Organizational Behavior for Theories and Concepts -myassignmenthelp

Question: Discuss about theOrganizational Behavior for Theories and Concepts. Answer: Introduction This paper explores many theories and concepts regarding the organizational behavior. Organizational behavior is referred to the study of the human behavior within the institutional setting. Hence the managers and the employees understand why people behave in different ways. Individuals need to understand various theories and concepts of organizational behavior, to understand the problems experienced by persons who adapt to different working environments. For instance, attitudes help in evaluating the personal feeling. Personality sums up the individual reactions as they interact with others. The personality-job fit theory explains the fit of individuals between the working environment and their personality (Shafritz, Ott and Jang, 2015 pp.22). The perception theory explores the meaning given by individuals to their surrounding by interpreting and organizing their impressions. The attribution theory in organizational behavior explains how individuals judge others based on their behaviors. The contemporary theory of decision-making describes the individual behavior to increase performance. Motivation is a concept discussed within organizational behavior, and it refers to the process of accounting for individuals efforts and intensity to achieve goals (Burke, 2017 pp.15). The goal-setting theory discusses how goals impact actions. Reinforcement theory indicates that behavior determines consequences. Finally, the contingency theory holds that there lacks an effective way of organizing, leading, and making a decision within an organization, hence the best action taken is contingent. There are different types of human behavior in the workplace as discussed. First, the task performers are viewed as people who are conversant with their roles and are goal-directed. The organizational citizenship refers to the behaviors where there are helpfulness and cooperation to support the institutions context (Luthans, Luthans and Luthans, 2015 pp.25). The counterproductive refers to the voluntary behaviors which are intended to harm the organization directly or indirectly. Joining and staying human behaviors implies employing and retaining the productive employees especially when there is heat up concerning the shortages of skills. Finally, maintaining the work attendance behaviors involves presenteeism where employees attend a scheduled work (Pinder, 2014 pp.21). The evidence-based approach is important to management since it helps managers to use evidence and logic in decision-making, leading and advising the employees. Also, evidence-based is important to the organizational behavior since it helps the individuals research the organizational problems, interpret and solve them effectively. The evidence-based approach can be applied to interpret the organizational and management behavior through various ways. To begin with, it determines the interventions applied in various practices and strategies within an organization. The evidence-based approach ranks the managers and guides them towards facing the challenging situations. The evidence-based approach also incorporates the organizational practices as well as the judgments which concern organizations. Through the approach, the organizational and management behavior is interpreted through the managers mindset since it teaches them how to manage the institutions (Armstrong and Taylor, 2014 pp.80). Finally, it is interpreted through the new insight and knowledge from within and out of the organization. Personal practice within the organizational context is viewed as a tool used for linking and understanding the organizational theories in application to the practical tasks. On the other hand, the interpersonal skills refer to the individual emotional intelligence, their capability to understand and know the attitudes within the organizational context. The knowledge to manage overall and others involve sharing, managing, creating, and using information within an organizational context. Teamwork involves the cooperation of individuals, employing their skills to provide a constructive response, regardless of the conflicts which prevails amongst them. Therefore, teamwork is important since it allows the employees to interact with others hence their relationships improve. In this manner, the cohesion among individuals is achieved (Katzenbach and Smith, 2015pp.8). Effective teams are developed through various ways. They are developed if the individuals within the organization focus on their roles. If they value their roles and communicate effectively to each other effective teams are developed. When goals are set, and there is the celebration of the failures and the successes. Finally, teams are developed when individuals interact to know each other. There are various organizational problems such as the loyalty within departments where competition exists, and each wants to outdo the other. New management is a significant problem since the organization is in a dilemma due to the changes which arise. Confusion is also an organizational problem which arises especially during the implementation of new strategies and ideas. Finally, the company goals are organizational problems since the organizations need to use them well to achieve positive outcomes. The theories of organizational behavior help in solving the problems through various ways. For instance, the personality-job fit theory helps the managers to understand the individuals hence the problem of new management is solved (Cheruvelil, Soranno, Weathers, Hanson, Goring, Filstrup and Read, 2014 pp.35). The personality theory guides individuals towards selecting the right working environment which complies with their personalities hence the problems involving loyalty in the depart ments and the new management is minimized. The attribution theories help individuals to scrutinize their judgments about others hence the conflicts reduce and teamwork is enhanced amongst the employees (Northouse, 2015 pp.13). The motivation theories keep the employees engaged, and they work towards the common organizational goals hence the problem concerning the implementation of new ideas and strategies are addressed. The theories in organizational behavior help in solving problems hence peace, teamwork, respect, and loyalty within the organization are achieved which are significant elements of a performing institution. Conclusion In conclusion, this paper analyzes the theories and the concepts of the organizational behavior, the human behaviors which prevail in the workplace and the application of the evidence-based approach to the organization and management. Teamwork, practice personal, interpersonal skills and knowledge to manage people are also significant factors in the organizational behavior. Finally, theories are applied to solve the problems outlined. Bibliography Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Burke, W.W., 2017.Organization change: Theory and practice. Sage Publications. Cheruvelil, K.S., Soranno, P.A., Weathers, K.C., Hanson, P.C., Goring, S.J., Filstrup, C.T. and Read, E.K., 2014. Creating and maintaining high?performing collaborative research teams: the importance of diversity and interpersonal skills.Frontiers in Ecology and the Environment,12(1), pp.31-38. Katzenbach, J.R. and Smith, D.K., 2015.The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015.Organizational behavior: An evidence-based approach. IAP. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of organization theory. Cengage Learning.