Organizational behavior: know what it is and why it is important

After all, it is one of the most important components of the organizational climate, determining whether or not companies achieve their goals and objectives. In the midst of all this, the existence of a strategic and active HR is more than fundamental.

To better understand the importance of the subject and the role of the Human Resources sector in this story, stay with us!

What is organizational behavior?

There is more than one definition, but we will initially summarize it as follows: organizational behavior is the result of the relationships practiced and maintained between all the agents that influence the climate of a company.

In this sense, we are talking about both the employees themselves and the work teams and the structures to which they are subjected within the institution. In motion, each of these parts mingles, interacts and shape their relationships on a daily basis.

That said, organizational behavior also refers to the study of how and to what extent these variables interfere in the internal dynamics of each organization. The way each element acts creates patterns, which can be negative or positive, for the continuity of a harmonious and successful workflow.

Based on this analysis, it is possible to diagnose any problems caused by habits or attitudes (individual and collective) that are hampering the achievement of certain organizational goals.

With an accurate diagnosis, the HR manager sees the root of some dissonances, which helps him to think of solutions that are really effective for each case. Consequently, it is easier to trim edges and, at the same time, improve the degree of engagement of work teams.

What are their characteristics and their importance to your company?

Basically, organizational behavior consists of:

• ethics — linked to the elaboration of norms and rules of conduct that are aligned with the values ​​defended by the brand;
• responsibility — the attitudes of each employee have some effect on the collective;
• autocracy — points to hierarchical structures marked by the centralization of power;
• competitiveness — refers to attitudes that foster competition between people and teams;
• collaboration — is formed by behaviors that value mutual support among all employees to achieve a common goal.

As with other types of investigation, the assessment of the prevailing behavior of people and groups provides an overview of the situation. This privileged view gives managers a clearer idea of ​​what, in fact, should be done.

In practical terms, the study is essential for corrective actions to be initiated as early as possible. Conflicts are often avoided well in advance. For this, however, it is necessary to have an agile action plan, based on interventions dedicated to solving each type of obstacle.

What are the main benefits of this study for your business?

So far, it is already possible to see some benefits linked to organizational behavior.

increased motivation

Among the challenges faced by HR almost every day, the need to keep employees motivated and dedicated on a daily basis appears. Of course, this objective also counts on the participation of the leaders of each department, but the role of the Human Resources area is essential.

It’s no secret that the quality of the work environment plays a double role in employee motivation. Since the management of organizational behavior is linked to the company’s climate, the probability of offering a more pleasant place to work for everyone increases.

Along with it, it improves the feeling of acceptance and belonging. These feelings, somewhat forgotten at times, make people perform their duties with more confidence and lightness.

Under such conditions, the work routine becomes a motivating factor for everyone to continue performing with commitment and dedication. The great detail is that this happens spontaneously.

Discovery of new leaders

Between one analysis and another, you also identify which people are the ideal profiles to develop situational leadership, for example. We all know how important it is to have people who know how to lead teams towards their goals.

There are even emblematic cases, in which team members are excellent professionals in their respective specialties. However, the absence of a natural guide leaves these people a little lost, especially in the face of the need to make some specific deliberation.

Encouraging collaborative environments

Much has been said about the relevance of innovation and creativity for companies to achieve the competitive edge they so desire. However, hitting this target requires some adaptation to the new realities of the corporate world.

As experience shows, truly innovative environments need a collaborative culture, not simply a competitive one. This is an enormous challenge, but one that is considerably facilitated through the study of organizational behavior.

What are the levels of organizational behavior?

Another important point to consider is that this analysis process must focus on certain levels, related to:

• individual — of a subjective aspect, it indicates which are the predominant character traits of the personality of each employee, which interferes in the way he works;
• group — applies to the broad set of all employees as well as segmentation into teams. It reveals the quality of communication and integration between the parties;
• organizational system — focuses on people management and organizational culture with the aim of verifying how teams and the employees themselves impact the quality of the results obtained by the company.

As we have shown, organizational behavior must occupy a prominent place in small, medium, and large organizations. After all, the study is decisive for the development and retention of talent, as well as helping to promote healthy work environments. The end result is an increase in everyone’s satisfaction and the consequent improvement in their productivity.