Organizational Behavior & Terms

Organizational Behavior & Terms

When asked to describe the ideal working environment, some might mention an organization where the employees are appreciated, well liked and respect. A place where employees are valued for the asset they truly are. Finding a place like this has become rare, nearly impossible actually. Literature exists showcasing these organizations and how well they treat the work force. In fact, there is literature printed on how places like IKEA and Nordstrom appreciate its human capital and how the recognize their organizations behavior and culture. Luckily, for those of us who don't wish to work in retail, there are a few traits that make finding organizations similar to these. In order for this search to run smoothly, one must become knowledgeable with certain key terms. Terms such as organizational behavior and culture, diversity, communication and ethics, identifying these terms and understanding them is key in helping individuals identify these types of organizations, and avoid those who know nothing about them.

The first term should be one any employee or employer should become accustomed with. Organizational behavior, as defined by Hitt, Miller & Colella, "involves the actions of individuals and groups in an organizational context." ( 2006, pg 10). Organizational behavior, or OB for short, is important for all organizations to understand and acknowledge. Basically OB helps managers and executives appreciate the value of its employees and be aware of how they behave and interact with others within. With this knowledge in hand, management can properly delegate tasks and assignments to those individuals who are qualified. This in turn benefits one of the most important assets any company has, its human capital. Human capital is considered to be the most important asset an organization can have, without human capital to run an organization it cannot succeed.

Organizational culture is similar to OB in that it involves the management having a better understanding of personnel. Culture is the set of beliefs of a large group of individuals, generally a community or society. These beliefs become the norm, which in turn are called that groups culture. Organizational culture is "is the set of shared values, beliefs, and norms that influence the way employees think, feel, and behave toward each other and toward people outside the organization." (George & Jones, 2005). Every organization has a culture which is normally defined by its product, employees, and geographic locations. For example, a Starbucks in Seattle may have a separate culture in Miami even though they are part of the same organization.

The third term, diversity, is a controversial one that has gained plenty of press over the years. Diversity can be defined as "a characteristic of a group of people suggesting differences among those people on any relevant dimension." (Hitt, Miller & Colella, pg 13). Diversity is important to any organization, and in fact is important to individuals themselves. Diversity brings a difference of opinions, beliefs, attitudes and many other cultural and racial differences. Many companies are indiscriminate when hiring personnel, but unfortunately there are some that are not. The government has tried to institute federal laws to protect minorities when applying for jobs or receiving promotions. This is unfortunate as people from other cultures bring new ideas and beliefs and enriches those around us.

One of the single most important aspects to any financial or internal success is communication. Communication is important to people and important to organizations as well. Communication is defined by the American Heritage Dictionary as "the art and technique of using words effectively to impart information or ideas." (dictionary.com, 2007). Traditionally this is performed verbally and in person or in writing. Due to the technological age, there are many more ways to effectively communicate between people and departments. The delivery is still the same, verbal or written, but the