Relationship Between Organizational Behavior And Organizational Development.

Relationship Between Organizational Behavior And Organizational Development.

Daniel Felipe

Sistema Universitario Ana G. Mendez

MANA 501

Relationship Between Organizational Behavior And Organizational Development 

Organizational Development and organizational behavior have been established as instruments such as excellence for change in any organization, in any organization in order to seek achievements and to have a higher organizational efficiency, a prerequisite in today’s business world characterized by the intense competition at both national and international level. In our shifting society, in which values are evolving rapidly and resources are becoming scarce, it is increasingly necessary to understand what influences over the performance of the individual at work. Several researchers, from the early nineteenth century, have highlighted the role of physical and social components in human behavior. This is how the organizational atmosphere defines how an individual sees their work, their efficiency, productivity and satisfaction. In other words, the perception of the work environment by an employee consists in the answer to a key question: Do you like to work in this organization? Of course, there are several answers to question been asked. An employee may like more or less the atmosphere of their institution, even without being always aware of what works effectively in this perception.  

Organizational Behavior is directly linked to what an Organization desires. That is to say that, all the partners involved in the organization must head together towards the imposed rules by the organization. Regulations that many call Organizational Policy, which advances the rights and responsibilities of the parties involved, without specifying the elements or management tools, such as: Mission, Vision and Strategic Guidelines among other.

In other words, by talking or analyze Organizational Behavior we are also implying Organizational Culture as a whole. This indicates a complete agreement, with the purpose of the organization. Therefore is included in the so called Development Organizational, which should be in a linear and direct way, when the disagreements become null.

Abnormalities that feed in an organizational climate with interpersonal relationships as a forefront, involves the internal and exogenous environment of the organization. This impacts significantly the organization as such; as this is generally a part of a complex industry where associations between management indicators are inevitable. It must also be noted that there is an institutional framework that operates through judgments, laws and several regulations, which also impact the emotions of all people, workers in particular that are port of the organization.

Therefore Organizational Behavior and Development collects feedback, because without the standardized behavior, the projected organizational development can never be achieved, making the behavior the foundation of all development. Behavior implies development, and if the behavior tends to fail, the organization will most likely not achieve the desired development. Developments that large corporation project thorough a management identification system so that it can later operate over the fluctuations and corrective actions for the long awaited achievement or large objective that it is presented in most cases in the business vision; aiming to consolidate the referenced company as the number one in the market, in the industrial sector where it may be located.

Importantly with the experience or achieved development of the organization, the staff selection unit, agrees in selecting future members of the organization. Fulfilling the development with the Behavior, and animating the longevity of a company or organization within time. Emphasizing that everything it is given under the tem "Norma Condition l"; since the organization could collapse or slow its development by the implemented overdue external factors.

References

Desarrollo, Comportamiento y Aprendizaje Organizacional. (May 2016) Capitulo 3.

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