

The law of diminishing returns

The law of diminishing returns also operates in the case of organizational behavior. It states, that at some point increase of a desirable practice produce declining returns and sometimes, negative returns. It is the limiting factor in organizational behavior that is the same way in economics. In economics the law of diminishing return refers to the declining amount of extra output when more of a describable input is added to an economic situation. After a certain point the output of each unit of added input tends to become smaller. The added output eventually may become zero and even continue to decline when more unit of input is added. The law of diminishing returns also remains same in organizational behavior. It states that at some point increases of a desirable practice produce declining returns, eventually zero returns, and then negative returns as more increases are added. The concept implies that for any situation there is an optimum amount of a desirable practice, such as recognition or participation.. When that point is exceeded, there is a decline in returns. In other word that the fact that a practice is desirable does not mean that more of it is more desirable For example, too much security may lead to less employee initiative and growth. This relationship shows that organizational effectiveness is achieved not by maximizing one human variable but by working all system variables together in a balanced way. So diminishing return is not to apply for every human situation, but the idea applies so widely that it is of general use. Furthermore the exact point at which an application become excessive will vary with the circumstances, but an excess can be reached with nearly new practice. Actually diminishing law is a system concept. It applies because of complex system relationships of many variables in a situation. The facts state that when an excess of one variable develops, although that variable is desirable, it tends to restrict the operating benefit of other variables so substantially that net effectiveness decline.

Unethical manipulation of people

A significant concern about organizational behavior is its knowledge and techniques can be used to manipulate people unethically as well as to help them develop their potential. People

who lack respect for the basic dignity of the human being could learn basic organizational behaviors ideas and use them for selfish ends. They could use what they know about motivation and communication in the manipulation of people without regard for human welfare. However, the knowledge and techniques of OB may be use for negative and as well as positive consequences. So it is no special limitations of OB nevertheless we must be cautious so that what is known about people is not used to manipulate them. The possibility of manipulation means that people in power in organization must maintain a high ethical and moral integrity and not misuse this power. Without ethical leadership the new knowledge learned about people becomes a dangerous instrument for possible misuse. Ethical leadership will recognize such principles as the following.

Social responsibility: Responsibility to others arises whenever people have power in an organization, Open communication: The organization will operate as a two way, open system, with open receipt of input from people and open discloser of its operation to them. Cost benefit analysis: In addition to economic cost and benefits, human and social cost and benefit of an activity will be analyzed in determining whether to proceed with the activity. As the general population learns more about the organizational behavior, it will be more difficult to manipulate people, but the possibility is always there. That is why society needs ethical leader.