Organizational Behavior Terminology and Concepts

Organizational Behavior Terminology and Concepts

Organizational culture

Over the years, the organizational culture concept has come to gain a wider acceptance as a way and means of understanding the human system. Each part of the organization culture is treated as a valuable environmental factor that affects the system and the subsystems therein hence cannot be ignored. Edger Schein, one of the most renowned theorists on the topic of organizational culture defined culture as "a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems." (Symphony Orchestra Institute, 2005). Culture here portrays the values, customs and beliefs of and organization

This means that as groups or organizations advance over a given period of time, they undergo two sets of challenges; the eventual integration of the concerned individuals into an efficient and effective whole, and getting accustomed to the external environment so that the organization can make it through the challenges. As organizations find solutions to the two challenges, the members of the organizations engage in a learning process that is continuous and collective ultimately creating shared beliefs and assumptions that are referred to as 'culture'.

Organizational behavior

Understanding the concept of organizational behavior is very crucial for the HRM especially when they attempt to delegate responsibilities to the employees. There is need to know the organizational behaviors of individuals and even groups within the organization. Organizational behavior can be referred to as the objective study of individuals, their personalities and behavior within the organizational context in a work environment or setting. Apparently organizational behavior cannot be confined in a single discipline approach but is a multi-disciplinary aspect that incorporates psychology, management, sociology and even communication as noted by Debra Lamb (2010), a Dean at Cornell University.

Diversity

The wider the diversity in an organization the greater the strength of the organization if the diversity is well managed. Diversity in an organization therefore refers to the prevailing differences in age, gender, language, cultural background, ethnicity, religious beliefs, sexual orientation and such like constants that we cannot or are difficult to change in our lives. It can also refer to the other manner of differences like the educational levels, work experience, personality, life experience, socio-economic background and marital status. Work place Diversity therefore involves the recognition of these differences that employees have and appropriately managing them at the workplace (Australian Public Service Commission, 2001). Diversity can be successfully managed by creating a work environment that will utilize the contributions of these diverse groups and value the contributions as well.

Communication

Communication in the organizations cover all the means and modes, be they formal or informal, by which information finds its ways down, up or even across the organizational network of employees and the management in a given business setting. These modes of communication may contain important information for instance between employees and the managers, to more trivial issues like passing rumors or hearsay from one employee to another as noted by Reference for Business (2011). It is upon the business fraternity to channel the numerous pieces of information passed from one point to the other towards bolstering employee satisfaction, ensuring customers are satisfied with the services, enhance sharing of knowledge among the staff members as well as boost the organizational competitiveness.

Culture and behavior of Microsoft Corporation

The Microsoft Company has a peculiar culture that defines and sets apart the company from other organizations. In order to deal effectively with the external competition, Microsoft picks the top and best talents that are in the market, these people are the trained to act as magnets to attract others of their ilk into the organization and into their research labs. The end effect of this is the formation of a virtuous circle of talents since to Microsoft research work always relies on the brains of the company.