OB(organization Behaviour) in Practice

[Suraya Yasmen]

OB in Practice

Findings from the organizational behavior body of research can be used by executives and human relations professionals to better understand a business's culture, how that culture may facilitate or hinder productivity and employee retention, and how to best evaluate candidates skill set and personality during the hiring process.

The application of theory and knowledge from the field of organizational behavior can be broken down into sections of personality, job satisfaction and reward management, leadership, authority, power, and politics. There is rarely one correct way to assess the right way to manage any of these things, but OB research can provide a set of guidelines and topics to follow.

    >Personality – essentially a series patterned behavior – plays a large role in the way a person interacts with groups and produces work. Knowing a person's personality, either through a series of tests or through conversation can give a better idea of whether they are a fit for the environment they'd be hired into, and how best to motivate that person.
   >Theories around job satisfaction vary widely, but some argue that a satisfying job consists of a solid reward system, compelling work, good supervisors, and satisfactory working conditions.
   >Leadership, what it looks like and where it is derived from is a rich topic of debate and study within the field of organizational behavior. When one views it connected to management, it can be either broad, focused, centralized or
decentralized, decision-oriented, intrinsic in a person's personality or a result of a place of authority.
    >Power, authority, and politics all operate inter-dependently in a workplace. Understanding the appropriate ways, as agreed upon by a workplace rules and general ethical guidelines, in which these elements are exhibited and used are key components to running a cohesive business.

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