Before moving on to the question proper, let me first tackle on the basic terms and concepts for this paper.
First off, you have planned and unplanned change in an organization. Unplanned change usually occurs because of a major, sudden surprise to an organization, which causes its members to respond in a highly reactive and disorganized fashion. So let's say the CEO or Chief Executive Officer suddenly leaves the organization, chaos will rise up. Significant public relations problems occur, poor product performance quickly results in loss of customers, or other disruptive situations arise. Planned change, on the other hand, occurs when leaders in the organization recognize the need for a major change and proactively organize a plan to accomplish the change. Planned change occurs with successful implementation of what you call a Strategic Plan, plan for reorganization, or other implementation of a change of this magnitude. Take note though that planned change, even though based on a proactive and well-done plan, often does not occur in a highly organized fashion. Instead, planned change tends to occur in more of a chaotic and disruptive fashion than expected by participants such as employees.
Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by what you call a system approach. This is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. So, based on the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, leadership, teams, and more but what I will be more focusing on in this paper is change.
Side by side with that is Organizational Development or OD. This is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives are a higher quality of work-life, productivity, adaptability, and effectiveness. It accomplishes this by changing attitudes, behaviors, values, strategies, procedures, and structures so that the organization can adapt to competitive actions, technological advances, and the fast pace of change within the environment.
To look at it in a more simple perspective, organizational behavior is more on the study and organizational development is more on the application side.
Now, with this, we move on to the main topic of change.
Change is normal, if there wasn't any sort of change, not only with relation to organizations and the business environment, then life would be abnormal.
Organizational Behavior, as defined in our text, is the study of human behavior in organizations (Schermerhorn, Hunt & Osborn, 2005, p. 17). How organizations behave within their ranks is in my opinion what truly can make them successful. The concepts of culture, diversity, communication, etc; need to be addressed so that employees can work well together and business can run smoothly.
McShane, S. and Von Glinow, M. (2012). Organizational Behavior: Emerging Knowledge, Global Reality. 6th ed. McGraw-Hill Higher Education, pp.103 - 131.
...ell known saying. To be successful; organizations have to make adjustments and adapt to our ever changing society. Change, planned or unplanned is inevitable. Nature of the workforce is change that occurs when the dynamics of the workforce are shifted, such as jobs being outsourced, immigration, gender, cultural and age differences. Technology has changed standard operating procedures for all organizations because of the opportunities that technology creates. Economic shocks have occurred due to the economy. Competitors are more abundant for organizations now because products can be purchased worldwide and cheaper, so a company always has to be aware of what separates them from the rest. Management will have to be educated on the newest tools and techniques used to easily identify and analyze the organizations Strengths, Weakness, Opportunities, and Threats, (SWOT).
Let’s bring it back on how organizational behavior originated. Organizational behaviors view the interaction of people within a setting. This can help organizations maximize the output of work from the employees. The organizational behavior focuses on several factors such as, performance, satisfaction and leadership. It also affects compensation, which can affect how much an employee receives as a whole, such as hourly pay,
Organization development (OD) is (1) a planned process of change (2) using behavioral science (3) in an organization-wide process (4) utilizing a systematic approach (5) to problem-solving with a the goal of improving the effectiveness of the organization. (Borkowski, 2005).
People who want to have a successful organization in business world; first they should be able to define OB which helps the organizations to be more effectively. “Organizational behavior is a study and an application of knowledge about how people, individuals and groups act in organizations” (Clark, 2000). Frankly, OB can help to indentify people behavior and to have a work relationship among the worker. Moreover, it can affect an organization to enhance its profitability and innovation by showing organization resources which can depends on customers. As well, it helps to achieve a job satisfaction by understanding the importance elements of motivation, communication and leadership.
Organizational Behavior is a field of study that interprets people-organization relationships that have an impact on individual and the groups of people in the organization and shows how organizations manage their environment.
McShane, S.L. and Von Glinow, M. A. (2009). Organizational Behavior: Emerging knowledge and practice for the real world. McGraw-Hill.
When I think of Organization Development, as a company, it’s a new way of structure and organizing that is happening within a company. I
Robbins, S.P. & Judge, T.A. (2009). Organizational Behavior. Upper Saddle River, NJ: Pearson Education, Inc.
Organizational behavior is the study of the many factors that have an impact on how people and groups act, think, feel, and respond to work and organizations and how organizations respond to their environments. (George & Jones, 2005) Organizational behavior is particularly important to managers, who are responsible for supervising the activities of one of more employees.
The Organizational Behavior (OB) studies the individual, group, and organization, and analyze the relationships among them.
Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior.
Groups of people which more than 2 peoples who work interdependently toward some purpose defined as organizations. Then, organizational behaviour defined the study of what people think, feel and do in and around organizations. Organizational Behavior is field of study that investigates the impact that individuals, groups and structure have on behavior within organization. It is the knowledge about how people act within organizations. It applies broadly to the behavior of people in all types of organizations, such as schools, business, government, and services organizations. Organizational behaviour is for everyone in every level, and employees are expected to manage themselves and work effectively with others in workplace.
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.