Organizational Behavior in the New

¶ … Organizational Behavior in the New Organizational Era, the author talks about changes that are being seen in contemporary firms today as well as the competitive environments that they operate in and how this can translate into a new focus for research into organizational behavior and other issues. Organizational behavior research is a very important area of study, especially as it reflects the shift away from corporatist organizations and toward a more comprehensive way of organizing companies (Rousseau, 1997). As the author looks at organizational behavior it is very clear that the hypothesis is that it is changing and evolving into something that deals much less with a corporation where one person is in charge and much more with an organization where people work as a cohesive unit. The literature that is presented gives weight and importance to this idea and shows that the author of the study is not the only person who holds this opinion.

Like all theories, however, there are strengths and weaknesses to the idea that an organization is moving more toward a cohesive unit and farther away from being managed chiefly by one person. This does not mean that the author's argument is not good, but only that there are always arguments and opinions on either side of an issue, no matter what that issue is or how well thought out it has been. While it is true that there have been some changes made in organizations throughout the country and the world, the letting go of control is certainly far from complete and it seems likely that it will never be complete to the extent that some people would hope for. A new era of organizational behavior is here, but it is not that much different from the old era overall because there are only so many changes that can be made and still ensure that there is a fully functioning and properly running organization.

There are several key research themes in the article, and these include emerging employment relations, goal-setting and self-management, managing the performance paradox, organizational learning, organizational change, individual transitions, discontinuous information processing, and implications for change based on work-nonwork relationships (Rousseau, 1997). The findings in the article are persistent in that they show that these themes are important. However, whether they are persistent in the sense that they appear in every organization and are changing with the culture is harder to say. There are so many organizations today, big and small, and they all operate in different ways. No two organizations are completely identical and this must be taken into account more carefully, because one cannot make a blanket statement regarding organizational behavior and culture.